For the total sample, while original 3-factor solution was an acceptable model, the bifactor model fitted data better.Ĭonclusions: MDD may impair the construct validity of MBI-HSS subscales, by increasing measurement error and decreasing model fitness. Also, we found higher coefficients of correlation among MBI-HSS factors and less items loading properly in their respective factors in the MDD subset, when compared to the non-MDD subset. Results: From a sample of 521 nursing assistants, we found in those with MDD ( n = 138, 24.56%) a degree of data misfit into the model, revealed by non-acceptable values for the root mean square error of approximation (RMSEA 0.073 p = 0.004) and for the comparative fit index (CFI 0.912), while in the non-MDD group these indices were acceptable and good, respectively, for RMSEA (0.048 p = 0.639) and for CFI (0.951). We developed this study to investigate the influence of MDD on the psychometric properties of the MBI-HSS in nursing assistants. Although various factors have been reported to influence its validity, the influence of major depressive disorder (MDD) has not been previously considered. 8Department of Neurosciences and Behavior, University of São Paulo School of Medicine, São Paulo, Brazilīackground: The Maslach Burnout Inventory-Human Services Survey (MBI-HSS) is the most commonly used instrument to assess burnout.7Department of Psychiatry, New York University School of Medicine, New York, NY, United States.6Department of Experimental Psychology, Institute of Psychology, University of São Paulo, São Paulo, Brazil.5Department of Pathology, University of São Paulo School of Medicine, São Paulo, Brazil.4Division of Psychology, Central Institute, Clinics Hospital, University of São Paulo School of Medicine, São Paulo, Brazil.3Technical Advisory Office–State Department of Health–São Paulo State Government, São Paulo, Brazil.2Section of Psychiatric Epidemiology (LIM-23), Department and Institute of Psychiatry, Clinics Hospital, University of São Paulo School of Medicine, São Paulo, Brazil.1Laboratory of Neuro Imaging (LIM-21), Department and Institute of Psychiatry, Clinics Hospital, University of São Paulo School of Medicine, São Paulo, Brazil.OLBI also showed psychometric properties that make it a promising and freely available instrument to measure and compare burnout levels of Portuguese and Brazilian employees.Telma R. No statistically significant differences were found in burnout between sexes or countries. Confirmatory factor analysis of the Portuguese OLBI version presented good goodness-of-fit indices and good internal consistency values. The high correlation between disengagement and exhaustion, suggested the existence of a second-order latent factor, burnout, which presented measurement invariance for country and sex. Regarding the OLBI internal structure, a reduced version (15 items) was obtained. Data were used from 1,172 employees across two independent samples, one from Portugal and the other from Brazil, 65 percent being female. Additionally, it aims presents a revision of different OLBI's versions-since this is the first version of the instrument developed simultaneously for both countries-it is an important instrument for understanding burnout between sexes in organizations. OLBI's validity evidence based on the internal structure (dimensionality, reliability, and measurement invariance), and validity evidence based on relationships with other variables (work engagement) are described. This paper aims to describe the psychometric properties of the Oldenburg Burnout Inventory (OLBI) version adapted for workers from Brazil and Portugal, and to compare burnout across countries and sexes. However, to properly compare the burnout levels of different groups, a psychometric instrument with adequate validity evidence should be selected (i.e., with measurement invariance). It is a psychological phenomenon that depends on occupation, also presenting differences between sexes. During the last few years, burnout has gained more and more attention for its strong connection with job performance, absenteeism, and presenteeism.
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