A test of the job demands-control and person-environment fit models of occupational stress as predictors of burnout in human service workers

The primary purpose of this study is to apply Karasek's (1979) Job Demands-Control model to burnout. Second, the importance of supportive social relationships is evaluated. Third, P-E fit's prediction that "goodness of fit" between characteristics of the person and the job influence strain, is evaluated. Finally, a more refined analysis is made of the component parts of demands and control.; The sample represented workers from employment and guidance services. Of 304 staff, 188 participated. Subjects completed the Job Content Survey (Karasek, 1985). However, in addition to evaluating actual job characteristics, they also indicated how they preferred them to be. This enabled P-E fit to be assessed. Three sources of support were examined: supervisor; coworkers; and others (House, 1981a). Burnout was evaluated by the Maslach Burnout Inventory (Maslach & Jackson, 1986).; Findings. (1) Karasek's model was partially supported. The highest degree of burnout was reported by respondents with high demands and low control. However, this finding was due to the combined additive effects of demands and control, and not to the excess of demands over control. (2) Skill discretion was related to burnout, but decision authority was not. (3) Supervisor support was associated with emotional exhaustion and depersonalization; co-worker support was associated with personal accomplishment. (4) Emotional exhaustion was more likely to be reported by younger, more educated workers with high demands, low skill discretion, and low supervisor support. (5) Depersonalization was also best predicted by education, age, job demands, skill discretion, and supervisor support. (6) Job demands were not associated with personal accomplishment. Those with reduced accomplishment had less education, low skill discretion and low co-worker support. (7) Fit on skill discretion explained significantly more variance in personal accomplishment beyond the actual level, but not in emotional exhaustion, or depersonalization. (8) Demands associated with having an excessive amount of work were more strongly related to burnout than number of clients and hours in direct contact. (9) Influence over one's own work activities were more strongly associated with burnout than influence over organizational policy.; Conclusions. Stressors within the work environment are the major contributing factors to burnout, as opposed to "goodness of fit."...