|M.Sc Student||Shaul Sara|
|Subject||An Effort Reward Model of Burnout|
|Department||Department of Industrial Engineering and Management||Supervisor||Professor Emeritus Dov Zohar|
Burnout at work definitions refers to the process of physical, emotional and cognitive exhaustion, that is caused by long term involvement in situations that have high demands and high effort expectations that are usually higher than the person’s own resources. Burnout is identified usually with emotional situations that characterize people-oriented, human service occupations.
Negative affect, caused by a combination of high effort and low reward is an indication of a loss of resources, and it is a pre-condition for development of burnout. This definition of burnout, as a process of imbalance between effort and reward that causes a loss of energy, is based on three well-known models. Model of interaction between workload and control. Model of interaction between effort and reward. Model of conservation of resources. According to the model, workload and efforts increase resource consumption. The reward provides resource replenishment to handle burnout.
The current study discriminates between objective and subjective variables of effort and reward, and tests if there is interaction between their measures. The study also tests the effect of affect on the development of burnout at work and tests the effort accumulative effect.
The results of the study showed cumulative effect of effort and reward on the development of burnout only in the subjective measurements that was expressed by negative and positive affect without significant interaction. The influence of subjective measurement is mostly evident on negative affect, which is the best indicator of burnout. It is less evident on positive affect that can be related as complementary measurement. High effort causes burnout, and low reward causes burnout. Together they have accumulated affect on burnout. Increasing the reward and/or reducing effort can reduce burnout