135
Julio-Diciembre 2022
Vol. 12 No. 2
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
136
Interacción y Perspectiva Dep. Legal pp 201002Z43506
Revista de Trabajo Social ISSN 2244-808X
Vol. 12 No2 136-149pp. Copyright © 2022
Julio-diciembre
ARTÍCULO DE INVESTIGACIÓN
Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales /DOI: 10.5281/zenodo.7114581
Irina Aleksandrovna Zaitseva *, Alexander Yevgenyevich Krikunov **
Resumen
El objetivo del artículo es establecer el nivel de agotamiento profesional y evaluarlo en
el contexto de las características socioprofesionales de los trabajadores sociales en
Rusia. Las características cuantitativas del problema estudiado se examinan utilizando
el método de encuesta en forma de cuestionarios formalizados y pruebas. Los autores
parten de la idea de que la profesión de trabajador social, que presupone el contacto
directo con personas en situaciones vitales difíciles, es claramente uno de los trabajos
más propicios para el desarrollo del síndrome de desgaste profesional y así lo considera
la sociedad. El bajo nivel salarial combinado con la fuerte carga emocional son factores
que contribuyen a la desorganización profesional del trabajador. Se constata que, en las
condiciones específicas de Rusia, las características generales de los trabajadores
sociales suponen no sólo el deseo de continuar la actividad profesional dentro de la
especialidad elegida, sino también un porcentaje relativamente bajo de personas, en las
que se puede encontrar un alto grado de burnout profesional.
Palabras clave: trabajador social, agotamiento, estrés, actividad profesional.
Abstract
Socio-psychological factors affecting professional burnout among social
workers
The aim of the article is to establish the level of professional burnout and assess it in the
context of social-professional characteristics of social workers in Russia. The quantitative
characteristics of the studied problem are examined using the survey method in the form
of formalized questionnaires and testing. The authors proceed from the notion that the
profession of a social worker, which presupposes direct contact with people in difficult
life situations, is clearly one of the jobs that are the most conducive to the development
of professional burnout syndrome and is viewed by society as such. Low pay grade
combined with severe emotional load serve as factors contributing to the professional
disorganization of a worker. It is found that in the specific conditions of Russia, the
general characteristics of social workers assume not only a desire to continue
professional activity within the chosen specialty but also a relatively low percentage of
people, in whom a high degree of professional burnout can be found.
.
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
137
Keywords: social worker, burnout, stress, professional activity
Recibido: 08/08/2022 Aceptado: 12/09/2022
* Candidato a Ciencias Políticas, jefe del Departamento de Filosofía y Ciencias Sociales, Universidad Estatal de
Bunin Yelets, Yelets, Rusia. E-mail: zaitsevairin@mail.ru
** Doctor en Ciencias Pedagógicas, Profesor del Departamento de Filosofía y Ciencias Sociales, Universidad
Estatal de Bunin Yelets, Yelets, Rusia. E-mail: akr1975@mail.ru
1.- Introduction
Burnout first became a subject of research in the 1970s. In the same period, there
formed two general directions in the study of this phenomenon, equally traceable both
in psychological research on burnout and in studies that can be classified as socio-
psychological (Poulsen, 2009: 21).
The first direction of research examines burnout as a personal story of the disruption
of correspondence between professional activity and the individual characteristics, skills,
and abilities of the person performing it. M. Burisch (2014) argues that this approach to
the problem is not mainstream at the very least but this kind of study nevertheless offers
a whole range of interpretations. They give an opportunity to see burnout as a result of
disappointment caused by erroneous role expectations (Lauderdale, 1981; Maher,
1983), a mismatch between these expectations and reality (Freudenberger & Richelson,
1980), or an imbalance of effort and reward (Siegrist, 1996). Essentially, this is a
personalistic perspective, in which the focus lies on identifying the qualities of a person
that contribute to the formation of burnout symptoms. Among them, for example, are
unstable self-esteem, dependence of self-identification on successful fulfillment of a
single social role, striving to achieve goals solely by one’s own actions, etc. (Burisch,
2014).
The second direction focuses on the organization of professional activity itself. It is
considered that imperfection of the social environment leads to a complex of symptoms
that is usually referred to as “burnout”. This exact approach is embodied by the Maslach
Burnout Inventory (MBI) (Maslach & Jackson, 1986), which remains one of the primary
instruments for diagnosing burnout to date (Lizano, 2015). Research by C. Maslach, M.P.
Leiter, and S.E. Jackson outlines a more or less universally recognized list of the
symptoms of burnout, on the one hand, and the organizational factors contributing to
their emergence on the other. The list of symptoms includes emotional exhaustion,
depersonalization, and reduced personal accomplishment. The organizational factors are
represented by work overload, lack of control over professional activity, insufficient
reward, breakdown of community, lack of fairness, and conflicting values in professional
activity (Maslach & Leiter, 1997: 38-60). A view of professional activity that corresponds
to this understanding of burnout concentrates, first of all, on those properties and traits
that predetermine the dehumanization of a worker, suppress their independence, and
bureaucratize the work process, not allowing them to implement it in accordance with
the real needs. The degree of expression of these characteristics conditions the
prevalence of burnout. Hence, this is not a matter of a violation of harmony between
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
138
professional activity and personal qualities, but rather a violation of correspondence
between the essence of professional activity and the requirements imposed on it.
The problem of burnout has been studied as applied to various social groups, for the
most part defined by their affiliation to a certain profession or group of professions. A
considerable amount of research is also devoted to burnout in social workers (Bradley &
Sutherland, 1995; Lloyd et al., 2002; Kim & Stoner, 2008; Poulsen, 2009; Lizano, 2015;
Kienko, 2016; Travis et al., 2016; Chomaeva, 2018; Hussein, 2018; Gomez-Garcıa et
al., 2020; Gomez-Garcıa et al., 2021; Savaya et al., 2021). In particular, T.S. Kienko
(2016), using an adaptation of the MBI questionnaire, has diagnosed a high level of
reduction of personal accomplishments in 47% of the surveyed employees of social
service institutions. A high level of emotional exhaustion is recorded in 24% of those
surveyed. However, a similar survey by G.A. Chomaeva (2018) shows a high level of
burnout only in 12.5% of the respondents, while the low level is detected in 33.3%.
Foreign research demonstrates the same scatter of estimations. For instance, J.
Bradley and V. Sutherland (1995) find emotional exhaustion in 38% of social workers.
Meanwhile, R. Gomez-Garcıa, S. Bayon-Calvo, and J. Lucas-Garcıa (2021) report that
33.2% of Spanish social workers have high levels of emotional exhaustion, 22.1% – high
levels of depersonalization, and 54.2 % – low job satisfaction. Overall, various studies
on social workers detect the incidence of burnout ranging between 21 and 67% (Morse
et al., 2012). Considerable prevalence of burnout among social workers is reported in
an overview study by E.L. Lizano (2015). The author points out the consensus of modern
researchers in assessing the relationship between burnout and the general well-being of
social workers.
The aforementioned studies demonstrate the controversy that surrounds the
discourse on burnout, which clearly contrasts with the presence of the concept of burnout
in traditional descriptions of the current status of teachers, doctors, social workers, and
representatives of other professions focused on interaction with people. In the context
of social work, this implies interaction with clients, who find themselves in difficult life
situations, which makes communication with them even more emotionally demanding
and, presumably, requires the initial presence of higher moral motives for professional
activity. It is logical to assume that the collision of this motivation with the reality of
social services as a job that is extremely bureaucratized, low-paid, and deprived of the
creative component contributes to the prevalence of burnout, giving reason to view
social workers as victims of the social service system unfavorable for personal growth
and self-actualization. When viewed in this way, the problem of burnout becomes not
only a concept of solely social psychology and an individual personality deformation but
a part of the lifestyle of a social worker, of their social portrait. This allows presenting
burnout as a characteristic of social workers as a homogeneous social group, in a certain
sense heroizing its image, making it socially attractive through the intentional or
unintentional accentuation of the value conflict that accompanies it. Such an image of a
social worker is the dominant version of the representation of the profession in the public
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
139
consciousness as well. Consequently, within the framework of this study, we make an
attempt to consider professional burnout as an element of the social portrait of a modern
social worker. The aim of the article is to establish the level of professional burnout and
consider it in the context of the set of social-professional characteristics of social workers
in Russia.
2. Methods
The study uses a combination of theoretical and empirical methods. The former
includes theoretical analysis of the scientific literature and analysis and generalization of
the experience of socio-psychological research on social workers as a social group in the
existing scientific discourse. In order to assess the quantitative characteristics of the
studied problem concerning the place and significance of burnout in the general socio-
psychological characteristics of social workers, a survey method is used in the form of a
formalized questionnaire and testing.
The collection of empirical data started in 2021. 420 social workers from the Lipetsk
region of Russia took part in the study. In the realities of the social protection system of
the Russian Federation, social workers should be distinguished from social protection
specialists. The professional duties of social workers are associated with direct
improvement of the material and living conditions of social service organization clients:
purchase of food, medicines, assistance in housekeeping, registration of benefits, etc.
In 2022, the survey was conducted again on a smaller sample, which consisted of 80
people from among the same social workers of the Lipetsk region. While in the first case,
the sample size was close to the total number of social security system employees in the
region, the second survey was intended to address a much smaller number of workers.
This largely eliminated the perception of the survey as a formal event, which could
have significantly influenced the outcome of the small group survey. Another factor to
consider is the temporal distance between the surveys, which in itself is sufficient to
allow for detectable differences between the results. The first survey was administered
at the end of the first wave of the coronavirus infection in Russia, which was an
undeniable shock to the entire social protection system. By the time of the second
survey, the coronavirus restrictions had already been in effect in one form or another
for almost two years, and the system had to fully adapt to the changed conditions. On
the other hand, the coronavirus pandemic was no longer seen as a key determinant of
the social situation, including the home-based social services that constituted the basis
of respondents’ professional responsibilities.
The survey deliberately did not include questions concerning the situation in social
services during the pandemic. The respondents were also not explicitly asked to identify
the impact of changes in conditions due to the spread of coronavirus on professional
self-image, as well as the place and role of the social safety net in society.
The respondents were offered a questionnaire consisting of six questions designed
to obtain formal data and general assessments of their professional activities, as well as
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
140
a questionnaire assessing the level of professional burnout (PB). The Russian version of
the MBI, adapted for specialists in socionomic professions, was used for testing
(Vodopianova et al., 2013). The first Russian-language version of the questionnaire was
developed based on the burnout model by C. Maslach and S.E. Jackson and validated in
2002 (Vodopianova & Starchenkova, 2005). The questionnaire consists of 3 subscales
(emotional exhaustion (EE), depersonalization (DP), and personal accomplishment
(PA)), which were again standardized by the authors of the adaptation in 2013
(Vodopianova et al., 2013) for samples of women and men. Emotional exhaustion
manifests itself in emotional tension, fatigue, and an inability to find resources for
emotional recovery. Depersonalization is associated with cynicism, increased problems
in communicating with colleagues and clients, and negative reactions to others. Finally,
the reduction of personal accomplishments refers to a negative attitude toward one’s
accomplishments in the profession. High scores on the first two scales and low scores
on the third scale correspond to a high level of burnout.
Social work in Russia is almost exclusively a female profession, which is duly reflected
in the study. Taking into account the specifics of the sample population, we used
questionnaire scales designed for women’s studies. Mean values and standard deviations
were determined for each scale, as well as for the integral score (Int.BS) of professional
burnout, which was calculated according to the formula:
Int.BS = 4.386 + 0,1155EE + 0.1747DP – 0.0998PA (Vodopianova et al., 2013).
The use of the validated Russian version of the questionnaire makes it possible to
account for the national specificity of the sample and to rule out possible errors caused
by the corresponding differences (Schaufeli & Van Dierendonck, 1995). The empirical
data were processed and analyzed using the SPSS version 22 software-analytical
complex.
3. Results
The surveyed social workers are women, mostly between 35 and 68 years old. The
distribution of respondents by age, level of education, and work experience is shown in
Table 1. The respondents’ answers to questions about their attitudes towards their
profession are given in Table 2.
The data obtained provide a good illustration of the image of social workers working
in provincial Russia. These are women, in most cases of pre-retirement age, with
relatively little work experience. What draws attention is the high level of university
education (38.3%), which contrasts with the limited qualification requirements for the
profession. It corresponds to the share of people with higher education among employed
women in Russia as a whole, which was 39% in 2019 (Federal State Statistics Service,
2020: 33). In this particular case, the explanation should be sought in the small number
of high-skill jobs available in the city and region, combined with the accessibility and
spread of higher education in recent decades. We can also predict a further increase in
this indicator in subsequent years. As might have been expected, no significant
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
141
differences are found in any of the assessed indicators between the two rounds of
surveys conducted a year apart.
Table 1
Distribution of respondents by age, education, and work experience
2021 (N=420)
2022 (N=80)
N
%
N
%
AGE
18–34 years old
31
7.4
12
15
35–68 years old
389
92.6
68
85
EDUCATION
Incomplete secondary
46
11
–
–
Elementary vocational (college)
95
22.6
14
17.5
Secondary vocational (college)
118
28.1
31
38.8
Higher (university)
161
38.3
35
43.8
EXPERIENCE IN THE PROFESSION OF “SOCIAL WORKER”
less than 1 year
62
14.8
3
3.8
1–5 years
111
26.4
16
20
6–10 years
69
16.4
23
28.8
11–15 years
63
15
24
30
16–20 years
46
11
9
11.3
21–24 years
31
7.4
2
2.5
25–30 years
38
9
3
3.8
Source: Authors development
Table 2
Distribution of answers to questions about attitudes toward the profession
2021 (N=420)
2022 (N=80)
N
%
N
%
FOR WHAT REASONS DID YOU CHOOSE THIS JOB? (multiple choice)
Like the content of the work
96
22.8
51
63.8
Satisfied with the level of pay
114
27.1
23
28.8
Convenient schedule
161
33.5
26
32.5
No other more suitable job
29
6.9
37
46.3
I want to help people
272
64.8
58
72.5
Other
10
2.4
–
–
ARE YOU SATISFIED WITH YOUR WORK OVERALL? (single choice)
Yes
214
51
31
38.8
More likely yes
133
31.7
42
52.5
More likely no
31
7.4
2
2.5
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
142
Mo
42
10
7
8.8
Difficult to answer
–
–
–
–
WHAT ARE YOUR PLANS FOR THE FUTURE? (single choice)
To continue to work as a social worker
343
81.7
61
76.3
To change occupation in the near future
14
3.3
2
2.5
Other
63
15
17
21.3
Source: Authors development
The interpretation of questions on attitudes towards the profession appears to be
more complicated. The data show the distribution of answers preferred by respondents,
but, as we noted earlier, it is difficult to draw conclusions about the sincerity of the
choices in a relatively small team of employees. In view of the characteristics of the
sample, this factor predominantly plays a major role in the first survey. It is also
necessary to account for the initially low expectations from the job, which is traditionally
considered unprestigious and remains low-paying. Considering the data of the first
survey, against this background, there is an extremely high level of job satisfaction
(options “yes” and “more likely yes” in total constitute 82.7% of responses) and a high
prevalence of the socially approved option “I want to help people” (64.8 %) in the
question about the reasons for choosing the job. It should be noted that only 22.8% of
social workers point to the content of work as the reason for their choice. The intent of
most respondents (81.7%) to continue working in their profession is largely indicative
of the challenging situation in the labor market.
Comparing these results with those obtained in the second survey, we can highlight
some differences. Firstly, a much greater portion of the respondents indicate that they
like the content of their work (63.8% compared to 22.8% in the first survey). At the
same time, there is a significant increase in the percentage of those saying there are no
other more suitable jobs (46.3% vs. 6.9%). Both differences can to some extent be
explained by the factors mentioned above: conscious or unconscious reflection of the
pandemic situation and the absence of mass sampling of workers for the second survey.
At the same time, it is quite symptomatic that the option “I want to help people” remains
just as popular, demonstrating a strong association of “striving to help” with the general
idea of a social worker. Given the practically unchanged percentage of respondents who
are completely satisfied or rather satisfied with their jobs (82.7% in the first survey and
91.3% in the second), changes could hardly be expected in this case.
Professional burnout itself is assessed via a separate questionnaire. In addition to
determining mean values and standard deviations for each of the scales and the integral
score (Table 3), the results of each respondent are ranked according to the three levels
of expression of the respective indicator: low, medium, and high (Table 4).
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
143
Table 3
Primary descriptive statistics
2021 (N=420)
2022 (N=80)
Mean
Standard
deviation
Mean
Standard
deviation
Emotional Exhaustion (EE)
20.79
8.775
22.17
6.754
Depersonalization (DP)
8.52
5.370
9.02
4.504
Personal Accomplishment (PA)
33.24
7.895
29.76
9.021
Integral Burnout Score (Int.BS)
4.96
2.178
5.12
1.781
Source: Authors development
Table 4
Distribution of burnout parameters
2021 (N=420)
2022 (N=80)
N
%
N
%
EMOTIONAL EXHAUSTION (EE)
Low
103
24.5
17
21.3
Average
266
63.3
44
55
High
51
12.1
19
23.8
DEPERSONALIZATION (DP)
Low
132
31.4
21
26.3
Average
267
63.6
47
58.8
High
21
5
12
15
PERSONAL ACCOMPLISHMENT (PA)
Low
72
17.1
29
36.3
Average
299
71.2
42
52.5
High
49
11.7
9
11.3
INTEGRAL BURNOUT SCORE (Int.BS)
Low
145
34.5
31
38.8
Average
228
54.3
36
45
High
47
11.2
13
16.3
Source: Authors development
Overall, the results of the first survey demonstrate that only 11.2% of the
participants can be considered as having a high degree of burnout. The majority (54.3%)
show an average degree of professional burnout and only a slightly smaller number of
social workers have a low level (34.5%). Results by individual criteria have a similar
distribution. There is a significant predominance of the average level of personal
accomplishments (71.2%), which can be explained by the insignificant potential for
professional growth in the position of a social worker, which stimulates the choice of
average options when answering questions related to professional achievements.
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
144
Considering the changes found when comparing the results of the two surveys, we
should highlight two points that could be significant. First, the second survey shows a
much higher percentage of social workers with low values on the scale of reduction of
personal accomplishments (36.3% in contrast to 17.1% in the first survey). Meanwhile,
this change is almost exclusively shaped by a reduction in the share of respondents
showing the average level of reduction of personal accomplishments. The share of
respondents at the high level on this scale remains practically unchanged (11.7% and
11.3%, respectively). Secondly, there is a significant aggravation of the emotional
exhaustion of social workers. The high level of this scale in the first survey is diagnosed
in 12.1% of respondents, while the second survey identifies 23.8% of people with this
level of emotional exhaustion. Thus, on the whole, we are detecting a synchronous
increase in the level of self-assessment of personal accomplishments and the level of
emotional exhaustion. An unambiguous explanation for this can hardly be found within
the data obtained in the surveys, which forces us to limit ourselves to a simple
statement. It may be suggested that this combination could be a reflection of the time
when the coronavirus pandemic, which has greatly increased the relevance of direct
targeted social support, started to give way to other key events in social history. The
pandemic experience is gradually transforming from an extraordinary circumstance to a
routine and habitual one, although still significant. Increased job satisfaction in such a
situation is accompanied by an increased level of emotional burnout.
4. Discussion
The obtained results can be compared to both the general tendencies in the study of
professional burnout and to the available private results of research on professional
burnout among social workers. Furthermore, the conducted study gives an opportunity
to draw up a picture of the attitude to professional activity characteristic of social workers
in a provincial Russian region, which can be considered a contribution to the currently
available array of sociological and social psychological data about this field of
professional activity. In this case, burnout can act as one of the key indicators reflecting
not only the actual “psychological syndrome that develops in response to chronic
emotional and interpersonal job stressors” (Maslach, 2015: 929), but also, indirectly,
the degree of social workers’ involvement in their professional duties, their satisfaction
with working conditions and job prospects.
First and foremost, we should mention that most of the studies that have touched
on the motivation of social workers contain statements about the significant prevalence
of altruistic motives. This is observed both among active social workers (Fisher, 2009;
Rackauskiene et al., 2013) and among students pursuing the specialty (Christie & Kruk,
1998; Liedgren & Elvhage, 2015; Bozek et al., 2017). Although the results of our survey
do not give grounds to unequivocally assert the real predominance of such motives, the
large number of “I want to help people” responses to the question about the reasons for
choosing the profession is symptomatic. At the very least, this suggests a consensus
among the sampled social workers regarding the motivation they are expected to have
for choosing this field of professional activity, and that providing help and support to
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
145
those in need is clearly interpreted in connection with social work as an intrinsic motive
essential to a professional.
According to the results of the first survey conducted in 2021, a high level of
professional burnout is diagnosed in 11.2% of the respondents (according to the integral
index of professional burnout), which already indicates a somewhat significant spread of
this phenomenon. In the second survey, burnout syndrome is detected in 16.3% of the
respondents. At the same time, in both cases, about half of the respondents demonstrate
the average level of burnout, and about a third – the low level. Another important finding
is that the absolute majority of the surveyed social workers plan to continue working in
their profession.
Comparing our findings to those previously reported in Russian and foreign papers,
we can argue that the results obtained in our study are painting a much more favorable
picture compared to the majority of earlier studies. The results of our research indicating
a relatively small proportion of persons with a pronounced burnout syndrome can be
attributed both to a relatively limited list of job responsibilities of the social workers
involved in the study and the absence of career aspirations and prospects in most of
them.
It should also be pointed out that the juxtaposition of job satisfaction and the degree
of burnout refers to the relationship, the non-obviousness of which has already been
noted before. In particular, we can mention the study by H. Jahrami et al. (2013), which
reveals an insignificant connection between job satisfaction and emotional burnout.
Similar results are obtained in the study of the relationship between job satisfaction and
emotional exhaustion in health care workers by M.E.L. Iglesias and R.B. de Bengoa
Vallejo (2013).
5. Conclusion
Analyzing modern research, we can distinguish three conditions (factors) of the
presence or absence of professional burnout: the personal factor (the feeling of personal
importance at work, possibility of professional advancement, autonomy, and level of
control by the management); the role factor (a conflict of roles and role uncertainty, as
well as professional situations in which joint actions of employees are largely
uncoordinated); the organizational factor (unclear functional relationships between
employees, the style of management that does not allow for independence).
The profession of a social worker, which implies direct contact with people in a
difficult life situation, defined by personal or social problems, is evidently one of the most
conducive to the development of professional burnout syndrome. Low pay grade in
combination with considerable emotional load serve as factors that contribute to the
professional disorganization of a worker. Nevertheless, the study finds that in the specific
conditions of the Russian province, the general characteristic of social workers assumes
not only the desire to continue working in the chosen specialty but also quite a low
percentage of people showing high levels of professional burnout compared to previous
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
146
studies. The latter statement, however, does not negate the challenges of the job duties
of social workers or the problems associated with the organization of their work in Russia.
Interpretation of even that relatively small amount of data gathered and systematized
in the present study remains ambiguous and requires further work to develop consistent
language for describing the profession and personality of a social protection professional,
as well as the relationship between burnout and its individual components with the
efficiency of services provided and the perspectives of an individual within the
professional sphere.
Bibliographic references
• Bozek, B., Raeymaeckers, P., & Spooren, P. (2017). “Motivations to become a
master in social work: A typology of students”. European Journal of Social
Work, 20 (3), 409–421. http://dx.doi.org/10.1080/13691457.2017.1283587
• Bradley, J., & Sutherland, V. (1995). “Occupational stress in social services: A
comparison of social workers and home help staff”. British Journal of Social
Work, 25, 313–331.
• Burisch, M. (2014). Das Burnout-Syndrom. Theorie der inneren
Erschöpfung – Zahlreiche Fallbeispiele – Hilfen zur Selbsthilfe [The
Burnout Syndrome. Theory of inner exhaustion - Numerous case studies - Help
for self-help]. Berlin; Heidelberg: Springer-Verlag. https://doi.org/10.1007/978-
3-642-36255-2
• Chomaeva, G. A. (2018). “Osobennosti i faktory vozniknoveniia sindroma
“emotsionalnogo vygoraniia” u sotsialnykh rabotnikov” [“Specific features and
factors of “emotional burnout” syndrome in social workers”]. Problems of
Modern Pedagogical Education, 58–3, 365–368.
• Christie, A., & Kruk, E. (1998). “Choosing to become a social worker: Motives,
incentives, concerns and disincentives”. Social Work Education, 17 (1), 21–34.
http://dx.doi.org/10.1080/02615479811220031
• Federal State Statistics Service (2020). Rabochaia sila, zaniatost i
bezrabotitsa v Rossii (po rezultatam vyborochnykh obsledovanii
rabochei sily). 2020 Statisticheskii sbornik [Labor force, employment and
unemployment in Russia (based on the results of sample labor force surveys).
2020 Statistical digest]. Moscow: Rosstat, pp. 145.
• Fisher, E. A. (2009). “Motivation and leadership in social work management: A
review of theories and related studies”. Administration in Social Work, 33 (4),
347–367. https://doi.org/10.1080/03643100902769160
• Freudenberger, H. J., & Richelson, G. (1980). Burn-out. The high cost of high
achievement. Garden City: Anchor Press.
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
147
• Gomez-Garcıa, R., Alonso-Sangregorio, M., & Llamazares-Sanchez, M. L. (2020).
“Burnout in social workers and socio-demographic factors”. Journal of Social
Work, 20 (4), 463–482.
• Gomez-Garcıa, R., Bayon-Calvo, S., & Lucas-Garcıa, J. (2021). “The relationship
between burnout and job satisfaction in a sample of Spanish social workers”.
British Journal of Social Work, 15 (8), 3115–3134.
https://doi.org/10.1093/bjsw/bcaa150
• Hussein, S. (2018). “Work engagement, burnout and personal accomplishments
among social workers: A comparison between those working in children and
adults’ services in England”. Administration and Policy in Mental Health and
Mental Health Services Research, 45, 911–923.
https://doi.org/10.1007/s10488-018-0872-z
• Iglesias, M. E. L., & de Bengoa Vallejo, R. B. (2013). “Prevalence and relationship
between burnout, job satisfaction, stress, and clinical manifestations in Spanish
critical care nurses”. Dimensions of Critical Care Nursing, 32, 130–137.
https://doi.org/10.1097/DCC.0b013e31828647fc
• Jahrami, H., Thomas, A., Saif, Z., Peralta, F., Hubail, S., Panchasharam, G., &
AlTajer, M. (2013). “The relationship between burnout and job satisfaction among
mental health workers in the psychiatric hospital, Bahrain”. The Arab Journal
of Psychiatry, 24, 69–76. https://doi.org/10.12816/0000101
• Kienko, T. S. (2016). “Organizatsionnye faktory professionalnogo vygoraniia
sotsialnykh rabotnikov munitsipalnykh uchrezhdenii sotsialnogo obsluzhivaniia”
[“Organizational factors of professional burnout among social workers of
municipal social service institutions”]. Perm University Herald. Series
“Philosophy. Psychology. Sociology”, 3 (27), 153–160.
• Kim, H., & Stoner, M. (2008). “Burnout and turnover intention among social
workers: Effects of role stress, job autonomy and social support”.
Administration in Social Work, 32 (3), 5–25.
https://doi.org/10.1080/03643100801922357
• Lauderdale, M. (1981). Burnout. Austin: Learning Concepts.
• Liedgren, P. L., & Elvhage, G. V. (2015). “Social work of the future: Motives and
expectations among social work students in Sweden”. International Journal of
Social Science Studies, 3 (6), 121–129.
http://dx.doi.org/10.11114/ijsss.v3i6.1139
• Lizano, E. L. (2015). “Examining the impact of job burnout on the health and
well-being of human service workers: A systematic review and synthesis”.
Human Service Organizations: Management, Leadership & Governance,
39 (3), 167–181. https://doi.org/10.1080/23303131.2015.1014122
• Lloyd, C., King, R., & Chenoweth, L. (2002). “Social work, stress and burnout: A
review”. Journal of Mental Health, 11 (3), 255–265.
Aleksandrovna y Yevgenyevich K / Factores socio-psicológicos que afectan al desgaste profesional de los
trabajadores sociales
148
• Maher, E. A. (1983). “Burnout and commitment: A theoretical alternative”.
Personnel and Guidance Journal, 61, 390–393.
• Maslach, C. (2015). Burnout, Psychology of. In: Wright, J. D. (Ed.) International
encyclopedia of the social & behavioral sciences (pp. 929–932). Elsevier
Science.
• Maslach, C., & Jackson, S.E. (1986). Maslach Burnout Inventory. 2nd Ed. Palo
Alto: Consulting Psychologists Press.
• Maslach, C., & Leiter, M. P. (1997). The truth about burnout. How
organizations cause personal stress and what to do about it. San
Francisco: Jossey-Bass.
• Morse, G., Salyers, M. P., Rollins, A. L., Monroe-DeVita, M., & Pfahler, C. (2012).
“Burnout in mental health services: A review of the problem and its remediation”.
Administration and Policy in Mental Health and Mental Health Services
Research, 39 (5), 341–52.
• Poulsen, I. (2009). Burnoutprävention im Berufsfeld Soziale Arbeit.
Perspektiven zur Selbstfürsorge von Fachkräften [Burnout prevention in the
social work profession. Perspectives on self-care by professionals]. Wiesbaden:
VS Verlag für Sozialwissenschaften.
• Rackauskiene, S., Kasnauskiene, J., & Virbalienė, A. (2013). “The social workers
intrinsic and extrinsic motives to work social work”. International Journal of
Psychology and Behavioral Sciences, 3 (3), 63–69.
• Savaya, R., Levin, L., & Roziner, I. (2021). “Social workers in Israel: Daily
stressors, work benefits, burnout and well-being”. The British Journal of Social
Work, 51 (1), 318–339. https://doi.org/10.1093/bjsw/bcaa087
• Schaufeli, W. B., & Van Dierendonck, D. (1995). “A cautionary note about the
crossnational and clinical validity of cut-off points for the Maslach Burnout
Inventory”. Psychological Reports, 76 (3), 1083–1090.
https://doi.org/10.2466/pr0.1995.76.3c.1083
• Siegrist, J. (1996). “Adverse health effects of high effort – low reward conditions”.
Journal of Occupational Health Psychology, 1, 27–41.
• Travis, D. J., Lizano, E. L., & Mor Barak, M. E. (2016). “‘I'm so stressed!’: A
longitudinal model of stress, burnout and engagement among social workers in
child welfare settings”. The British Journal of Social Work, 46 (4), 1076–
1095. https://doi.org/10.1093/bjsw/bct205
• Vodopianova, N. E., & Starchenkova, E. S. (2005). Sindrom vygoraniia:
Diagnostika i profilaktika [Burnout syndrome: Diagnosis and prevention].
Saint Petersburg: “Piter”, pp. 336.
• Vodopianova, N. E., Starchenkova, E. S., & Nasledov, A. D. (2013).
“Standartizirovannyi oprosnik “professionalnoe vygoranie” dlia spetsialistov
Interacción y Perspectiva. Revista de Trabajo Social Vol. 12 No 2 / julio-diciembre, 2022
149
sotsionomicheskikh professii” [“Standardized questionnaire “professional
burnout” for specialists in socionomic professions”]. Vestnik of St. Petersburg
State University. Series 12. Psychology. Sociology. Pedagogy, 4, 17–27.
