Personality traits associated with occupational 'burnout' in ABA therapists

EFL teachers' burnout in technology enhanced instructions setting: The role of personality traits and psychological capital

The COVID-19 pandemic has caused a great alteration in teaching methodologies by adding technology to the syllabi. Indeed, the integration of technology has presented significant opportunities for language teachers to adjust to the current situation. However, it gives rise to challenges and stressors that cause burnout. Beyond work-associated issues, burnout is believed to be influenced by various factors, and with the advent of the Positive Psychology (PP) approach, there has been a shift in understanding that negative emotional states experienced by individuals can be redirected toward a positive trajectory. This shift has spurred an increasing interest in investigating the value of teachers' Psychological Capital (PsyCap) in dealing with burnout. Furthermore, the study recognizes the significance of other personal factors, including individual differences and the personality of teachers. Therefore, the present study makes efforts to unravel the intricate relationships among personality traits, PsyCap, and burnout experienced by Chinese EFL teachers in the context of Technology-enhanced instructions (TEIs). To achieve this, a total of 550 Chinese EFL teachers currently engaged in TEI settings were selected, and they responded to three relevant questionnaires. Using Structural Equation Modeling (SEM), the study found that teachers' burnout was negatively associated with PsyCap and certain personality traits, specifically openness, extroversion, agreeableness, and conscientiousness. Conversely, an increase in neuroticism was found to be positively associated with higher levels of teachers' burnout. These results highlight the importance of enhancing PsyCap and fostering positive personality traits to mitigate burnout among EFL teachers in technology-enhanced instructional settings.

Big five model personality traits and job burnout: a systematic literature review

BACKGROUND

Job burnout negatively contributes to individual well-being, enhancing public health costs due to turnover, absenteeism, and reduced job performance. Personality traits mainly explain why workers differ in experiencing burnout under the same stressful work conditions. The current systematic review was conducted with the PRISMA method and focused on the five-factor model to explain workers' burnout risk.

METHODS

The databases used were Scopus, PubMed, ScienceDirect, and PsycINFO. Keywords used were: "Burnout," "Job burnout," "Work burnout," "Personality," and "Personality traits".

RESULTS

The initial search identified 3320 papers, from which double and non-focused studies were excluded. From the 207 full texts reviewed, the studies included in this review were 83 papers. The findings show that higher levels of neuroticism (r from 0.10** to 0.642***; β from 0.16** to 0.587***) and lower agreeableness (r from - 0.12* to - 0.353***; β from - 0.08*** to - 0.523*), conscientiousness (r from -0.12* to -0.355***; β from - 0.09*** to - 0.300*), extraversion (r from - 0.034** to - 0.33***; β from - 0.06*** to - 0.31***), and openness (r from - 0.18*** to - 0.237**; β from - 0.092* to - 0.45*) are associated with higher levels of burnout.

CONCLUSIONS

The present review highlighted the relationship between personality traits and job burnout. Results showed that personality traits were closely related to workers' burnout risk. There is still much to explore and how future research on job burnout should account for the personality factors.

Job Burnout and Job Satisfaction among Healthcare Service Providers in a Daycare Center for Individuals with Autism Spectrum Disorders in Low-Resource Settings

Job satisfaction and burnout are components of job morale. In general, and among healthcare provider personnel, these are psychological factors of the job and under the influence of different conditions and the organizational management of the healthcare systems. Both job burnout and job satisfaction among healthcare service providers have received scant attention in the literature, particularly in the healthcare systems of the Kurdistan Region of Iraq (KRI) as one low- or middle-income country (LMIC). The burnout rate and job satisfaction in a daycare center for children with autism spectrum disorders were reviewed and measured using a sample consisting of 34 employees from three different sections. The Maslach Burnout Inventory-Third Edition (MBI-3) and the Job Descriptive Index (JDI) were used. The relationships between the two scales and their consisting factors were examined using Pearson Correlation and Chi-square test to understand the correlation and levels of significant difference between the expected and the observed frequencies. There was a significant negative correlation between job burnout and satisfaction with the job and some significant correlations between the factors of the scales. Lower levels of emotional exhaustion and depersonalization factors of the burnout scale were statistically correlated. It was shown that the personnel were mainly satisfied with their jobs through their choices in the four parts of the job satisfaction scale. Further investigations are needed to understand different contributing factors to job satisfaction and burnout among healthcare providers in KRI. The current study might highlight the importance of understanding the healthcare providers' perspectives on their careers.

Effects of Acceptance and Commitment Training on Treatment Integrity Amongst Behavioral Technicians

Behavioral technicians (BT) within the field of applied behavior analysis may be at greater risk for experiencing burnout and stress due to the nature of their clients, job demands, and work environments. Burnout and stress may negatively impact BT's work performances, more specifically, their treatment integrity. Acceptance and Commitment Training (ACT) may be a useful tool to address the private events as well as the covert and overt behaviors associated with burnout and stress. The purpose of this study was to investigate the effects of an ACT intervention on improving treatment integrity and reducing work-related burnout and stress amongst BTs. Four BTs participated in an ACT workshop, and their treatment integrity as well as their burnout and stress levels were measured prior to and following the ACT workshop. Treatment integrity increased for all participants, suggesting that ACT-based interventions may be an effective approach to improving work performance (i.e., treatment integrity) amongst BTs who may experience workplace burnout and stress.

Psychotherapists' personality traits and their influence on treatment processes and outcomes: A scoping review

BACKGROUND

Prior research indicates that patients' personality traits are associated with psychotherapy processes and outcomes. However, the potential relevance of therapists' personality traits is less understood.

METHODS

This is a scoping review of studies investigating associations between therapists' personality traits with treatment processes and outcomes. Three databases (Scopus, PsycINFO, and Web of Science) were searched, identifying 27 eligible studies synthesized using a narrative review of key findings.

RESULTS

The influence of therapists' personality traits was studied in relation to therapeutic orientation, interpersonal skills, therapist competence and skill, model fidelity, treatment outcomes, therapeutic alliance, and therapist well-being. Findings indicate that therapists' personality traits are associated with the choice of therapeutic orientation and with interpersonal skills, but there is mixed evidence about associations with clinical outcomes.

CONCLUSION

Therapists' personality traits are associated with therapeutic orientation and interpersonal skills. However, it remains unclear whether therapists' personality traits influence other aspects of therapeutic processes or outcomes.

Hesitancy towards COVID-19 vaccination: The role of personality traits, anti-vaccine attitudes and illness perception

There is an increased need for COVID-19 vaccination since the world is gradually returning to normal. Current evidence supports vaccination activity more towards viral suppression than COVID-19 prevention. This has led to divergent views regarding vaccination which may influence anti-vaccine attitudes and vaccine hesitancy. The study examined the role of personality traits, anti-vaccine attitudes and illness perceptions on vaccine hesitancy. The study was a cross-sectional survey using snowball and convenience sampling to recruit 492 participants via social media platforms. Multivariate analysis of variance and regression analysis were used to test the hypotheses. The study found that some facets of illness perception (identity, concern, emotional representation and treatment control), extraversion, experience with COVID-19 and anti-vaccine attitudes (mistrust, profiteering, worries about unforeseen effects of vaccine) predicted vaccine hesitancy. The outcomes from this study have implications for achieving public health goals and developing strategies for reaching optimal vaccination targets and attaining herd immunity. Health-promoting programs need to be intensified and could include psychosocial perspectives on vaccine hesitancy so that specific target groups can be reached to be vaccinated.

Key stakeholder perspectives on obstacles to an autism-specific Medicaid waiver service delivery model

BACKGROUND

Children and youth with autism spectrum disorder have significant, multi-system needs that require supports, such as the autism waiver (AW) service delivery model. This study aimed to identify and describe characteristics of the AW, define obstacles and strengths in the provision of adequate services and provide recommendations for improving overall effectiveness.

METHODS

This mixed-methods exploratory study used an electronic survey to gain information and perceptions of AW provider agency directors (n = 27) and service coordinators (n = 30).

RESULTS

The key barriers reported were the shortage of qualified staff, inadequate staff training, complexity of cases or symptom severity of clients and lack of communication at multiple levels throughout the agency as well as with parents.

CONCLUSIONS

Recommendations include reinforcing the workforce through higher salaries, greater training and communication interventions. These strategies may reduce staff turnover and shortage, lighten the caseload, reduce the waitlist period and improve the effectiveness and responsiveness of AW services.

Impact of COVID-19 on the Applied Behavior Analysis Workforce: Comparison across Remote and Nonremote Workers

With the abrupt transition to observing physical distancing as a result of COVID-19, applied behavior analysts were faced with the sudden need to modify their service delivery model, while at the same time managing personal difficulties brought about by the pandemic. The present article provides a description of the impact of COVID-19 on the behavior analyst workforce currently providing clinical services in the United States. We conducted a survey to assess work conditions, burnout, and productivity of behavior analysts at various certification levels. These data provide a snapshot of the impact of COVID-19 on the workforce. Overall, one third of the participants reported experiencing job insecurity, and almost half of participants reported decreased productivity and increased burnout, with remote workers more severely affected. Taken together, these factors could compromise the ability of behavior analysts to adequately provide services to their clients. We provide recommendations for behavioral health agencies for supporting staff during extreme situations such as a pandemic.

On Turnover in Human Services

Within the field of behavior analysis, turnover can impact an organization adversely due to the loss of expertise and the required replacement expenses. Turnover in behavior analysis remains poorly understood, and few investigations have studied why employees separate and how to mitigate unwanted turnover. The purpose of this discussion article is to provide an account of turnover, as well as to make recommendations to behavior-analytic service providers regarding how to perform analyses and intervene to decrease employee turnover.

Supervision for Certification in the Field of Applied Behaviour Analysis: Characteristics and Relationship with Job Satisfaction, Burnout, Work Demands, and Support

Background: Supervision of behavior analysts seeking certification and supervision of service delivery are key processes in the provision of quality behaviour analytic services to individuals with developmental disabilities. Our study is the first to examine international supervisory practices within the field of applied behaviour analysis. Method: An online survey was distributed to 92 professionals internationally, assessing supervisory practice, supervisor support, work demands, job satisfaction, and burnout. Results: Findings indicate high satisfaction with the supervisor and supervisory experience. Excessive work demands positively correlate with high burnout and low job satisfaction. Half of all professionals only worked with one or two clients before certification. Supervisor and collegial support seem to decrease the likelihood of suffering burnout and increase job satisfaction, although relationships were not statistically significant. Conclusions: Supervisor and collegial support warrant further research as protective factors. Implications for an evidence-based supervisory practice that produces ethical and competent supervisees are discussed.

Emotional Intelligence and Personality Traits as Predictors of Occupational Therapy students' Practice Education Performance: A Cross-Sectional Study

This study investigated whether occupational therapy students' emotional intelligence and personality traits are predictive of specific aspects of their fieldwork performance. A total of 114 second and third year undergraduate occupational therapy students (86.6% response rate) completed the Genos Emotional Intelligence Inventory (Genos EI) and the Ten-Item Personality Inventory (TIPI). Fieldwork performance scores were obtained from the Student Practice Evaluation Form Revised (SPEF-R). Linear regressions were completed with the SPEF-R domains being the dependent variables and the Genos EI and TIPI factors being the independent variables. Regression analysis results revealed that the Genos EI subscales of Emotional Management of Others (EMO), Emotional Awareness of Others (EAO), Emotional Expression (EEX) and Emotional Reasoning (ERE) were significant predictors of various domains of students' fieldwork performance. EAO and ERE were significant predictors of students' Communication Skills accounting for 4.6% of its variance. EMO, EAO, EEX and ERE were significant predictors of students' Documentation Skills explaining 6.8% of its variance. EMO was a significant predictor of students' Professional Behaviour accounting for 3.2% of its variance. No TIPI factors were found to be significant predictors of the SPEF-R domains. Occupational therapy students' emotional intelligence was a significant predictor of components of their fieldwork performance while students' personality traits were not. The convenience sampling approach used, small sample size recruited and potential issue of social desirability of the self-reported Genos EI and TIPI data are acknowledged as study limitations. It is recommended that other studies be completed to investigate if any other relevant constructs or factors are predictive of occupational therapy students' fieldwork performance. Copyright © 2016 John Wiley & Sons, Ltd.