Burnout, Professional, Occupational Stress, Psychological Resilience, Self Efficacy
Conditions
Keywords
Burnout, Physiotherapists, Physical therapy, Occupational health, Psychosocial work environment, Resilience, Self-efficacy, Type A behaviour pattern, Turnover intention, Hierarchical regression
Brief summary
This cross-sectional descriptive study aims to identify the demographic, occupational, organisational and individual psychological factors that predict burnout among physiotherapists working in active clinical practice in Turkey. Using a four-block hierarchical multiple regression approach, the relative contribution of workload and role factors, organisational factors, psychological resilience, self-efficacy and Type A behaviour pattern to the three dimensions of burnout (emotional exhaustion, depersonalisation and personal accomplishment) will be quantified. Turnover intention is examined as a secondary dependent variable. Data are collected through an anonymous online survey distributed nationwide.
Interventions
None listed
Sponsors
Acibadem University
Study design
Observational model
COHORT
Time perspective
CROSS_SECTIONAL
Eligibility
Sex/Gender
ALL
Age
18 Years to No maximum
Healthy volunteers
Yes
Inclusion criteria
* Licensed physiotherapist in Turkey * Currently working in active clinical practice * Provides electronic informed consent
Exclusion criteria
* Not currently working in clinical practice * Incomplete questionnaire, defined as responding to less than 50 percent of the COPSOQ III items
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Burnout (Maslach Burnout Inventory, MBI) | Single assessment at enrollment (Day 1) | The MBI is a 22-item self-report instrument assessing burnout in three subscales: emotional exhaustion (9 items), depersonalisation (5 items) and personal accomplishment (8 items). Items are rated on a five-category frequency scale from 0 (never) to 4 (always). The personal accomplishment subscale is reverse scored, so that lower scores on that subscale indicate greater burnout; higher scores on emotional exhaustion and depersonalisation indicate greater burnout. Each subscale is analysed as a separate dependent variable. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Turnover intention (Mobley Turnover Intention Scale) | Single assessment at enrollment (Day 1) | A 3-item scale assessing intention to leave the current job across three dimensions: thinking of quitting, intention to search for alternative employment and probability of leaving. Items are rated on a 5-point Likert scale from 1 (strongly disagree) to 5 (strongly agree), giving a total score of 3 to 15. Higher scores indicate greater turnover intention. Used as a secondary dependent variable. |
| Psychosocial work environment (Copenhagen Psychosocial Questionnaire III, COPSOQ III) | Single assessment at enrollment (Day 1) | COPSOQ III comprises 87 items across 25 subscales. Each subscale is scored separately on a 0 to 100 scale, with 0 to 33 indicating low risk, 33 to 66 moderate risk and 66 to 100 high risk. Job satisfaction items use a 4-point Likert format and the remaining dimensions a 5-point Likert format. High scores on quantitative demands, emotional demands and role conflict are interpreted as risk factors, whereas high scores on the remaining subscales are interpreted as protective factors. Workload, role and organisational subscales serve as predictor blocks in the regression models. |
| Psychological resilience (Connor-Davidson Resilience Scale, CD-RISC-10) | Single assessment at enrollment (Day 1) | The 10-item short form of the Connor-Davidson Resilience Scale, assessing coping with adversity, adaptation to change, seeking social support and self-confidence over the past month. Items are rated from 0 (not true at all) to 4 (true nearly all the time), giving a total score of 0 to 40. Higher scores indicate greater resilience. There are no reverse-scored items. |
| General self-efficacy (Self-Efficacy Scale) | Single assessment at enrollment (Day 1) | A 17-item scale assessing general perceived self-efficacy in coping with everyday difficulties, maintaining goal-directed behaviour and dealing effectively with novel situations. Items are rated on a 5-point Likert scale from 1 to 5, giving a total score of 17 to 85, with higher scores indicating greater perceived self-efficacy. Eleven items are reverse worded and are reverse coded before analysis. |
| Type A behaviour pattern (Bortner Rating Scale, short form) | Single assessment at enrollment (Day 1) | A bipolar 7-item scale based on the Type A and Type B personality model. For each item a value between 1 and 8 is selected, with the left pole representing Type B (calm, less competitive) and the right pole Type A (hurried, highly competitive) characteristics. The raw total is multiplied by three to obtain the final score, ranging from 21 to 168; scores of 100 and above indicate Type A and scores below 100 indicate Type B characteristics. |
Countries
Turkey (Türkiye)
Contacts
CONTACTHasan Gercek, PhD
CONTACTNuray Alaca, PhD
PRINCIPAL_INVESTIGATORHasan Gercek, PhD
Acibadem University
Outcome results
None listed