Mbi manual

Jackson, and Michael P. Includes details on administration, scoring, and interpretation, etc. Remote Online Survey License. License to Reproduce. What is the relationship between the MBI scales? Can I use cut-scores to identify a state of burnout?

How can burnout be prevented or reduced? Michael P. The previously published cut-off scores were arbitrary. The upper third of a large population is not a definition of people experiencing a severe case of burnout.

The goal with these profiles is to inform the design of burnout interventions. For example, someone who matches the Ineffective profile is experiencing loss of confidence in their abilities and may need a solution involving more recognition for their good work.

Whereas someone who matches the Overextended profile is experiencing exhaustion that may be due to long work hours or disruption and may need a solution involving workload or resource maintenance.

Leiter and Maslach used standardized z values to calculate an individual's profile. Specifically, they set the following critical boundaries:.

These critical boundaries are dependent on the population norms for the group. Therefore, profile categorization for an individual may differ slightly based on the population used in the critical boundary calculation. Individuals should review all profile descriptions and use their profile categorization as a reference point to define their burnout experience and plan burnout interventions.

Reference : Leiter, M. Burnout Research, 3 , We would caution you not to focus on just the MBI scores alone. The MBI is a research measure from which we can learn about the causes and outcomes of burnout, but it is not a clinical diagnostic tool. Research on burnout risk factors e. The MBI Individual and Group reports include some suggestions for easing burnout and the combined reports with the Areas of Worklife Survey include suggestions for changing aspects of the work environment that might contribute to burnout.

Demerouti, E. Individual strategies to prevent burnout. Leiter, A. Maslach Eds. Burnout at work: A psychological perspective London, UK: Psychology Press.

Leiter, M. Banishing Burnout: Six strategies for improving your relationship with work. Building Engagement: The design and evaluation of interventions.

Bakker and M. Leiter Eds. Interventions to prevent and alleviate burnout. Maslach, C. Prevention of burnout: New perspectives. Applied and Preventive Psychology, 7, The Truth About Burnout: How organizations cause personal stress and what to do about it. Making a significant difference with burnout interventions: Researcher and practitioner collaboration. Journal of Organizational Behavior, 33, Making a significant difference with burnout interventions.

Occupations represented include: 4, teachers elementary and secondary, grades K ; post-secondary educators college, professional schools ; 1, social service workers social workers, child protective service workers ; 1, medical workers physicians, nurses ; mental health workers psychologists, psychotherapists, counselors, mental hospital staff, psychiatrists ; and 2, others legal aid employees, attorneys, police officers, probation officers, ministers, librarians, and agency administrators.

Our products:. Authors: Christina Maslach, Susan E. Jackson, Michael P. Cynicism measures an indifference or a distant attitude towards your work.

Professional Efficacy measures satisfaction with past and present accomplishments, and it explicitly assesses an individual's expectations of continued effectiveness at work. PDFs are not refundable. In Stock. Add to cart. Transform will connect this report to the "Send To" email provided at checkout. Minimum purchase of Includes data collection: data file with participants' raw data and raw scale scores. Optionally, Individual Reports and Group Reports can be generated from the collected data - requires the purchase of report licenses.

Designed for use with occupational groups other than human services and education, including customer service, maintenance, manufacturing, management and most other professions. For adult students such as those enrolled in college and university programs. The following answer is from Leiter, M.

Latent burnout profiles: A new approach to understanding the burnout experience. Burnout Research, 3, The first phase of research on the phenomenon of burnout involved a lot of exploratory, qualitative field studies, which amassed many descriptions of the burnout phenomenon based on observations, interviews, case studies, and personal experience.

Based on this exploratory work, psychometric research was carried out to establish a method for assessing the burnout experience. That research identified three basic dimensions: exhaustion also described as wearing out, loss of energy, depletion, debilitation, and fatigue ; feelings of cynicism and detachment from the job also described as depersonalization, negative or inappropriate attitudes, detached concern, irritability, loss of idealism, and withdrawal ; and a sense of professional inefficacy and lack of accomplishment also described as reduced productivity or capability, low morale, and an inability to cope.

The measure that emerged from that psychometric research was the Maslach Burnout Inventory MBI , which assessed these three dimensions and has been used in many research studies over the years. The potential of having three interrelated dimensions of burnout was first discussed in terms of a sequence of stages over time. For example, the transactional model of burnout proposed a first stage of an imbalance between work demands and individual resources job stressors , a second stage of an emotional response of exhaustion and anxiety individual strain , and a third stage of changes in attitudes and behavior, such as greater cynicism defensive coping.

A third approach was the phase model, in which the three burnout dimensions were split into high and low categories, yielding eight different patterns, or phases, of burnout.

The phase model hypothesized that cynicism is the early minimum phase of burnout, followed by the additions of inefficacy, and finally by exhaustion. What is noteworthy about all of these early approaches is the explicit assumption that people could experience various patterns of burnout, which might change at different points in time. However, the potential of these varying patterns has not been exploited very much in the more recent empirical literature. If anything, there has been a move towards simplifying burnout to a one-dimensional construct of exhaustion.

Exhaustion is often considered the strongest, primary element of burnout, and thus a suitable proxy for the entire phenomenon. A single dimension is easier to measure, and exhaustion is easier to fit within existing systems of medical diagnosis and disability.

But a focus on just exhaustion may ignore other aspects of the burnout experience, which go beyond chronic fatigue. People experiencing burnout are not simply exhausted or overwhelmed by their workload. They also have lost a psychological connection with their work, which has implications for their motivation and their identity.

The three dimensions of exhaustion, cynicism and inefficacy do not always move in lock-step, which means that they are not so highly correlated as to constitute a single, one-dimensional phenomenon. The advantage of such distinct, but interrelated, burnout dimensions is that there could be several different patterns that are shown by people at varying times.

In some instances, due to situational factors or personal qualities or their interaction, distinct patterns could emerge. Identifying these intermediate patterns would allow a clearer definition of the entire territory between the negative state of burnout and the positive state of engagement.

For example, it may be that some people maintain a neutral stance towards work, experiencing neither joy nor despair.

The exceptionally motivated condition of engagement might stand in contrast to both a humdrum existence as well as to chronic distress. Other person-centered patterns may identify distinct forms of distress, of which burnout represents only one particularly grievous state.

Some progress on this point has been made by contrasting burnout and engagement with workaholism, suggesting the potential for further conceptual development. The Emotional Exhaustion dimension captures the problem of lacking sufficient energy to make a useful and enduring contribution at work. But it is the Cynicism Depersonalization dimension that captures the difficulty in dealing with other people and activities in the work world.

Furthermore, Professional Efficacy captures the self-evaluation people make regarding the value of their work and the quality of their contribution. New research has begun to focus on an innovative use of the three burnout dimensions, which allows for multiple distinct patterns along the Burnout-Engagement continuum.

In addition to the two standard endpoint patterns of burnout high in Emotional Exhaustion and Cynicism; low in Professional Efficacy and Engagement low in Emotional Exhaustion and Cynicism; high in Professional Efficacy , this approach can identify people who are only experiencing one of the dimensions, rather than all of them. A particularly relevant comparison is between people with the complete Burnout profile and those with only high Emotional Exhaustion the Overextended profile.

Research shows that these two patterns are quite different in workplace experience, so it is clear that exhaustion alone is not a proxy for burnout. Instead, the Cynicism-only profile Disengaged comes closer to the negative endpoint of Burnout which suggests that cynicism may be more a core part of burnout than is exhaustion.

Cynicism is more clearly linked to the job environment, with poor quality of social relationships at work and lack of critical resources, which lead to reduced job satisfaction and poor job performance. The MBI can be used to assess the patterns of burnout within a particular group or individual. For example, it can be used to assess the patterns of burnout within groups of physicians.

Researcher vs. Practitioner Perspective However, the research perspective of a continuum is fundamentally different from that of a practitioner who views burnout as a discrete state — either someone is burned out, or is not.

The perspective that burnout is a dichotomy makes it more like a medical disease, rather than a continuum of experience. The challenge has been to identify how to translate the continuous scores of a research measure into a dichotomous burnout classification. As an analogy, what is the temperature on a continuous thermometer scale that signals the presence or absence of fever? For burnout, what is the pattern of MBI scores that predict certain diagnostic criteria such as impaired work performance, or absenteeism, or poor health?

Unfortunately, such diagnostic criteria have not been well-specified, so the necessary clinical research has not been done. However, researchers in the Netherlands have used work-related neurasthenia as the equivalent of clinical burnout, and have established that high scores on two of the burnout dimensions Emotional Exhaustion plus one other are correlated with high scores on neurasthenia.