![]() Not only has research in South Africa shown that burnout risk is associated with increased reporting of receiving treatment for conditions such as depression, diabetes, irritable bowel syndrome and hypertension by employees (De Beer, Pienaar, & Rothmann, 2016) but also that the medical aid provider expenditure by private insurers on employees categorised into a high burnout risk group is approximately double the amount compared with a low burnout risk group (De Beer, Pienaar, & Rothmann, 2013). The consequences of burnout have become apparent over almost half a century of research: decreased performance (Roczniewska & Bakker, 2021 Taris, 2006), impaired job satisfaction and affective commitment (Park, Nam, & Yang, 2011 Salvagioni et al., 2017), increased turnover intention, negative perceptions of quality and safety (Garcia et al., 2019 Salyers et al., 2017) and more physical and psychological distress symptoms (Salvagioni et al., 2017). Burnout has been included in the 11th revision of the International Classification of Diseases (ICD-11) – effective from 2022 – by the World Health Organization ( 2019) and is classified as an ‘occupational phenomenon’ defined as ‘a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed’. Bernard, 2021) and its dynamics remain a focus of academic research (e.g. Consequently, it should come as no surprise that the term ‘burnout’ has been used frequently in the media (e.g. This, in turn, has also rekindled a focus on the well-being of employees and public health in general (Juchnowicz & Kinowska, 2021 Kniffin et al., 2021). In this way, information that can be extracted from participants is maximised, whilst respecting participants’ and the organisation’s time.Īs a result of the coronavirus disease 2019 (COVID-19) pandemic and the associated national lockdowns, organisations did not only struggle to cope (Katare, Marshall, & Valdivia, 2021), but the situation accelerated – by necessity – remote and digital work transformation strategies. Gatekeepers to participating employees in organisations therefore consider it important to use accurate short scales where possible. Furthermore, efficiencies in business have become increasingly important, and the implementation of surveys by researchers and practitioners is not exempt from this, as survey fatigue has been identified as a concern (e.g. IntroductionĮven though there has been an overemphasis on the psychometric properties of burnout scales that has impeded needed theory development (Bakker & De Vries, 2021), the South African context demands, ethically and by law, that instruments present robust evidence of unbiasedness and fair measurement because of the potential of misuse of psychological scales (Barnard, 2021). Keywords: burnout burnout assessment tool work engagement Job Demands-Resources model measurement invariance. The authors conclude that BAT-12 is a robust instrument with adequate psychometric properties to measure burnout risk and present a freely available online application for employees to estimate their risk of burnout. The BAT-12 also showed convergent validity with the Maslach Burnout Inventory. In addition, burnout – as operationalised with the BAT-12 – played the hypothesised mediating role in the Job Demands-Resources model. Results showed that the proposed second-order factor model of the BAT-12 showed a good fit to the data and was invariant across gender and ethnicity. Latent variable methods with ordinal categorical data were implemented to model the data and to test the hypotheses for the study. The study sample comprised 660 employees from various occupational settings who filled out an online survey. As a result of the pandemic, job stress has been compounded and the use of conceptually grounded and accurate measures is needed to identify burnout risks within specific organisations and the overall workforce. ![]() The purpose of this study was to investigate the psychometric properties of the short form Burnout Assessment Tool (BAT-12). This is an Open Access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution,Īnd reproduction in any medium, provided the original work is properly cited. Investigating the validity of the short form Burnout Assessment Tool: A job demands-resources approach African Journal of Psychological Assessment, 4(0), a95. Investigating the validity of the short form Burnout Assessment Tool: A job demands-resources approach. ![]() De Beer, L.T., Schaufeli, W.B., & Bakker, A.B. ![]()
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