The current study tests the Job Demands-Resources model for physicians (N = 350) from fourteen different organizations in the Netherlands. Understanding which job demands influence burnout...Show moreThe current study tests the Job Demands-Resources model for physicians (N = 350) from fourteen different organizations in the Netherlands. Understanding which job demands influence burnout complaints and which job resources moderate these negative effects can help reduce burnout in physicians. This study also compares the three largest occupational groups in the sample (municipal health care doctors, psychiatry, hospital physicians) on the experienced job demands and resources. All participants filled out several validated questionnaires (including the Burnout Assessment Tool) about their job demands, job resources and burnout symptoms. Regression analyses revealed time pressure and work-family conflict as significant predictors. There was a negative effect of the job resources developmental opportunities, role clarity, and internal communication on burnout. A moderation analysis revealed a moderating relationship between staff availability and work-family conflicts: when there was less staff, and high work-family conflict, burnout complaints were highest. Surprisingly, the analysis also revealed that high appreciation and high time pressure led to higher burnout complaints. The occupational subgroups were analyzed using a multivariate analysis of variance. They did not differ in burnout levels, but out of the three groups, hospital physicians experienced the most demands and fewest resources. Job demands and resources differ per subgroup, but have the same effect on burnout. Future research should investigate the role of resources in regard to work engagement and the role of high appreciation on burnout complaints. Interventions increasing job resources and decreasing job demands should be developed to improve physician wellbeing.Show less
