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Burnout
Problems and issues inevitably arise in the working environment. Some of which
resources and more. Kapur (2018) reports that the main issues that employees face
progressively are the conditions of overwork, job insecurity, job dissatisfaction and lack
of autonomy. Definitely, employees will find it more and more difficult or even impossible
to cope with work when pressure and job demands are high and constant. These
difficulties greatly impinge on the employees’ work performance and will cause stress.
exposed to these stressors affecting the mental, emotional and physical aspects of the
disparity between the demands of the job and the resources (both material and
emotional) that an employee has available to him or her” (Cedoline, 1982). It is often
characterized by its three core dimensions: exhaustion, cynicism and lack of personal
whom the employees interact with while performing their job. Lastly, lack of personal
exhaustion are part of it, but the hallmark of burnout is the distancing that goes on in
response to the overload. According to Corey (1996), burned out individuals may feel
that whatever they are doing makes no difference at all and that they have nothing left
to give. They typically find themselves tired, drained, and without enthusiasm.
Seemingly, they make themselves believe that their work lacks meaning. They feel that
what they do have to offer is either not wanted or not received; they feel unappreciated,
unrecognized, and unimportant, and they go about their jobs in a mechanical and
routine way. They tend not to see any concrete results of the fruits of the efforts. Often,
they feel oppressed by the “system” and by institutional demands, which, they contend,
Teacher Burnout
The teaching profession is stressful (Borg & Riding, 1991; Travers & Cooper,
1996). It is known for having many job demands (Travers & Cooper, 1996) and for doing
many tasks simultaneously. Aside from their workload, teachers face the day-to-day
environment all the while concerning themselves of their students and others’ well-
being. It is asserted that the teaching profession is “emotionally taking and potentially
frustrating” (Lambert, O’Donell, Kusherman & McCarthy, 2006, p.105) and thus,
explains why teachers have been resorting to leaving the profession at an alarming rate.
With these in regard, employees in the academe, it can be said that teachers are prone
more serious problem to the profession than job change or early retirement; because
although he or she remains in the classroom, burnout reduces the ability of the teacher
to cope. As a matter of fact, statistical data show that teachers seem to be more
administrators, are charged with the tremendous obligation of looking out for others’
well-being alongside the weight of multitude of stressors that stem from routine job
activities. Combined with the common workplace issues such as limited resources, long
hours, marginal working conditions, and often unreasonable demands from those
Hakanen, Bakker and Schaufeli (2005), teachers show the greatest burnout levels
among occupations devoted to offering human services and white collar jobs in the
country, Finland. Moreover, Sanford (2017) observed that teachers who are new and
younger are especially more susceptible to burnout than others. It is therefore likely that
the Philippines, with hiring more new teachers for the relatively new K to 12 curriculum,
Causes of Burnout
As the cases of burnout increases in the current times not only in the country but
also worldwide, a need to take a look into the causes of burnout arises. In 2005,
Maslach and Leiter declared that the causes of burnout is divided into two categories
which are situational predictors and individual antecedents. Situational factors comprise
of seven antecedents: (1) workload, (2) control, (3) award, (4) social network, (5) job
fairness, and (6) values. Meanwhile, under the second group are age, gender, marital
status and work experience. Panis and Aronoson (quoted by Maslach, Schaufeli, &
Leiter, 2001), explained that emotional and physical fatigue syndrome is what causes
following seven major causes of burnout that are most discussed and mentioned in
research studies:
less involved in decision making. Even simple tasks can be delayed due to legal
decision-making promotes more positive job attitudes and greater motivation for
effective performance.
job requirements, any physical and psychological dangers that might exist, and
the security of the job. Education employees need feedback to develop job
year without regular, periodic feedback, the possibility of stress increases the
positive and constructive way reap large dividends from employees. When
negative communications.
Researchers have found high levels of stress among individuals who have
work at a too-rapid pace, too many phone calls, dealing directly with difficult
people without sufficient relief, dealing with constant crises, and supervising too
many people (e.g., large class sizes and overcrowding) or having broad
Contact Overload
Contact overload results from the necessity for frequent encounters with
other people in order to carry out job functions. Some occupations (teaching,
counseling, law enforcement) require many encounters that are unpleasant and
therefore distressful. These workers spend a large proportion of their work time
interacting with people in various states of distress. When the caseload is high,
control over one's work and consequent job satisfaction is affected. Contact
overloads also leave little occasion or energy for communication and support
opportunities.
Role Conflict/Ambiguity
Although role conflict and ambiguity can occur independently; they both
refer to the uncertainty about what one is expected to do at work. Role conflict
pressures such that a response to one makes compliance with the other
frequent role conflicts are (1) those between the individual's values and those of
the superior or the organization; (2) the conflict between the demands of the work
place and the worker's personal life; and (3) the conflict between worker abilities
associated with low job satisfaction, frustration, decreased trust and respect, low
confidence in the organization, morale problems and high degrees of stress. Role
ambiguity may be defined as a lack of clarity about the job, that is, a discrepancy
between the information available to the employee and that which is required for
Individual Factors
Personal factors such as financial stability, marital satisfaction, as well as
stress management skills all contribute to how one is affected by stress on the
job. The mutual interaction and accumulation of both personal and occupational
Training Deficits
allow the worker to get through each day without unnecessary dependence upon
facilitate the ability of the employee to relate successfully with supervisors, fellow
are more frequently lost because of poor communication than because of any
other factor. Finally, one needs to be taught how to deal with stress. Everyone
needs to learn methods of coping with the variety of stressors faced each day
(Anthony, 1982).