Mendel University in Brno

Faculty of Regional Development and International Studies

Burn Out Syndrome

Diploma Thesis

Thesis supervisor: Thesis author:

Ing. Mgr. Jiří Čeněk Bc. Zuzana Soukupová

Brno 2016
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Acknowledgments:
First I would like to give thanks to my thesis supervisor, Ing. Mgr. Jiří Čeněk, for his sci-
entific support, consultations and a lot of patience. It has been long way to the final
outcome. Last but not least I would like to thank to my family and friends for their en-
couragement.

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Declaration:
I declare that the diploma thesis is entirely my own composition, with the introduction
of quotations specified in the addendum. I wrote the thesis independently, and only
with the cited sources, literature and other professional sources.
I agree that my work will be published in accordance with Section 47b of Act
No. 111/1998 Coll. on Higher Education as amended thereafter and in accordance with
the Guidelines on Publishing University Student Theses.
I understand that my work relates to the rights and obligations under the Act No.
121/2000 Coll., the Copyright Act, as amended, in particular the fact that Mendel Uni-
versity in Brno has the right to conclude a license agreement on the use of this work as
a school work pursuant to Section 60 paragraph 1 of the Copyright Act.

In Brno, May 20, 2016 _______________________

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Abstract:
Soukupová, Z. Burnout Syndrome -comparison of employees and self-employed / en-
trepreneurs. Diploma Thesis. Brno: Mendel University in Brno. Faculty of regional de-
velopment and international studies, 2016. Thesis supervisor: Mgr. Bc. Jiří Čeněk.

This work is focused on Burnout Syndrome among employees and self-employed / en-
trepreneurs in public and private sector. There is a comparison of obtained data via
online survey which was established based on Maslach Burnout Inventory. The goal is
to examine the differences between employees and self-employed / entrepreneurs
working in both public and private sector. The work consists of analysis, interpretation
of results and discussion together with suggestions.

Keywords
Burnout syndrome, MBI, Maslach Burnout Inventory, Emotional Exhaustion, Personal
Achievement, Depersonalization, Prevention of Burnout Syndrome, Phases of Burnout
Syndrome

Abstrakt:

Abstrakt Soukupová, Z. Syndrom vyhoření - komparace zaměstnanců s OSVČ /

podnikateli. Diplomová práce. Brno: Mendelova Univerzita v Brně. Fakulta regionálního
rozvoje a mezinárodních studií, 2016. Vedoucí práce: Mgr. Bc. Jiří Čeněk.

Tato práce je zaměřena na Syndrom vyhoření a porovnání získaných dat z on-line

dotazníku, který byl sestaven podle MaslachBurnoutInventory. Porovnávají se dvě
skupiny pracujících: zaměstnanci s OSVČ / podnikatelé, pracující, jak v soukromém tak
veřejném sektoru. Práce obsahuje analýzu a interpretaci výsledků spolu s diskuzí a
doporučením.

Klíčová slova:

Syndrom vyhoření, MBI, Maslach Burnout Inventory, Emoční vyčerpání, Osobní

úspěch, Depersonalizace, Prevence syndromu vyhoření, Fáze syndromu vyhoření

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Content

Content
1 Introduction 9
1.1. Introduction ......................................................................................................9
1.2. Goal of the study and methodology .............................................................. 10

2 Theoretical Part 11
2. 1. What is the Burnout Syndrome ................................................................... 11
2.1.1. Emotional exhaustion ............................................................................. 13
2.1.2. Depersonalization ................................................................................... 13
2.1.3. Personal accomplishment ...................................................................... 14
2.1.4. Urgent Burnout vs. Chronic Burnout Syndrome.................................. 14
2.2. History of the Burn out Syndrome ............................................................... 15
2.2.1. Pioneering Phase..................................................................................... 15
2.2.2. Empirical Phase ...................................................................................... 16
2.2.3. Burnout in the twenty-first century ...................................................... 16
2.3. Risk Agents .................................................................................................... 18
2.4. Signs and symptoms of burnout ................................................................. 20
2.4.1. Levels of Burnout Syndrome Symptoms.............................................. 20
2.5. Groups of risk................................................................................................ 23
2.6. Phases of Burn out syndrome .......................................................................25
2.7. Outcomes....................................................................................................... 28
2.8. Dealing with burnout: The "Three R" approach ........................................ 30
2.9. Case studies................................................................................................... 30
2.9.1. Employees vs. Self-employed in Canada and Pakistan - case study .. 30
2.9.2. The process of burnout in white-collar and blue-collar jobs - case
study .............................................................................................................. 31
2.10. The difference between stress and burnout ............................................. 32
2.10.1. The difference between depression and burnout .............................. 33
2.10.2. The difference between tiredness and burnout................................. 33
2.11. Mental hygiene ............................................................................................ 33
2.12. Prevention of Burnout Syndrome.............................................................. 33
2.12.2 Organizational prevention ................................................................... 36

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Content

3 Empirical Part 38
3.1. Goal of the study ........................................................................................... 38
3.2. Research questions ....................................................................................... 39
3.3. Subject and object of the study.................................................................... 39
3. 4. Methods and questionnaire interpretation ............................................... 39
3.4.1. Evaluation of the questionnaire ............................................................ 40
3.4.2. Characteristics of research sample....................................................... 41
3.4.3. Average numbers of MBI ..................................................................... 45
3.4.4. MBI - level of Burn out in each dimension.......................................... 50

4 Discussion 53
4.1. Research questions ........................................................................................53
4.2. Limits............................................................................................................. 56

5 Suggestion 57

6 Conclusion 58

7 Bibliography 60
Printed sources .................................................................................................... 60
Periodicals ............................................................................................................ 62
On-line source ...................................................................................................... 63

8 List of figures 64

9 List of tables 65

10 List of graphs 66

11 Attachments 67

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Introduction

1 Introduction
1.1. Introduction
The diploma thesis focuses on burnout syndrome and its symptoms, phases, possible
causes and prevention. At the beginning there will be short view into the past- which
methods were used and which are used today, if there is actually any difference or
people still use the groovy steps. Empirical part will value collected data from the
questionnaires from self-employed and employed people from private and govern-
ment sector. The goal of the study is to specify hazard rate of burnout by asked re-
spondents - either self-employed / entrepreneurs and employees.

The burnout syndrome is a spread word nowadays. We can come across it where it
comes in a long term periodic contact of people while solving any personal, health and
professional problems. Mostly the burnout syndrome is tied to the job performance.
People who get in contact and communicate with other humans are endangered the
most.

The burnout syndrome is not a new word. It was first discussed in these terms, in
themed - 1970s (Freudenberger,1974; Maslach 1976 as cited in Maslach and Goldberg,
1998) and the portrait of burnout that was painted than has not changed much in the
intervening years. (Maslach and Goldberg, 1998). Herbert J. Freudenberg published in
his article in "Journal of Social Issues "(Freudenberg, 1974 as cited in Stock, 2010). In
the USA the burnout was used in connection with drug addicts in chronic state, later in
connection with working people who showed desperation and ineffectiveness. In the
psychological level strongly burning fire represents high motivation, activity, deploy-
ment, priority (Stock, 2010).

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Introduction

1.2. Goal of the study and methodology

The goal of my work is to examine the differences in job burnout among organization-
ally employed individuals and self-employed / entrepreneurs in Brno and surroundings
in terms of its three dimensions (emotional exhaustion, depersonalization and person-
al achievement). Why some groups (jobs, women/men etc.) are burned more than
others? What is the difference - what is missing in particular jobs?

I will undertake a quantitative research using a questionnaire as the core of my study.

The questionnaire will be sent on-line to the employees and self-employed people in
Brno and surroundings. The answers will be sent back electronically. I will collect and
analyze the primary data which can then be considered an immediate demonstration,
or a reality registration. The greatest advantage of primary data is its direct connection
to cognition purposes and goals of the research (Surynek, Komárková, Kašparovská,
2001).

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Theoretical Part

2 Theoretical Part
In the first chapter I will be talking about burnout syndrome in general what it is,
where it came from. We will also look to the history. I would like to also mention some
famous initiators in the area of burnout syndrome. Then I would like to describe some
research studies which I consider important for the theoretical part of my thesis as
well as for the practical part which results from it. There are many articles and litera-
ture on this topic because it starts to be very controversial topic which is connected
with the life style of the whole society.

Currently, burnout is a well-established academic subject on which thousands of publi-

cations have appeared, and about which numerous congresses and symposia are held
(Schaufeli, Leiter and Maslach, 2008).

The concept of burnout has stimulated research on job stress, particularly in areas like
the helping professions, which had not been the focus of attention before. It also stim-
ulated theorizing, particularly in the area of emotional labor, symptom contagion, and
social exchange. In the occupational medical setting of some European countries with
elaborated social security systems - notably Sweden and The Netherlands - burnout is
an established medical diagnosis. This means that it is included in handbooks, and that
physicians and other health professionals are trained in assessing and treating burnout
(Van Emmerik, 2004 as cited in Schaufeli, Leiter and Maslach 2008).

2. 1. What is the Burnout Syndrome

There are many definitions of burnout syndrome but they have a lot in common. Ac-
cording to Maslach, Schaufeli and Leiter: "Burnout is a prolonged response to chronic
emotional and interpersonal stressors on the job, and is defined by the three dimen-
sions of exhaustion, cynicism, and inefficient" (2001). The use of the term burnout of
this phenomenon began to appear with some regularity in the 1970s in the United

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Theoretical Part

States, especially among people working in the human services (Maslach, Schaufeli and
Leiter, 2001).

Myron D. Rush (2003) defined the burnout syndrome as a kind of stress and emotional
tidiness, frustration, exhaustion occurring due to the fact that the summary of certain
events concerning relationships, mission, lifestyle or employment of the individual
concerned will not bring the expected results.

Below you can read some statements / definitions of burnout syndrome which were
stated by experts in the field of burnout syndrome.

H. J. Freudenberger:

“Burnout is a state of being plundered of all energy resources formerly intensively

working person (i.e. People who are trying to help others in their difficulties and help
them to feel better. At the end they feel overpowered by their own problems). Burnout
is the final stage of a process by which people who are deeply emotionally involved in
something, they lose their initial enthusiasm (their enthusiasm) and their motivation."
(Their own motive power; Křivohlavý, 1998).

V. Kebza, I. Šolcová:

„Burnout syndrome is characterized as a prolonged response to chronic inter -personal

stressors at work, or situational induced stress reaction, or also as the last phase of the
stress response , thus exhaustion." (Kebza, Šolcová, 2003).

A. Pines, E. Aronson:

“Burnout is formally defined and subjectively experienced as a state of physical, emo-

tional and mental exhaustion caused by long-term preoccupation with situations that
are emotionally challenging. These emotional requirements are most often caused by

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Theoretical Part

a combination of two things high expectations and chronic situational stress."

(Křivohlavý, 1998).

Carol J. Alexanderova:

“Burnout is a state of total alienation, both to work and to other people and also your-
self." (Křivohlavý, 2008).

In 1980,Edelwich and Brodsky characterized Burnout as progressive loose of idealism,

motivation and energy (Hawkins, Shonet, 2004).

According to Christina Maslach, burnout represents emotional exhaustion, deprecia-

tion efficiency and depersonalization by individuals who work with other people
(Minirth et. al., 2011). More specifically, burnout is defined as a psychological syn-
drome of emotional exhaustion, depersonalization, and reduced personal accom-
plishment (Maslach, Goldberg, 1998).

2.1.1. Emotional exhaustion

Emotional exhaustion refers to feelings of being emotionally overextended and de-

pleted of one´s emotional resources. The major sources of this exhaustion are work
overload and personal conflict at work. People feel drained and used up, without any
source of replenishment. They lack enough energy to face another day or another per-
son in need. The emotional-exhaustion component represents the basic stress dimen-
sion of burnout (Maslach and Goldberg, 1998).

2.1.2. Depersonalization
Depersonalization refers to a negative, callous, or excessively detached response to
other people, which often includes a loss of idealism. It usually develops in response to
the overload of emotional exhaustion, and is self-protective at first - an emotional
buffer of "detached concern." But the risk is that the detachment can turn into dehu-

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Theoretical Part

manization. The depersonalization component represents the interpersonal dimension

of burnout (Maslach and Goldberg, 1998).

2.1.3. Personal accomplishment

Reduced personal accomplishment refers to a decline in feelings of competence and

productivity at work. This lowered sense of self-efficacy has been linked to depression
and an inability to cope with the demands of the job, and it can be exacerbated by a
lack of social support and of opportunities to develop professionally. Staff members
experience a growing sense of inadequacy about their ability to help clients, and this
may result in a self-imposed verdict of failure. The personal-accomplishment compo-
nent represents the self-evaluation dimension of burnout (Maslach and Goldberg,
1998).

2.1.4. Urgent Burnout vs. Chronic Burnout Syndrome

Urgent Burnout Syndrome

Burnout syndrome may occur as an acute reaction to the excessive workload also at
the beginning of individual’s career. Such acute burnout may occur over several
months. Possible remedy is higher than in chronic burnout, more usually sufficient
rest, relaxation, extended vacation (Stibalová, 2010).

Chronic Burnout Syndrome

Chronic burnout is a larger problem that comes after a long period of work in the help-
ing professions where work has already worn off. People affected by chronic burnout
ask about the meaning of their work, compare the results of their efforts with the
award, which they receive. They feel hopelessness and frustration (Stibalová, 2010).

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Theoretical Part

2.2. History of the Burn out Syndrome

Burnout has been documented for many decades. The emphasis of much of the earlier
research has been on individual characteristics of the workers. Too often individual
personality traits are singled out for treatment (Arches, 1991).

The research Job Burnout (Maslach, Schaufeli and Leiter, 2001) has gone through dis-
tinct phases of development:

2.2.1. Pioneering Phase

The initial articles appeared in the mid - 1970s in the United States and their primary
contribution was to describe the basic phenomenon, give it a name and show that it
was not an uncommon response. This early writing was based on the experience of
people working in human services and health care - occupations in which the goal is to
provide aid and service to people in need, and which can therefore be characterized by
emotional and interpersonal stressors (Maslach, Schaufeli and Leiter, 2001).

The initials articles were written by Freudenberger (1975 as cited inMaslach and Gold-
berg, 1998), a psychiatrist working in an alternative health care agency, and by
Maslach (1976 as cited in Maslach and Goldberg, 1998), a social psychologist who was
studying emotions in the workplace. Freudenberger provided direct accounts of the
process by which he and others experienced emotional depletion and a loss of motiva-
tion and commitment, and he labeled it with a term being used colloquially to refer to
the effects of chronic drug abuse: burnout. Maslach interviewed a wide range of hu-
man services workers about the emotional stress and discovered that the coping strat-
egies had important implications for people´s professional identity and job behavior
(Maslach, Schaufeli and Leiter, 2001).

The clinical and social psychological perspectives of the initial articles influenced the
nature of the first phase of burnout research. On the clinical side the focus was on

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Theoretical Part

symptoms of burnout and on issues of mental health. On the social side the focus was
on the relationship between provider and recipient and on the situational context of
service occupations (Maslach, Schaufeli and Leiter, 2001).

In addition, this first phase was characterized by a strong applied orientation, which
reflected the particular set of social, economic, historical, and cultural factors of the
1970s. These factors influenced the professionalization of the human services in the
United States and had made it more difficult for people to find fulfillment and satisfac-
tion in these careers (Cherniss 1980; Farber 1983 as cited in Maslach, Schaufeli and
Leiter, 2001).

2.2.2. Empirical Phase

In the 1980s the work on burnout shifted to more systematic empirical research. The
shift to greater empiricism was accompanied by theoretical and methodological con-
tributions from the field of industrial-organizational psychology. Burnout was viewed
as a form of job stress, with links to such concepts as job satisfaction, organizational
commitment and turnover. In 1990s this empirical phase continued but with several
new directions. First, the concept of burnout was extended to occupations beyond the
human service and education (e.g. clerical, computer technology, military, managers).
Second, burnout research was enhanced by more sophisticated methodology and sta-
tistical tools. Third, a few longitudinal studies began to assess the links between the
work environment at one time and the individual´s thoughts and feelings at a later
time(Maslach, Schaufeli and Leiter, 2001).

2.2.3. Burnout in the twenty-firstcentury

Burnout was originally viewed as a specific hazard for naive, idealistic, young service
professionals who became exhausted, cynical, and discouraged through their experi-
ences in cold bureaucratic systems serving entitled, unresponsive clients with intracta-
ble problems. But that was long ago. The young idealists entering the workforce in the

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Theoretical Part

1960s are at the time of this writing heading toward retirement. Young professionals in
the early twenty-first century have fewer opportunities for naivety. People have few
illusions about the working world. But they are nevertheless vulnerable to burnout
(Cho et al., 2006; Gellert and Kuipers, 2008 as cited in Schaufeli, Leiter and Maslach,
2008). Two distinct contributors to the experience of work life explain burnout´s per-
sistence as an experience, a matter of social importance, and a focus of scientific in-
quiry. The first contributor is a persistent imbalance of demands over resources (Aiken
et al., 2001, Bakker and Demerouti, 2007 as cited in Schaufeli, Leiter and Maslach,
2008). When demands increase -, e.g. more service recipients with more intense re-
quirements - resources fail to keep pace. There are insufficient personnel, equipment,
supplies, or space to meet the demand (Aiken e al., 2002as cited in Schaufeli, Leiter
and Maslach, 2008).The second contributor concerns motives rather than energy. Em-
ployees in the twenty-first century view organizational missions, visions, and values
with skepticism(Hemingway and Maclagan, 2004 as cited in Schaufeli, Leiter and
Maslach, 2008). Employees may hold personal values that differ from the organiza-
tions. The potential for value conflicts is increased as organizations and employees
reduce their commitment to one another (Martin and Siehl, 1983 as cited in Schaufeli,
Leiter and Maslach, 2008).

Another form of conflict occurs between the organization´s stated values and its values
in action (Argyirs, 1982 as cited in Schaufeli, Leiter and Maslach, 2008). Employees ex-
ercise severe judgment when they witness a gap between organizational intentions
and reality. Rather than attributing the shortfall to market conditions or bad luck, they
often attribute the problem to corporate hypocrisy. This attribution may apply to the
entire executive level or it may pertain to distinct individuals who are abusing positions
of authority to exploit the company for their personal gain. In these scenarios, em-
ployees accept the organizations ´espoused values. They experienceconflict with the

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Theoretical Part

values they attribute to the organizations ´shortcomings (Schaufeli, Leiter and

Maslach, 2008).

Public sector organizations in twenty-first century often state ideals that far exceed
their resources (Potter e al., 2007 as cited in Schaufeli, Leiter and Maslach, 2008). The
systematic imbalance of demands to resources promotes exhaustion and reduces pro-
fessional efficacy while alienation from corporate values reduces providers' involve-
ment in their work or their service recipients (Schaufeli, 2006; Schaufeli and Baker,
2004 as cited in Schaufeli, Leiter and Maslach, 2008).

2.3.Risk Agents
Intensive contact among professionals and clients or patients was primary cause of
development of burnout syndrome. Nowadays the origin of the burnout comes from
the increasing requirements of job performance, decreasing rest time (Čeledová et al.,
2010).Origin of the burnout syndrome is by the individual´s character and external
conditions. We can divide them into internal factors (character) and external factors
which are stated by the environment. Both of these groups of factors must be applied.
We call individuals with domination of temperament as workaholics. They bring the
burnout themselves by their active efforts, to a large extent. The opposite case are
individuals who under pressure in order of external conditions and their environment
i.e. wear out (Burisch as cited in Stock, 2010).

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Theoretical Part

Fig. 1Inside and out side factors of Burnout Syndrome

Characteristics
(Inside factors)
- active burnout
- burnout caused by
own endeavour

Risk
agents
Environment
(Outside factors)
of BS
- wearout
- exhaustion
- pasive burnout
- vitctim of outer
factos

(Source: Author´s formation)

Among the most common risk agents of burnout syndrome we can include according
to Kebza and Šolcová (2003):
 life in this busy world;
 jobs working with other people;
 time pressure, chronic stress;
 high performance requirements;
 high degree of enthusiasm;
 missing assertiveness in behavior;
 perfectionism, pedant, responsibility;
 inability of relaxation;

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Theoretical Part

 low or instable self-concept and self-esteem;

 chronic beliefs about the inadequate recognition of social and economic as-
sessment carried out by the profession;
 constantly experiencing anger (such as emotional state), hostility (as a person-
ality trait) and aggression.

It appears a hypothesis made by Schaufeli about infectivity of burnout syndrome. It

would mean that origin and development of burnout in the social environment would
facilitate and support its spreading in the close social environment or company
(Ponížilová, Urbanovská, 2013).

2.4.Signs and symptoms of burnout

Any sickness does not develop from anything and everything has a reason, cause which
could be hardly discovered. Burnout syndrome is represented by lose of spirit, life
happiness, loss of energy and enthusiasm which is needed. Men are frustrated and
reaction to it is nerves nous, depression, apathy, cynicism and total exhaustion.

2.4.1. Levels of Burnout Syndrome Symptoms

Burnout Syndrome is cumulative, dynamic process which runs very slow. The person
who sustains the BS could not even register. The recognition is very hard but they al-
ready disturb individual´s sources (Maroon, 2012). According to Weber and Jaekel-
reinhard (2000) the symptoms of burnout are multidimensional and it case psychical,
somatic and social commotions. The symptoms can be divided in 4 levels in which
could be observe:

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 Theoretical Part

Fig. 2 Levels of symptoms of burnout syndrome

Mental level Physical level

Emotional level
Social level

(Source: Author´s formation)

Mental level

Man doubts his own abilities and is frustrated and uptight. Man takes negative
position on colleague, clients or work environment. His interest in professional topic
decreases. Problems with focusing appear. Individual escapes to the fantasy world (Bá-
rtová, 2011). Man can also have false feeling of fault (Minirth et. al. 2011).

Emotional level

Among the main emotional symptoms are advised: feeling of helplessness, de-
pression, self-pity, nervousness, irritability, feeling a lack of recognition (Bártová,
2011). Afflicted individual feels emotional exhausted. Man is controlled only by the
feelings of helplessness and hopelessness from which there is no escape. In extreme
cases, this may cause mental illness or suicide (Jeklová, Reitmayerová, 2006).

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Theoretical Part

Physical level

The individual is weakened prone to diseases, fast tiredness, vegetative problems

(heart problems, difficulty with breathing etc.). Other symptoms are headache, sleep-
ing disorder, muscle tension, increase blood pressure (Bártová, 2011). In the study
"Burnout and risk of cardiovascular disease" by Malamed, Shiron, Taker, Berliner,
Shapiro (2006) from Tel-Aviv University shows that burnout syndrome and the related
idea of exhaustion are associated with an increased risk of cardiovascular disease.

Social level

In this level it comes to the limit of contact with others - clients, friends and col-
leagues. Declining social involvement of individual. The affected person is in the con-
flict with his family or at the work place. Prevailing the negative feelings - futility, vani-
ty work, enthusiasm alternates cynicism (Bártová, 2011).

Also it comes to reluctance of job performance, decrease exposure, conflicts in private

life, loss of empathy, social apathy and sedation sociability (Kebza, Šolcová, 2003; Hen-
nig, Keller, 1996).

Other division of symptoms could be subjective and objective as stated by Křivohlavý

(1998):

Objective symptoms

Objective symptoms include decrease in individual performance during several

months, which may notice even colleagues.

Subjective symptoms

Subjective symptoms are caused by strong tiredness, decreased self-esteem

which comes from decreased feeling of professional competency. Also it includes diffi-

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Theoretical Part

culty with concentrating, irritability, negativism, symptoms typical of stress, which do

not originate in organic disease.

Feudenberger points out (1980 as cited in Maroon, 2012) 10 typical characters

which are typical for individual who is affected by burnout syndrome:

 impression of extraordinary abilities

 distrust
 paranoia
 loss of self-discipline
 psychosomatic phenomena
 exhaustion
 isolation
 emptiness and cynicism
 impulsiveness and impatience
 depression with many aspects

The disorders develop individually to different extents. Not all the symptoms of
the burnout syndrome occur by every individuals who is affected by the syndrome
(Hagemann, 2012).

2.5.Groups of risk
Jobs with a risk of burnout include workers whose work requires daily contact
with people from whom is required constant attention of others and responsibility for
others. High degree of risk are jobs where you encounter with death, there is a huge
risk of burnout.Based on published studies with the issue of burnout we can put to-
gether a list of main job groups in which under certain circumstances wecan expect
origin and development of burnout (Kebza, Šolcová, 2003). Among the most vulnerable
groups belong people practicing so-called: "Helping professions". Representatives of

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Theoretical Part

the helping professions are inserted into their work much more than the knowledge or
skills, they put part of their personality.

Working with people and their misery is more difficult than working with non-
living material. These people provide a great deal of empathy, which allows them to
tune into the same wavelength, share their story and emotions (Honzák, 2015).

This groups includes:

• physicians, nurses and other medical staff (especially workers in the fields of
oncology, surgery, LDN, intensive care, psychiatry, pediatrics, gynecology and
emergency services etc.).
• nurses, personal assistants
• Psychologists and psychotherapists
• Social workers in all fields
• Spiritual - priests, pastors, preachers, nuns
• teachers, educators
• policemen on duty, prison workers, firefighters
• dispatchers of emergency services, transport or air traffic controllers etc., pilots,
lawyers

Another risk group are people whose work is based on frequent communication
with other people. This group consists of consultants, postal workers, lawyers, manag-
ers, bank officers, politicians, journalists, personnel executives, instructors, salesmen,
waiters, service employees (Kebza, Šolcová, 2003).
Burnout syndrome can also occur by people who do stereotyped work. We in-
clude drivers of public transport, employees of factories, dressmaker and many other
professions (Křivohlavý, 2012).

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Theoretical Part

Burnout is also higher for people who have little participation in decision making.
Similarly, a lack of autonomy is correlated with burnout, although the strength of the
relationship is weaker (Maslach, Schaufeli, Leiter, 2001).

2.6. Phases of Burn out syndrome

It is a long term process where people go through all the phases from the euphoria to
the total burnout. Sometimes we do not notice the changes on ourselves but our sur-
roundings would notice it. There are different models and each model have different
phases but they go through the same and are end up by the same. In some there is less
phases and in some more phase. I would start with the simpler ones and go the more
difficult ones.

One of the theory with just only 3 phases is theory by Austrian Alfried Längle which
describes Křivohlavý (1998):

The first phase is characterized by enthusiasm, a man has a specific target, work is
an instrument to achieve this objective - at this moment it is a life meaningful and ful-
filling activity.

In the second stage, the person is working for a profit of side product, usually
money. Individual performs the activity because it leads to something but not because
of the sense what it brings him -i.e. so-called. Utilitarian interest. The original motiva-
tion is not satisfied, meaningful goals change. The life changes according to certain
social fashion or social status.

The third phase is the phase of "life in the ashes". Man loses respect for others and
goals. These originally recognized values turn into things, material. Started insensitive
behavior, disrespect, individuals do not appreciate other people. It is also changing
relationship to himself - a man loses self-esteem, feeling and compassion with himself.

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Theoretical Part

By contrast to other authors Christina Maslach (2001) divided her model of burnout
into 4 phases:

1. Idealistic enthusiasm and hazing

2. Emotional and physical exhaustion due to overload

3. Dehumanization of others as a defense against burnout

4. End stage - building against all odds;

Burnout will appear in full force, leads to burnout all energy sources.

Burn out syndrome is a long term process which is connected with frustration of some
needs. It is not a sudden problem. According to some statistics and theories we can
divide it to phases. According to Edelwich and Brodskyin their book Burnout: Stages of
Disillusionment in the Helping Professions (Brodsky and Edelwich, 1980) as following:

1. Enthusiasm - initial phaseof something new (job, relationship, activity etc.) It is full
of enthusiasm, large positive (and unrealistic) expectations, promises from the side of
employers. It is time of ideas, plans, willingness and fast activity. Own needs are
moved to the secrecy (Brodsky and Edelwich, 1980).

2. Stagnation -the initial enthusiasm is fading. There is not much new in work and we
are able to manage everything easily. Slowly we lose our enthusiasm and activity. First
negatives are showing up. Individuals are aware of their own private needs (private
and family) (Brodsky and Edelwich, 1980).

3. Frustration - phase where problems connected to work as well as private life. Work-
er getting interest are increasing. Conflicts with clients and colleagues and manage-
mentare multiply. Questions of efficiency and sense of own work occur. There can oc-

26
Theoretical Part

cur disputes with superiors and the beginning of emotional and physical problems
(Brodsky and Edelwich, 1980).

4. Apathy - Stadium apathy comes after frustration. Individuals come to work in order
to get financial assets. Initial motivation, vision, enthusiasm and willingness is gone.
Employee does only what is needed to do, and rejects any news, interviews with col-
laborators and requests for overtime (Brodsky and Edelwich, 1980).

5. Burnout - the final phase of the syndrome. Sense of job dribbles out, often also the
sense of own life and own importance. The last period comes to the emotional exhaus-
tion, depersonalization and negativity. There is necessity of earning money on one
hand and allergy to the job on the other hand. The individual is in an unsolvable circle.
The only solution if possible is the change of the job (Brodsky and Edelwich, 1980).

Individual phases merge into another so smoothly and imperceptibly that it happens.
One realizes only when it is all over (Žídková, 2013).

Fig. 3 Phases of Burnout Syndrome

Enthusiasm Stagnation Frustration Apathy Burn out

Source: Author´s formation according to on-line source: www.vitango-

stress.com/burnout-syndrome/5-stages-of-burnout/

27
Theoretical Part

Herbert J. Freudenberger developed more extensive model of Burnout Syndrome

which has 12 phase:

Fig. 4 Cycle of Burnout according to Freudenberger

Phase 1: Calling for

enforcement
Phase 12: Total
Phase 2: Intensive
exhaustion from
setting
burnout

Phase 11: Phase 3: Neglecting

Depresion of own needs

Phase 4:
Phase10: Own
Suppresion of
inside emptiness
needs

Phase 5: New
Phase 9:
interpretention of
Depersonalization
values

Phase 8: Changes Phase 6: Negation

in behaviour of problems

Phase 7: Call - back

(Source: Author´s formation according to Poschkamp, 2013)

John W. James described the identical model in 1982 which was described in
Křivohlavý (1998).

2.7. Outcomes
Most of the outcomes of the significance of burnout that have been studied have been
ones related to job performance. There has also been some attention paid to health
outcomes, given that burnout is considered a stress phenomenon (Maslach, Schaufeli,
Leiter, 2001).

28
Theoretical Part

Job performance
Burnout has been associated with various forms of job withdrawal - absenteeism, in-
tention to leave the job, and actual turnover. However, for people who stay on the job,
burnout leads to lower productivity and effectiveness at work. Consequently, it is as-
sociated with decreased job satisfaction and a reduced commitment to the job or the
organization. People who are experiencing burnout can have a negative impact on
their colleagues, both y causing greater personal conflict and by disrupting job tasks.
Thus, burnout can be "contagious" and perpetuate itself through informal interactions
on the job. There is also some evidence that burnout has a negative "spillover" effect
on people´s home life (Burke &Greenglass, 2001 as cited in Maslach, Schaufeli, Leiter,
2001).

Health
In terms of mental health, the link with burnout is more complex. As mentioned earli-
er, burnout has been linked to the personality dimension of neuroticism and the psy-
chiatric profile of job-related neurasthenia. Such data might support the argument that
burnout is itself a form of mental illness. However, a more common assumptions has
been that burnout causes mental dysfunction - that is, it precipitates negative effects
in terms of mental health, such as anxiety, depression, drops in self-esteem, and so
forth. An alternative argument is that people who are mentally healthy are better able
to cope with chronic stressors and thus less likely to experience burnout. The results
showed that people who were psychologically healthier in adolescence and early
adulthood were more likely to enter, and remain in, such jobs, and they showed great-
er involvement and satisfaction with their work (Jenkins & Maslach, 1994 as cited in
Maslach, Schaufeli, Leiter, 2001).

29
Theoretical Part

2.8. Dealing with burnout: The "Three R" approach

 Recognize – Watch for the warning signs of burnout

 Reverse – Undo the damage by managing stress and seeking support
 Resilience – Build your resilience to stress by taking care of your physical and
emotional health

Fig. 5 Dealing with burnout

Resilience Recognize

Reverse

(Source: Author´s formation)

2.9. Case studies

2.9.1. Employees vs. Self-employed in Canada and Pakistan - case study

When I was looking for studies on selected topic of burnout, I have found an interest-
ing study on it which is similar to the one I chose. There was discussed full-time self-
employed and organizationally employed individuals in Canada and Pakistan in terms
of overall burnout and its three dimensions according to Maslach Inventory Burnout

30
Theoretical Part

(Jamal, 2007). Burnout was assessed with the 22 item Maslach Burnout Inventory
(Maslach& Jackson, 1981 as cited in Jamal, 2007). Approximately 16 percent of the full
time labor force in North America and other industrialized is self - employed (Cohen,
1996; Parslow et.al, 2014; Wiatrovski, 1994 as cited in Jamal, 2007).The results of the
present study derived from fulltime employees in Canada and Pakistan indicated that
self-employed individuals experienced higher overall burnout, emotional exhaustion
and lack of accomplishment than those organizationally employed. The self-employed
put 30 per cent more time at work in an average workweek in Canada and 40 per cent
more time at work in an average workweek in Pakistan as compared with the organiza-
tionally employed. (Jamal & Badawi, 1995 as cited in Jamal, 2007). Eden (1975as cited
in Jamal, 2007) also found that the self-employed spent around 20 per cent more time
at work per week than the organizationally employed people in a sample of nationally
collected data regarding working conditions in the United States.

2.9.2. The process of burnout in white-collar and blue-collar jobs - case study

This study does not examine the differences between employees and self-employed
workers but tests two occupational subgroups: white-collar and blue-collar workers of
the Finnish company (Toppinen-Tanner, Kalimo and Mutanen, 2002 as cited in Toppi-
nen-Tanner et al.). The jobs differ in that some jobs entail more resources than others,
while some jobs entail more demands and stressors than others. White-collar jobs in-
clude more autonomy and more challenging tasks than blue-collar jobs (Pelfrene et al.,
2001 as cited in Toppinen-Tanner et al.). In the study it was found out that there were
no differences between the two occupational groups in the process of burnout. Also
the work-related antecedents of burnout (job stressors) were very similar in both
groups (Toppinen-Tanner, Kalimo and Mutanen, as cited in Toppinen-Tanner et al.).

31
Theoretical Part

2.10. The difference between stress and burnout

Burnout may be the result of unrelenting stress, but it isn’t the same as too much
stress. Stress, by and large, involves too much: too many pressures that demand too
much of you physically and psychologically. Stressed people can still imagine, though,
that if they can just get everything under control, they will feel better.

Burnout, on the other hand, is about not enough. Being burned out means feeling
empty, devoid of motivation, and beyond caring. People experiencing burnout often
don’t see any hope of positive change in their situations. If excessive stress is like
drowning in responsibilities, burnout is being all dried up. While you’re usually aware
of being under a lot of stress, you don’t always notice burnout when it happens.

Stress vs. Burnout

Stress Burnout
Characterized by over engagement Characterized by disengagement

Emotions are over reactive Emotions are blunted

Produces urgency and hyperactivity Produces helplessness and hopelessness

Loss of energy Loss of motivation, ideals, and hope

Leads to anxiety disorders Leads to detachment and depression

Primary damage is physical Primary damage is emotional

May kill you prematurely May make life seem not worth living

Source: Stress and Burnout in Ministry (online source)

32
Theoretical Part

2.10.1. The difference between depression and burnout

Depression can be treat by medicine but by burnout it has not been possible yet. By
burnout syndrome is the therapy searching for the sense of life and it is completely
different form of therapy. The relationship between burnout and depression are very
close (Kebza and Šolcová, 2003).

2.10.2. The difference between tiredness and burnout

Generally we can say that tiredness has a narrow relationship to the physical load than
by burnout. Tiredness by burnout is something negative, stressful, burdensome
(Křivohlavý, 1998).

2.11. Mental hygiene

It is important to make a gap from the clients / patients etc. Professionals help them-
selves via different techniques, for example semantic depersonalization where the
client is just a "case" or intellectualism when professional talks about the patient with-
out emotions and very rationally or isolation where we have professional attitude to
the patient compare to other people. It is important not to suppress our feeling but
talk about them. We can talk about it with our colleagues or supervisors during a
meeting etc. During the working time it is important to take breaks and use them for
regeneration, relaxation or meditation. We need to separate working and private life
(Kebza and Šolcová, 2003).

2.12. Prevention of Burnout Syndrome

There are few principles to prevent the burnout syndrome. The most important are
friendship and good relationships. The burnout syndrome can be prevented by the

33
Theoretical Part

often contact with friends. Another good way of prevention is a conscious employer,
who is aware of the danger of the burnout syndrome and arranges various types of
seminars (which are dealing with this topic) for the employees. To have hobbies and
interests, which the employee can realize after work is also a big advantage. For exam-
ple leaving for a weekend to the countryside, sports or any other activity, which is re-
laxing and taking mind of the everyday work. When leaving the work, the person
should close the door and leave all the working problems there. The most important
factor considering the prevention is to live a meaningful life. It is good to sort out our
priorities in life - to determine what is important for us, what can wait or what is better
to let go. Creating balance in life to satisfy our needs and set a realistic goal. Taking
into account also needs of our loved ones is an important part while defining our life
goal. The second factor is to find balance between “stressors” (these is a life burden)
and “salutors” (these are giving us strength). We do not have to take care of the stress
and stressors – life gives us these constantly, but we need to case about the salutors–
these we need to deserve and endeavor (Křivohlavý, Pečenková, 2004).

Lower the exaggerated requirements in our self, not accepting the role of the assistant
(assistant syndrome), learn to say NO, create a working plan, which can save half of the
time, take breaks while working and keep calm during crisis – these are good tools to
prevent the burnout syndrome. (Jira, 2009). According to Bartošíková one of the most
important factors to prevent the burnout syndrome are: “To find a meaningful job, to
achieve professional autonomy and support. Building the natural relationship to the
specific job and other activities in life. Together with the recognition of the benefits
which the work brings to the person and which the person is bringing to the work.
(Bartošíková, 2006). Schmidbauer: “The burnout syndrome is one of the many signs of
the assistant syndrome. Faster burnout process can be seen when the person is not
able to distinguish between perfectionism and realistic demands on the assistant work.
What is the most frustrating factor of the helpless assistant is the failure of the person-

34
Theoretical Part

al values of the assistant and the incompetency to take care of himself/herself.” Fur-
ther Schmidbauer says that professions which deal with these kind of diseases they
might suffer the most (Schmidbauer, 2008).

2.12.1 Individual prevention

Prevention on the individual level includes mainly taking care of own physically active
life without the assistant role. It is necessary to find the balance between benefits and
losses, to determine the balance of own situation and decide what is missing. Change
life-style, set realistic demands on ourselves and others, rest more often. Managing
time pressure connected with stress at work is crucial to prevent the burnout syn-
drome. In these situations it is critical to use all our energy and then get a quality rest.
If the stress and time pressure is chronically it is necessary to bring in more people,
organize work more effectively or rethink the competences. The control of the tasks is
essential because when there is no feedback it is possible to feel desperate. Stress sit-
uations can be proceeded passively or the actions to avoid these situation can be un-
dertaken. If the reward for the work is not sufficient it often leads to frustration. To-
gether with the lack of recognition and the insufficient reward. At this point is it im-
portant to consider, if the person accepts the fact that the doctors are underpaid and
finds a reason to stay or to leave this field (Bartošíková, 2006).

Good work relations and no rivalry is always better. The relations are created by peo-
ple and the quality of the relations fully depends on them – the good atmosphere is
positively perceived by the patients as well. Communication is fundamental, it is im-
portant to talk to others, say all the concerns and also praises. Self-assertiveness is
good to have as well on the reasonable level. Setting the boundaries for the regular
contact with patients is needed – there is a danger that the assistant develops too
close relationship with the patient and is concerned more about the good of the pa-
tient that to his/hers loved ones or himself/herself. That is a situation, when the assis-

35
Theoretical Part

tant is closing the boundaries, the worker loses the distance and cannot see all the
connections. At this point this has a negative effect on the worker and also on the pa-
tient, because the worker is not able to fully help. Setting the optimal boundary can
help to enjoy the work and not to be exhausted. Stereotypes and routines should be
avoided – new procedures can be set, learning from others, trying new procedures,
take changes as challenges and not be scare of them. Education helps to bring dynam-
ics to life (Bartošíková, 2006). Most ineffective strategy when dealing with stress is
using various addictive substances such as tobacco, coffee, alcohol (there also cause
burden for our circulatory system). Medical workers are aware of risks but they have
very close using addictive substances. Problems need to be solved, not avoided. Un-
solved problems eventually come back anyway. Aggression, such as verbal attracts and
blaming others, is ineffective as well. Aggressively weaknesses social sources, which
are vital while helping with burnout. If the person chases away everyone, he/she gets
lonely (Bartošíková, 2006).

2.12.2 Organizational prevention

Important role of the prevention of the emotional exhaustion play relationship at the
workplace especially between subordinates and supervisors and also working condi-
tions. In this process management plays important role. Every manager would like to
have competent, efficient and motivated workers who will take part of the good name
of the firm (Mikulaštík, 2007). Manager´s personality is the key feature in leadership of
people. Individual´s character is partly inborn and partly influenced by the environ-
ment where we live. Leaders should be able to prevent burnout of their subordinates.
Here are some suggestions:

36
Theoretical Part

 Appreciate efforts of the worker even though the performance was not as we
expected.
 Responsibility and competence must be in balance otherwise it comes to in-
crease of overload.
 Development of team work - regular meetings (formal or informal) where job
matters are discussed, suggestions and news. Everyone should be able to say
own feelings and comments.
 Support of education of subordinates or your own education. Education could
be done in form of conferences, courses or internships. Not to oppose to hire
new employees, most of the time they bring new ideas and new energy to the
team.
 Provide adequate information. Too much information burden the workers. Les
information brings uncertainty.
 Ensure rotation or a swap for workers with the most overload of work as pre-
vention of burnout.
 Ensure conditions for relaxation of the

International researchers found out by managers with high efficiency, good health
even during the overload they do not act as a victim but as an active individual. They
take obstacles as challenge. They take life as a change not as stable state. Men go
through problems when have around people who can count on (Bartošíková, Jičínský,
Jobánková, Kvapilová, 2006).

37
Empirical Part

3 Empirical Part
As I already wrote, in the theoretical part, to achieve the results I decided to uses
a quantitative form of research. To collect data correctly completed, on-line forms
were used for the survey. The advantage of on-line surveys is the relative low cost and
the absence of interruption by interviewers. Among its disadvantages Surynek
(Surynek, Komárková, Kašpárková, 2001) mentions: 1. The lower rate of return when
compared to personal survey, 2. Being able to consider in depth before answering,
which obviates the possibility of unhesitating answers, 3. The lack of assurance that
the questionnaire was completed by the person whom it was addressed.

The author created an on-line questionnaire composed of twenty two questions

and four of them had demographic character. The on-line questionnaire was assem-
bled according to Maslach Burnout Inventory. From the beginning of the questionnaire
respondents are acquainted with the basic information concerning the research. The
questionnaire is anonymous and contains only closed questions mostly by means of
scale, from zero (=anywise) to seven (=extremely). The scale is focused on the strength
of feeling.

3.1. Goal of the study

The purpose of the present study was to examine perceived levels of burnout and job
satisfaction of employees and self-employed / entrepreneurs, across public and private
sector. Almost one hundred (ninety-seven) participated in the study - there were two
groups of people a) employees and b) self-employed / entrepreneurs who were ob-
served and evaluated.The goal is to examine the differences between employees and
self-employed / entrepreneurs working in both public and private sector. I compared
the results, interpret outcomes, answer the research questions and suggest solutions
for selected sample.

38
Empirical Part

3.2. Research questions

The author has created 5 research questions for the study:

1. How the type of employment affects the burnout syndrome?

2. How the sector of employment/business affects the burnout syndrome?
3. How age affects the burnout syndrome?
4. How sex affects the burnout syndrome?
5. How the length of employment/business affects the burnout syndrome?
6. How the type of employment affects the burnout syndrome?

3.3. Subject and object of the study

The object of the study is to obtain as much data and information as possible re-
lating to the burnout syndrome amongst the employees and self-employed / entre-
preneurs in both private and state sector.
The employees and self-employed / entrepreneurs in both sectors become the
subjects of the study.

3. 4. Methods and questionnaire interpretation

The Maslach Burnout Inventory (MBI) is divided into three "sub-scales," which in-
dependently measure levels of burnout. The three dimensions are "emotional exhaus-
tion", "depersonalization" and "personal accomplishment" as I described in the first
chapter in more details. The first two are negatively focused and the third one is posi-
tively (Žídková,2013). Burnout is a multidimensional construct, therefore the sub-
scales are not combined to reveal one ultimate burnout score. Because burnout is
viewed on a continuum, the MBI measures levels of burnout as either high, moderate
or low for each of the dimension. For both the emotional exhaustion and depersonali-
zation dimensions, higher mean score correspond to higher degree of perceived burn-
out. Conversely, lower mean scores on the personal accomplishment dimension, cor-
responds to higher degree of perceived burnout (Micklevitz, 2001). Originally the feel-

39
Empirical Part

ings are evaluated either by frequency of feelings (how often) or by intensity of feel-
ings. It is better to use one of the indicators not both because the respondents vary
both indicators at one time badly (Židková, 2013).

a) Frequency: 0 1 2 3 4 5 6
b) Intensity: from 0 (anywise) to 7 (extremely)
The questionnaire includes three thematic dimensions as I already described at
the beginning of theoretical part: EE (Emotional Exhaustion), DP (Depersonalization)
and PA (Personal Accomplishment) and plus part when the respondents categorize
themselves. Research questions and thematic areas are connected.
 First four questions ask the respondents to categorize themselves according
to the sex, age, job occupation and sector of employment (private vs. pub-
lic)

 The first group of questions (numbers: 1, 2, 3, 6, 8, 13, 14, 16 and 20) focus
on Emotional Exhaustion.

 The second group of questions (numbers: 5, 10, 11, 15, 22) evaluate Deper-
sonalization.

 The last but not least group of questions (numbers: 4, 7, 9, 12, 17, 18, 19
and 21) is focused positively, on Personal Accomplishment.

3.4.1. Evaluation of the questionnaire

Burn out syndrome is complicated psychological construct and that is why the
sub-scales are combined so to get overview and they do not focus total score. Feelings
of burn out are aware of as a continuum, MBI measures on each scale the burn out in
three levels - high, medium, low. For emotional burn out and depersonalization corre-
spondent high numbers with high level of burn out otherwise for personal accom-
plishment correspondent low numbers with the burnout. Evaluation is to add all points
in each dimension.See attachment 1 to see the questionnaire.

40
Empirical Part

3.4.2. Characteristics of research sample

As an object of the research I have chosen employees and self-employed / entre-

preneurs in Brno and surroundings which work either in private sector or public sector.

Graph 1 Employment (N = 97)

Employment

Businessmen
11.3%

Self-employed
17.5%

Employee
71.1%

N = 97

Table 1 Employment (N = 97)

Element Absolute numbers Relative numbers (%)

Employee 69 71,1
Self-employed 17 17,5
Entrepreneurs 11 11,3
Total 97 100,0

In total 97 respondents took the survey as you can see on the bottom of the Table
1. 71,1 % were employees, 17,5 % self-employed and entrepreneurs were represented
by 11,3 % as you can see again in Table 1 and graphically shown in Graph 1. Employees
are represented the most then self-employed and the smallest group is represented by
entrepreneurs.

41
Empirical Part

Graph 2 Job sector (N = 97)

Job sector

state
sector
33.0%

private sector
67.0%

N = 97

Table 2 Job sector (N = 97)

Element Absolute numbers Relative numbers (%)

Private sector 65 67,0
State sector 32 33,0
Total 97 100,0

As you can see in the Graph 2 as well as in the Table 2,67% respondents work in the
private sector compare to 33 % workers in state sector. For comparison employment
vs. sector please see the Graph and Table 3 below.

Graph 3 Type of employment x job sector (N = 97)

Type of employment vs. job sector

Self-
employed/business private, 100.0
men

Employee private, 53.6 state, 46.4

0% 20% 40% 60% 80% 100%

N = 97
42
Empirical Part

Table 3 Type of employment x job sector (N = 97)

Employment

Employee Self-employed/businessmen
private 53,6 100,0
Job Sector
state 46,4 0,0
Total 100 100,0

In the Table 3 you can see that 100 % respondents who are self-employed / entrepre-
neurs are categorized in the private sector. It doesn´t not surprise me. In the group of
employees more than half (53,6 %) work in a private sector, 46,4 % are employed in
the state sector.

Table 4 Sex (N = 97)

Element Absolute numbers Relative numbers (%)

Female 65 67,0
Male 32 33,0
Total 97 100,0

More females took part in the research (67,0 % females) compare to males (33,0 %) as
you see in the Table 4 above. It is almost twice as high females than males.

Graph 4 Age (N = 97)

Age

above 51 let
17.5%

till 30
years
32.0%
41 - 50 years
23.7%

31 - 40 years
26.8%
N = 97

43
Empirical Part

Table 5Age (N = 97)

Element Absolute numbers Relative numbers (%)

till 30 years 31 32,0
31 - 40 years 26 26,8
41 - 50 years 23 23,7
above 51 years 17 17,5
Total 97 100

In the Graph and Table 5 you can see all 4 groups which took part in the survey. Age
category till 30 years is represented the most. (32,0 %). Second most represented
group is between 31 - 40 years, then 41 - 50 years and the least is the group above 51
years. It goes in descending order.

Graph 5 How long are you employed/do you run a business?(N = 97)

Length of employment/business

till 2
above years
10 22.9%
years
30.2% 3-5
years
27.1%

6 - 10 years
19.8%

N = 97

Table 6 How long are you employed/do you run a business?(N = 97)

Element Absolute numbers Relative numbers (%)

till 2 years 22 22,9
3 - 5 years 26 27,1
6 - 10 years 19 19,8
above 10 years 29 30,2
Total 96 100,0

44
Empirical Part

30,2 % are employed or run a business more than 10 years it could be related to the
age structure. The second most represented group is "3 - 5 years" of employment. The
least represented group is "6 - 10 years" of employment / running a business. Re-
spondents are in average 8,4 years in the current employment.

3.4.3. Average numbers of MBI

High values with high level of burn out corresponding with emotional exhaustion
and depersonalization, conversely low values corresponding with lack of personal
achievement.

Graph 6 Average MBI according to employment(N = 97)

Average values MBI according to employment

24.9
Emotional
Exhaustion (EE)
26.4
21.1 Total

Employmee
9.8
Depersonalization
(DP)
10.8 Self-
7.4 employed/businessm
en

35.3
Personal
Achievement (PA)
33.6
39.3

0 10 20 30 40
Average N=

In dimension of an emotional exhaustion (EE) respondents achieved average val-

ue 24.9 points (from 63 possible). In depersonalization (DP) it is 9.8 points out of 35.
See the blue color in the Graph 7 above. For the emotional burnout and depersonaliza-
tion correspond high values with a high degree of burnout. With personal achievement
(PA) corresponding to the burn out low values, the average by our respondents is 35.3

45
Empirical Part

out of 56 possible points. The average value of emotional exhaustion (EE) and deper-
sonalization (DP) by employees is higher than for the self-employed / entrepreneurs ,
personal achievement (PA) is among them lower which means that self - employed /
entrepreneurs seem to be more satisfied in their jobs.

Graph 7 Average MBI according to sector (N = 97)

Average values MBI according to sector

24.9
Emotional
Exhaustion (EE)
23.8
27.0

Total
9.8
Depersonalization Private sector
(DP)
9.0
Public sector
11.3

35.3
Personal
Achievement (PA)
35.8
34.2

0 10 20 30 40
Average N = 97

Similar, although not as significant differences are in the distribution of respond-

ents by sector of job. Respondents working in the public sector have a higher numbers
in both areas i.e. Emotional Exhaustion and Depersonalization which means that they
are affected by burnout syndrome more than the individuals working in the private
sector. They also have a lower number in the area of Personal achievement which
leads to the same. By the PA it is the other way round. According to the Graph 8 above
we might say that people working in the private sector are affected less by the burnout
syndrome than individuals working in the public sector.

46
Empirical Part

Graph 8 Average MBI according to sex (N = 97)

Average values MBI according to sex

24.9
Emotional
22.9
Exhaustion (EE)
28.9

Total
9.8
Depersonalization Female
(DP)
9.4
Male
10.7

35.3
Personal
34.7
Achievement (PA)
36.4

0 10 20 30 40
Average N = 97

As you can see on the Graph 9 above. Men suffer in the dimensions of Emotional Ex-
haustion and of Depersonalization at the higher level than females. The difference by
Emotional Exhaustion is considerable. We might say that the gender difference at this
level is quite high. On the other hand as we can see above they have higher values in
the dimension of Personal Achievement as well which means that they can labor with
that better than females. It shows that females are not burnout in the dimensions of
Emotional Exhaustion and Depersonalization but they have lack of Personal achieve-
ment.

47
Empirical Part

Graph 9 Average MBI according to age (N = 97)

Average values MBI according to age

24.9
25.6
Emotional
25.2
Exhaustion (EE)
27.8
19.1
Total
9.8 till 30 years
11.0
Depersonalization 31 - 40 years
10.9
(DP)
9.4 41 - 50 years
6.3 above 51 years

35.3
36.3
Personal
Achievement (PA)
34.2
36.6
33.2

0 10 20 30 40
Average N = 97

Interesting data we can see in the above Graph 10 where we evaluate data ac-
cording to age structure. I divided respondents into 4 groups according to decades.
The first group is till 30 because respondents might go to the university or start work-
ing after high school so it is a wide range. As we can see on the Graph 10 the most
burn out group in the dimension"Emotional Exhaustion" is the group between 41 - 50
years.
I would say because the length of working years but on the other they see how many
years they still have until they retire. The best results show the group above 51 years
and it might be caused by the adoption and that they look forward they retire. The
quiet high number is also among the group till 30 years. As I mentioned already in the
study "Burnout: 35 years of research and practice by Maslach, Leiter and Schauffeli it
might be because of young people put a lot of requirements on themselves and they
are too full of energy which leads to the burnout soon which was different by the gen-

48
Empirical Part

erations before. In the dimension of Depersonalization I would say that values are eq-
uable except the group above 51 years where the value is 6.3 which compared to oth-
er values is lower. Also in the dimension of "Personal Achievement" the age group
above 51 years does not miss the lack of "Personal Achievement" and the values are
lower than other groups. I would say that age play a big role of the burnout syndrome
in each dimension.

Graph10 Average MBI according to length of employment/business(N = 97)

Average values MBI according to lenght of the

employment/business
24.9
22.1
Emotional
24.3
Exhaustion (EE)
27.4
26.3
Total

9.8 till 2 years

7.3 3 - 5 years
Depersonalization
12.8
(DP) 6 - 10 years
9.6
9.2 above 10 years

35.3
35.5
Personal
36.1
Achievement (PA)
36.1
34.5

0 10 20 30 40
Average N = 97

The last table to the average numbers belong the Graph 11 above where you can see
each subgroup according to the length of the employment / business. According to the
length of the employment the group which work or run a business for 6 - 10 years is
the most affected by Emotional Exhaustion. Group working till 2 years has the less val-
ue. In the dimension of depersonalization it is the group with length of the working 3 -

49
Empirical Part

5 years with the value of 12, 8. In the Personal achievement dimension the values are
almost identical, insignificant difference.

3.4.4. MBI - level of Burn out in each dimension

Graph11 MBI - levelsofburnout(N = 97)

MBI - levels of burnout in each dimension

Low Moderat High

Level of Emotional exhaustion EE
29.9 32.0 38.1

Low Moderat High

Level of depersonalization DP
36.1 29.9 34.0

Level of Personal Achievement High Moderat Low

PA 33.0 35.1 32.0

0 20 40 60 80 100 N = 97
%

Table 7Respondentsaccording to dimensionsofburnout

Employment
Total Employee Self-employed/businessmen
Withoutsymptons of burnout 40,2 34,8 53,6
Burnout EE 8,2 7,2 10,7
Burnout DP 8,2 8,7 7,1
Burnout PA 11,3 11,6 10,7
Burnout EE+DP 11,3 11,6 10,7
Burnout EE+PA 6,2 7,2 3,6
Burnout DP+PA 2,1 2,9 0,0
Burnout EE+DP+PA 12,4 15,9 3,6
Total 100 100 100

50
Empirical Part

In the Table 7 above you can see percentage representation of the sample in the
each dimension separately and then in groups of two dimension together and then in
the overall burnout.

Self-employed / entrepreneurs with no signs of burnout (ie. in any area scores re-
spondent does not exceed the critical threshold MBI)is 53.6 % , while for employees it
is only 34.8 % who did not exceed the critical point of MBI. 15.9 % of employees
showed signs of burnout in all three areas simultaneously - compared to 3.6% of self-
employed / entrepreneurs.

Graph12 Levels of burnout according to employment

Levels of burnout according to employment

29.9
Dimension of Low (0 - 16) 29.0
32.1 Total
Emotional
Exhaustion EE 32.0 Employee
Moderate (17 - 26) 29.0
39.3 Self - employed/businessmen
38.1
High (27 and more) 42.0
28.6

36.1
Dimension of Low (0 - 6) 27.5
depersonalization 57.1
DP 29.9
Moderate (7 - 12) 33.3
21.4

34.0
High (13 and more) 39.1
21.4

33.0
Dimension ofHigh (39 and more) 23.2
57.1
Personal
Achievement 35.1
Moderate (38 - 32) 39.1
25.0

32.0
Low (31 - 0) 37.7 N = 97
17.9

0 20 40 60 80 100 %
.

In the Graph 12 above you can see the overview of all 3 dimensions according to em-
ployment. It is divided into Emotional Exhaustion, Depersonalization and Personal

51
Empirical Part

achievement dimensions and then according to level of burnout in the each dimen-
sion: low, moderate and high. The high value as you can see above, is 57% in the low
category in Depersonalization for the group self- employed / entrepreneurs which
means lack of depersonalization and on the other hand motivation.
We can see from the Graph above that employees suffer fromthe Burnout out
syndrome more often than self-employed / entrepreneurs and it is in all three dimen-
sions of MBI. In the critical zone there more represented than self-employed / entre-
preneurs.

52
Discussion

4 Discussion

Research goals were fulfilled. Goal of the first theoretical part was to describe com-
pacted information about the burnout syndrome starting with the definition, history
and then risk agents and risk groups of burnout syndrome. I also comprehend preven-
tion of the burnout syndrome. In the next chapter i.e. empirical part the goal was to
compare rates of burnout by two groups of working individuals a) employees and b)
self-employed/entrepreneurs. The research was via on-line questionnaire which was
created according to MBI (Maslach Burnout Inventory) by Christine Maslach. There
were 20 questions. The questions are divide into 3 dimensions: EE (=Exhaustion), DP (=
Depersonalization) and PA (= Personal Accomplishment). You value each group sepa-
rately to get rate for each group, you do not do the total score of burnout syndrome.
The questionnaires were anonymous. The results which I present in the work are con-
sidered as interesting. People who take part in the research are interested in reading
them especially the self-employed/entrepreneurs.

4.1. Research questions

I would like to answer the 5 research questions which were stated at the beginning of
the empirical part and the answers are below. I would like to discuss and compare the
results between the two groups of workers i.e. employees and self-employed / entre-
preneurs:

1. How the type of employment affects the burnout syndrome?

The average value of emotional exhaustion (EE) and depersonalization (DP) by em-
ployees is higher than for the self-employed / entrepreneurs, personal achieve-
ment (PA) is among them lower which means that self - employed / entrepreneurs
seem to be more satisfied in their jobs.

53
Discussion

Self-employed / entrepreneurs are with no signs of burnout (i.e. in any area score
of respondents do not exceed the critical threshold MBI) is 53.6 %, while for em-
ployees it is only 34.8 % who did not exceed the critical point of MBI. 15.9 % of
employees showed signs of burnout in all three areas simultaneously - compared
to 3.6% of self-employed / entrepreneurs. I would say that working individuals are
most satisfied when they have more freedom / autonomy, are not limited. It
means that self - employed / entrepreneurs are more satisfied because they are
their own boss.

2. How the sector of employment/business affects the burnout syndrome?

In question of sector of employment. There are no significant differences. Re-
spondents working in the public sector have a higher numbers in both dimensions
i.e. Emotional Exhaustion and Depersonalization which means that they are affect-
ed by burnout syndrome more than the individuals working in the private sector.
They also have a lower number in the area of Personal achievement which leads to
the same. Again it might be connected with the lack of power or autonomy be-
cause in the public sector many things are done and you cannot change them.
There is either a law or a public notice. Mostly it is controlled by state so there is
not a lot of creativity and might lead to faster burnout.

3. How age affects the burnout syndrome?

Interesting data we got in the Graph 10 which showed age structure. Respondents
were divided in four groups. The most burnout group in the dimensionof Emotional
Exhaustion was the group between 41 - 50 years. It might be caused by length of
working years but on the other they see how many years they still have until they
retire so called midlife crisis. They ask themselves if they chose the right life path.
The best results show the group above 51 years and it mightbe caused by the
adoption and that they look forward they retire. The quiet high number is also

54
Discussion

among the group till 30 years. As I mentioned already in the study "Burnout: 35
years of research and practice by Maslach, Leiter and Schauffeli it might be be-
cause of young people put a lot of requirements on themselves and they are too
full of energy which leads to the burnout soon which was different by the genera-
tions before. In the dimension of Depersonalization I would say that values are eq-
uable except the group above 51 years where the value is 6.3 which compare to
other values lower. Also in the dimension of Personal Achievement the age group
above 51 years does not miss the lack of Personal Achievement and the values are
lower than other groups. I would say that age play a big role of the burnout syn-
drome in each dimension. Young people put a lot of pressure on themselves and
set huge goals, then it comes to the midlife crises and searching for a sense of life
and then after 50 years you are so well-balanced.

4. How sex affects the burnout syndrome?

According to the results in the Empirical part we can say that men suffer in the di-
mensions of Emotional Exhaustion and of Depersonalization at the higher level
than females. The difference by Emotional Exhaustion is considerable. We might
say that the gender difference at this level is quiet high. On the other hand as we
can see above they have higher values in the dimension of Personal Achievement
as well which means that they can labor with that better than females. It shows
that females are not burnout in the dimensions of Emotional Exhaustion and De-
personalization but they have lack of Personal achievement. The age plays also role
in the burnout syndrome. It might be cause also that a females give birth and raise
children and nowadays also work all together may lead to higher immunity of
burnout syndrome.

55
Discussion

5. How the length of employment/business affects the burnout out syndrome?

The last table to the average numbers belong the Graph 11 above where you can
see each subgroup according to the length of the employment / business. Accord-
ing to the lenght of the employment the group which work or run a business for 6 -
10 years is the most affected by Emotional Exhaustion. Group working till 2 years
has the less value. In the dimension of depersonalization it is the group with length
of the working 3 - 5 years with the value of 12, 8. In the Personal achievement di-
mension the values are almost identical, insignificant difference.

4.2. Limits

I wouldsay that I should described more in details each graph and look at more in de-
tails. Also it would be better if I had more responders which would give me a broader
overview aboutthe chosen topic. The whole work could be focused only on one sector
and I could be more specific. I think the work has some limits but the main purpose
was accomplished i.e. description of the chosen topic and comparison of the two se-
lected groups.

56
Suggestion

5 Suggestion
Based on the obtained data from the research and the processed analysis of the ques-
tionnaire, I put forward following suggestions how to avoid to some extent burnout
out syndrome. Even it is not possible in every phase. It is important to be aware of the
problem and then you can work with it and work on yourself to avoid it.
Important is to realize that you might suffer from the burnout syndrome. Most of the
time the surroundings especially partner, family members and friends are the closest
one to you and the first ones who sense that the burnout might happing to you. It can
be still soon enough to avoid it.
When we realize it might me late already. As I wrote in the chapter of prevention. It is
very important to relax, take time for yourself, do not avoid your activities in your lei-
sure time, do not loose contact with your friends. Big mistake is to state unrealistic
goals because when it does not go the way we want it might be lead to the fatal con-
sequences. I would suggest state realistic goals which are under estimated but still
motivate us to work hard. Also it is important to delegate part of your amount of the
job because it leads to the emotional and physical exhaustion.
The term burnout out as I already mentioned many times discussable topic and we
need to know how avoid it and what is the prevention against it. I think it should be
also taught as a subject at high schools and university, because people just do not
know how to prevent the burnout syndrome. No one told them that. They connect
relaxation with meditation or yoga positions but it is not the same. I already mention
the mental hygiene which should be not only for medical workers but also for other
business areas. At the end I would like to say that we should slow down as a society
and take to relax. Rested individuals are more productive and more positive.

57
Conclusion

6 Conclusion
Burnout syndrome is very discussable topic nowadays. Of course the problem was here
already many decades ago but there wasn´t that many researches based on this topic
as these days. I dare say it is due to the life style the society lives. There are many re-
quirements on people as in the private life also in the working environment. Individu-
als lay high requirement to themselves, parents to their children and also manag-
ers/owners or bosses to their employee. The pressure is high and it leads to stress,
depression and last but not least to the burnout syndrome.

It is important even though we love what we do, to relax, take time to rest because at
the beginning of every new story (job/business/relationship) we are full of energy and
enthusiasm but it is not for every and sooner we realize that the better to work with it
or even better to avoid the burnout syndrome.

The theoretical part was focused on burnout out syndrome in general. There was bring
together the history of the burnout out, when and how it started. There was briefly
described each phases of the burnout syndrome. Also there is how to prevent the
burnout syndrome. Also there is described the difference among burnout out, depres-
sion, stress and tidiness.

In the second empirical part I compared two groups of workers a) employee b) self-
employed/entrepreneurs. The research was due to Maslach Burnout Inventory (MBI)
where you do not look at the number in total but you study three dimensions of burn-
out syndrome: a) EE =Emotional exhaustion, DP = Depersonalization and c) PA = Per-
sonal accomplishment. 2 first group the higher the score is the higher is the level of
burnout. The 3rd group is other way round the lower the number is the higher level of
burnout. The results are how I expected i.e. self-employed/entrepreneurs have high
personal accomplishment because they are working on their own think, they building

58
Conclusion

their dreams but other hand their number of EE and DP are higher than by employers.
On the other hand employees have higher score in the PA area it means that the satis-
faction is lower. The score of EE and DP is lower than among entrepreneurs, it might
be due not so many responsibilities i.e. look for orders, payments, investment etc. But
there can be also different.
At the end I would like to say when I chose this topic I did not expect it teaches me as
much as it did but when I was studying it I actually found out which phases I already
went through and how I should work with it and what I should do to prevent the burn-
out syndrome. Also other thing I got to know that I cannot look on the burnout syn-
drome as a whole but at each level.

59
List of figures

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63
List of figures

8 List of figures
Fig. 1 Inside and outside factors of Burnout Syndrome ........................................................... 19
Fig. 2 Levels of symptoms of burnout syndrome ..................................................................... 21
Fig. 3 Phases of Burnout Syndrome ........................................................................................ 27
Fig. 4 Cycle of Burnout according to Freudenberger ............................................................... 28
Fig. 5 Dealing with burnout .................................................................................................... 30

64
List oftables

9 List of tables
Table 1 Employment (N = 97) 41
Table 2 Job sector (N = 97) 42
Table 3 Type of employment x job sector (N = 97) 43
Table 4 Sex (N = 97) 43
Table 5Age (N = 97) 44
Table 6 How long are you employed/do you run a business?(N = 97) 44
Table 7 Respondents according to dimensions of burnout 50

65
List ofgraphs

10 List of graphs
Graph 1 Employment (N = 97) ................................................................................................. 41
Graph 2 Job sector (N = 97) ..................................................................................................... 42
Graph 3 Type of employment x job sector (N = 97) .................................................................. 42
Graph 4 Age (N = 97) ............................................................................................................... 43
Graph 5 How long are you employed/do you run a business?(N = 97) ..................................... 44
Graph 6 Average MBI according to employment (N = 97) ........................................................ 45
Graph 7 Average MBI according to sector (N = 97) .................................................................. 46
Graph 8 Average MBI according to sex (N = 97) ....................................................................... 47
Graph 9 Average MBI according to age (N = 97) ...................................................................... 48
Graph10Average MBI according to length of employment/business (N = 97) .......................... 49
Graph11 MBI - levels of burnout (N = 97) ................................................................................ 50
Graph 12 Levels of burnout according to employment ............................................................ 51

66
Attachments

11 Attachments
Attachment 1

Level of Emotional exhaustion EE

Low0 - 16
Middle 17 - 26
High 27 and more= burned out!

Level of Depersonalization DP
Low 0- 6
Middle 7 - 12
High13 and more= burned out!

Level of Personal Accomplishment PA

High 39 and more
Middle38 - 32
Low31 - 0= burned out!

67
Attachments

Attachment 2 Questionnaire

68
Attachments

69
Attachments

70
Attachments

71
Attachments

72
Attachments

73
Attachments

74