Now that we're familiar with the stages of burnout, it's evident that burnout is a cyclical process rather than a one-time occurrence. So, why does this cycle persist, and how can we break it? We'll explore these questions by referencing a reputable research paper on the topic. (
Referred research paper)
Understanding the cycle:Burnout often triggers a detrimental cycle where resource loss leads to further resource depletion and increased job demands, exacerbating burnout. According to the Conservation of Resources (COR) theory by Hobfoll (2002), individuals strive to retain, protect, and build resources, and the loss of these valued resources leads to stress. Burnout is seen as a downward spiral where individuals with fewer resources are more likely to encounter stressful situations, further diminishing their resources and increasing demands.
Key findings:- Longitudinal analysis: The study conducted on 352 employees over two years found that initial burnout levels predicted future burnout due to increased job demands (e.g., work overload) and decreased job resources (e.g., social support, information).
- Role of motivation: Intrinsic motivation (performing an activity for inherent satisfaction) helps in mitigating the burnout cycle by aiding in resource collection and effective coping with demands. In contrast, extrinsic motivation (driven by external rewards) tends to aggravate the cycle by increasing demand accumulation and inefficient coping strategies.
Breaking the cycle with intrinsic motivation:1. Intrinsic motivation as a personal resource:Employees who are intrinsically motivated possess more personal resources such as self-esteem, resilience, and a positive affect, enabling them to better handle stressful situations.
2. Active coping style: Intrinsically motivated individuals exhibit a more active coping style, seeking out additional resources and support, which helps in managing job demands more effectively.
3. Improving job resources: These employees are proactive in enhancing their job resources by seeking support from coworkers and supervisors, participating in decision-making, and finding information to aid their tasks.
Why not to rely on extrinsic motivation:1. Passive coping style: Employees driven by extrinsic motivation tend to have a more passive coping style, often blaming others for problems and giving up sooner, which leads to ineffective handling of demands and further resource loss.
2. Increased demands: External regulation, such as company pressure to perform more work, exacerbates the accumulation of job demands, leading to longer work hours, higher workloads, and greater work-home conflict.
How to break the cycle:Job crafting: To break the burnout cycle, it's crucial to design jobs that enhance intrinsic motivation. This can be achieved by:
- Providing employees with autonomy in task design and planning.
- Offering challenging and engaging work tasks.
- Creating a supportive work environment where employees feel connected to their colleagues.
- Reducing External Regulation: Limiting the pressure for external regulation and creating a more autonomous and supportive work environment can prevent demand accumulation and resource loss among employees.
Conclusion:Burnout is a self-perpetuating process driven by resource loss and increased demands. However, intrinsic motivation serves as a critical factor in breaking this cycle by enabling employees to actively seek resources and effectively manage job demands. Therefore, fostering an environment that promotes intrinsic motivation and minimizes external pressure is essential for mitigating burnout and enhancing employee well-being.
