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Efek Buruk Bosan di Kantor
Ras bosan kerap melanda para pekerja kantoran yang selalu melakukan tugas monoton.
http://kosmo.vivanews.com/news/read/230716-efek-buruk-bosan-di-kantor Senin, 4 Juli 2011, 09:07 WIB Pipiet Tri Noorastuti, Lutfi Dwi Puji Astuti

wanita bekerja (doc Corbis) BERITA TERKAIT
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Agar Betah Bekerja di Kantor Insting, Resep Hidup Sukses dan Kaya Lima Trik Agar Jadi Karyawan Favorit Studi: 'Menjilat' Atasan Bikin Hidup Sehat Kiat Sukses Berbisnis di Rumah

VIVAnews - Apakah Anda sering mengalami lelah tanpa tahu penyebabnya? Bisa jadi hal tersebut akibat rasa bosan. Terutama bagi Anda, para pekerja kantoran yang selalu melakukan tugas monoton. Kondisi ini dapat membuat gairah kerja merosot yang akhirnya menimbulkan rasa lelah. Kesimpulan itu merupakan hasil studi yang dilakukan para psikiater Spanyol dari University of

Risiko tertinggi dialami pria yang telah bekerja di tempat sama selama 16 tahun atau lebih. paling rentan terhadap kebosanan yang bisa menimbulkan kelelahan.Zaragoza. Para psikiater Spanyol ini percaya bahwa karyawan yang menghadapi risiko kebosanan penting mengetahui trik pengusir kondisi ini.html .uk/health/8599684/Boring-jobs-lead-to-burn-out. say psychiatrists. Lupakan sejenak beban kantor dan berkumpullah bersama keluarga dan teman.” kata para psikiater seperti dikutip laman Genius Beauty. Kehidupan sosial yang aktif bisa menjamin kebahagiaan dan mengusir kebosanan. katanya. Rasa bosan. “Dengan mendapatkan dukungan keluarga yang kuat serta memiliki banyak teman. http://www. Seperti ditunjukkan dalam studi mereka. yang melibatkan lebih 400 orang. • VIVAnews Boring jobs lead to burn-out Have a boring job can leave you just as vulnerable to 'burnout' than one which leaves you rushed off your feet. rutinitas kantor yang membosankan cenderung mengarah pada 'kelelahan' fisik dan mental.telegraph. bisa menjadi obat mujarab pengusir rasa bosan. Para pejabat dan pekerja kantor. terutama pria.co. hanya bisa diobati dengan kumpulkumpul bersama keluarga dan juga bersosialisasi dengan banyak teman.

while men were more likely to suffer this type of burn-out than women. Montero-Marín speculated that was "perhaps owing to the fact that the role of males has always been linked to social expectations of professional development "." People working in administrative and service roles were most likely to be bored in their jobs. Writing in the journal BMC Psychiatry. he went on: "These employees present a cynical attitude and are invaded by guilty feelings due to the ambivalence they feel for their work and by their desire for change. which bores them and produces no gratification" wrote Jesús Montero-Marín. . of the University of Zaragoza in Spain.People working in administrative and service roles were most likely to be bored in their jobs Photo: ALAMY By Stephen Adams. Such people "have to cope with the disenchantment caused by feeling trapped in an occupational activity to which they are indifferent. Medical Correspondent 9:22PM BST 26 Jun 2011 31 Comments They believe there is a distinct category of "underchallenged" employees who end up finding they simply cannot take any more of the "monotonous and unstimulating" tasks that they are expected to perform.

where workers "give up when faced with stress or lack of gratification". "The longer the service. the greater the likelihood of having this burn-out. in which the employee works "increasingly harder to the point of exhaustion". Unsurprisingly. those who worked longer hours were more likely to suffer 'frenetic' burn-out. These people felt "guilty when faced with the prospect of not achieving set goals. given the ambition and great need for achievement that characterise subjects with this profile".which might explain why they had not left "becoming ineffective in performing work tasks". and 'worn-out'. He said: "Having a family.The study was based on a questionnaire of more than 400 employees at the University of Zaragoza. with those clocking-up more than 16 years' service most at risk." . Those who worked more than 40 hours a week were almost six times more likely to suffer this type of burn-out than those who worked less than 35 hours." found the author. However. Montero-Marín categorised two other types of burn-out: 'frenetic'. because when people finish their day at work they leave their workplace worries behind them and focus on other kinds of tasks. he said that having a family could help protect workers against this type of burn-out. partner or children can act as a protective „cushion‟. They adopted "a passive coping strategy" . Longer-serving employees were more likely to be "worn-out".

8*. Javier García-Campayo1. licensee BioMed Central Ltd.7.7.7. Margarita Gili7.2. . Marta Fajó-Pascual2. Santiago Gascón4.5 and Fermín Mayoral-Cleries6.7 Received: 4 July 2010 Accepted: 29 March 2011 Published:29 March 2011 © 2011 Montero-Marín et al. José M Carrasco3.Sociodemographic and occupational risk factors associated with the development of different burnout types: the cross-sectional University of Zaragoza study Jesús Montero-Marín1.

Western societies have experienced a series of economic. In the span of thirty-five years. This definition is the result of a phenomenological analysis of the syndrome. technological and social transformations that have impacted working conditions. burnout is the result of a prolonged exposure to chronic personal and interpersonal stressors on the job as determined by three dimensions: exhaustion. the people being served by it and among colleagues. According to their definition. "Exhaustion" is described as the feeling of not being able to offer any more of oneself at an emotional level. The growing interest of researchers in this psychosocial disorder is easy to understand.14]. In this theory. subjects with "frenetic" burnout work increasingly harder to the point of exhaustion in search of success that is equal to the level of stress caused by their efforts. The study aimed to describe the possible associations between burnout types and general sociodemographic and occupational characteristics. In a relatively short time. burnout syndrome has been related historically to the presence of guilt feelings in the individual suffering from it [3-5].8-13]. the way an individual copes with these feelings of frustration can lead to the development of one type of burnout or another. we have been able to observe a considerable increase in the number of studies dealing with burnout.7]. and it can be placed within the framework of the social exchange theory. the underlying psychological mechanism for the development of burnout is the feeling of lack of reciprocity in social exchange relations [11.8-13]. Nevertheless. leading Farber to propose a preliminary classification system based on three different burnout types [1. burnout is an experience during which individuals are aware of a considerable discrepancy between their contributions and rewards and between their invested efforts and the results obtained at work. since the appearance of the first clinical descriptions of the syndrome. "cynicism" is refers to a distant attitude towards work. with specific aetiology and symptoms [1]. often creating a greater vulnerability to stress.Three different burnout types have been described: The "frenetic" type describes involved and ambitious subjects who sacrifice their health and personal lives for their jobs. the "underchallenged" type describes indifferent and bored workers who fail to find personal development in their jobs and the "worn-out" in type describes neglectful subjects who feel they have little control over results and whose efforts go unacknowledged. clinical experience suggests that the disorder manifests in several different ways. this variable plays a major role in the development and chronification of the syndrome by means of a positive feedback mechanism in some of those affected [6. Burnout syndrome has become an increasingly commonplace subject in the scientific literature. Workers with "underchallenged" burnout are presented with insufficient motivation and. according to which the establishment of reciprocal social relations is essential for the health and well-being of individuals. Although different approaches have been considered regarding burnout syndrome. Consequently. have to cope with monotonous and unstimulating conditions that fail to . According to Farber [1. cynicism and professional inefficacy. In this author's opinion. Schaufeli and Leiter [2]. most authors accept that it is a uniform phenomenon. and "inefficacy" describes the feeling of not performing tasks adequately and of being incompetent at work. given their talents and/or skills. The most accepted definition is that described by Maslach. According to Gil-Monte. However.

20. These people seem to develop the syndrome because they use up their energy resources on disproportionate dedication [15-21]. To date. "Lack of control" is the feeling of defencelessness or impotence as result of dealing with situations beyond their control. "boredom" describes one's experience of work as a monotonous. It is. Workers with "worn-out" burnout are those who give up when faced with stress or lack of gratification. allow differences to be established between the described burnout types [17]. number of hours worked per week. the profile of exhausted. such as temporary work contracts.provide the necessary satisfaction. mechanical and routine experience with little variation in activities and "lack of development" is the desire by individuals to take on other jobs where they can better develop their skills [15-17]. having children. The "worn-out" type refers to subjects who present with feelings of a lack of control over the results of their work and a lack of acknowledgement for their efforts. The "underchallenged" type of burnout refers to indifferent and bored subjects who fail to experience personal development in their jobs. characterised by sluggish behaviour. Temporary workers are seen to have a more frenetic attitude in general. contract duration and contract type) as elements that may be related to the different .20. is strongly associated with all of the dimensions of the definition by Maslach.17]. occupation. "ambition" is the great need to obtain major successes and achievements and "overload" involves risking one's health and neglecting personal lives in the pursuit of good results [15-17]. "Involvement" is the investment of all of necessary efforts until difficulties are overcome. The purpose of this study is to examine the different general sociodemographic and occupational characteristics associated with burnout syndrome in other studies (such as age. "Indifference" is a lack of concern. monthly income. The "worn-out" profile. This burnout profile is a category of exhausted but effective workers (at least in the short term). "Frenetic" type burnout refers to a category of subjects who are very involved and ambitious and who overload themselves to fulfil the demands of their jobs. "lack of acknowledgement" is the belief that the organisations those individuals work for fail to take their efforts and dedication into account and "neglect" refers to the individual's disregard as a common response to most difficulties [15-17].15. "Underchallenged" subjects are exhausted but are more typified by their cynicism. intermediate in "underchallenged" workers and low in "worn-out" subjects (passive coping style) [13. who are close to excessive commitment or even close to becoming workaholics. being in a stable relationship. gender. Schaufeli and Leiter [2]. cynical and rather ineffective workers [15-17. level of education. owing to their loss of interest and the dissatisfaction they feel for tasks with which they do not identify. This proposal for the classification of the syndrome was conceptualised and systematised from documentary analysis of Faber's clinical work [15] and its validity was explored [16] until a consistent and operative definition was reached [17]. The work by Montero-Marín and García-Campayo shows how structural aspects. interest and enthusiasm in work-related tasks. which finally leads them to neglect their responsibilities. the possible associations between the different burnout types and other sociodemographic and occupational variables have not been studied.27-30]. The classification criterion for this typology is based on the level of dedication at work: high in "frenetic" subjects (active coping style). therefore.22-26]. while permanent employees are seen to have fewer challenges and more wear. length of service in an organisation. all of which are related with burnout [15-17.

ambition and overload that characterises it. could have a particularly relevant weight in the "frenetic" subtype.economictimes. and that the time worked in an organisation. and the neglect felt by individuals in this situation. that those occupations involving monotonous and repetitive tasks traditionally associated with burnout as an antecedent factor [22. boredom and lack of personal development experienced. .com/2011-06-27/news/29709204_1_boring-jobmontero-employees ANI Jun 27.23. 2011. in an attempt to identify the variables with the greatest predictive value for each profile.subtypes of burnout syndrome. a factor related with the development of the syndrome perhaps owing to the prolonged exposure to a system of contingencies that do not encourage satisfaction or commitment [35-37].indiatimes.25] could be specifically related with the development of the "underchallenged" subtype given the indifference.41pm IST Tags:   Psychiatrists| professional development LONDON: Psychiatrists have said that having a boring job can leave you just as vulnerable to 'burn-out' than one which leaves you rushed off your feet. 12. given the significant degree of involvement. a factor traditionally associated with the development of burnout probably owing to the exhaustion it triggers [31-34]. A boring job can make you vulnerable to burn-out http://articles. could be more characteristic of the "worn-out" burnout subtype given the absence of control and acknowledgement. Shedding light on associations of this type would permit a better characterisation of these profiles and would facilitate the understanding and specific identification of subjects with burnout. The following points were considered specifically as working hypotheses: that a large number of hours worked per week.

They believe there is a distinct category of "underchallenged" employees who end up finding they simply cannot take any more of the "monotonous and unstimulating" tasks that they are expected to perform. as saying. of the University of Zaragoza in Spain. in which the employee works "increasingly harder to the point of exhaustion". which bores them and produces no gratification" the Telegraph quoted Jesus Montero-Mar?n. and 'worn-out'. "These employees present a cynical attitude and are invaded by guilty feelings due to the ambivalence they feel for their work and by their desire for change. Montero-Mar?n categorised two other types of burn-out: 'frenetic'. The study has been published in the journal BMC Psychiatry. while men were more likely to suffer this type of burn-out than women. ." People working in administrative and service roles were most likely to be bored in their jobs. where workers "give up when faced with stress or lack of gratification"." The study was based on a questionnaire of more than 400 employees at the University of Zaragoza. According to Montero-Mar?n that was "perhaps owing to the fact that the role of males has always been linked to social expectations of professional development. Such people "have to cope with the disenchantment caused by feeling trapped in an occupational activity to which they are indifferent.