Síndrome de Burnout e engajamento no trabalho: percepção dos servidores de uma instituição pública de ensino

Abstract

Burnout Syndrome is the physical and mental exhaustion that leads the worker to illness. In contrast, Engagement at Work is a positive emotional state of energy, enthusiasm, and pleasure in relation to work. In this perspective, it is assumed that these two states can be experienced and perceived in different ways by the servants of the Federal University of Santa Maria. Therefore, this study aims to analyze the perception of the employees of a public educational institution in relation to the dimensions of Burnout Syndrome and aspects of Engagement at Work. For that, a descriptive, qualitative and quantitative survey was carried out, with a survey, to the total of 1,511 respondent servers. They were applied to them, the research protocol consists of three parts: demographic data and professional partner, the Maslach Burnout Inventory (MBI-GS) from Tamayo (2002) and the Utrecht Work Engagement Scale (UWES), from Angst, Benevides-Pereira and Porto-Martins (2009). Data analysis was performed through descriptive statistics, scales standardization, Pearson correlation, correspondence analysis and content analysis. Regarding the general characterization of the sample profile, it is predominantly female (55.33%), aged 31-40 years (33.62%) and doctoral level (32.36%). Among them, (63.20%) are Administrative Technicians in Education and (36.80%) are Teachers who have up to 10 years of service time (58.84%), do not hold a leadership role (78.09%), Worked 40 hours a week (66.58%), did not take vacations during the last 60 days (80.87%) and said they enjoyed their work (92.72%). When analyzing the reliability of the scales, we found α of 0.717 for the MBI-GS scale, considered an acceptable index and α of 0.948 for the UWES scale, which is an excellent index. In the identification of the possible incidence of Burnout Syndrome and Work Engagement in Servers, we find average indices of (2.96) for Emotional Exhaustion, (2.25) for Depersonalization and (5.01) for Personal Involvement in Work, in which the latter corroborates the high average rates found in aspects of Engagement at Work that were (4.57) for Vigor, (4.63) for Dedication and (4.41) for Absorption. Pearson's parametric correlation test investigated the relationship between Engagement at Work (VI, DE and AB) and Burnout Syndrome (EE, DP and EPT), where strong and positive correlations were found for all Aspects of Engagement at Work (VI, r = 0.9472), (DE, r = 0.9454) and (AB, r = 0.9341). For the dimensions of Burnout Syndrome, a strong and positive correlation was found for (EE; r = 0.8807) and moderate and negative correlation for (DP; r = 0.5823), and the dimension (EPT; r = -0.0372) presented a non-significant correlation, that is, null, indicating that this dimension does not contribute to the formation of Burnout Syndrome in the servers surveyed. Concerning the association between Engagement at Work and the dimensions of Burnout Syndrome, we found: (EE; r = -0.4632) moderate and negative, (DP; r = -0.5986) moderate and negative and (EPT; r = 0.7076) strong and positive. Thus, considering that the EPT association reached a strong and positive correlation, the associations of this dimension with the Engagement at Work (EPT and VI; r = 0.6933) (EPT and DE; r = 0.6973) and (EPT and AB, r = 0.6161) are also considered strong and positive, indicating that this dimension has a strong connection with the Vigor, Dedication and Absorption aspects of the servers and with the Work Engagement itself (r = 0.7076 ). In view of this, the contribution of this EPT dimension to the UWES scale is perceived, suggesting the elaboration of a new scale of Engagement at Work that includes this dimension. The correspondence analysis showed that there is an association for the MEDIUM Burnout Syndrome and HIGH Engagement at Work, as well as HIGH Burnout Syndrome for MEDIUM Engagement at work, indicating that the more engaged the servers are, the less predisposition to the development of the Syndrome will be. Finally, through the content analysis of the perceptions of the employees who stated that they did not like their work at UFSM, it was found that the main reasons are related to academic training, sector, position and / or functions, as well as bureaucratic issues of the Institution.