Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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these strengths can be applied to other areas of the workplace (i.e. by developing an intervention strategy, all via
the use of positivity and positively framed discourse.
A final justification for the use of the MSIT alongside an AI methodology is that the second-order CFA as
conducted by Edwards et al. (2008) found that it can also be utilised as an overall measure of stress in the
workplace. This, in addition to the strong reliability coefficients gained by both Edwards et al. (2008) and Cousins
et al. (2004) showing that there is very little change in the scale over time, means it can be used in order to
adequately assess the changes in an organisation over an extended period of time.
2b) Maslach Burnout Inventory – General Scale (MBI-GS)
Burnout has been spoken about previously in Chapter III Section 1b.4.3 as one of the many potential
outcomes related to exposure to chronic stress in the workplace. When investigating burnout, the authors who
conceptualised the idea assumed that in particular the emotional demands placed upon employees who work with
troubled, suffering or unmotivated recipients were most likely to experience burnout (e.g. Freudenberger, 1974;
Maslach, 1982). Therefore the original concept was designed to assess burnout particularly among those
professionals who interact intensely and frequently with such recipients, for example nurses, counsellors, social
workers (Schutte et al., 2000).
As such Maslach (1993, pp. 20) originally defined burnout as “a psychological syndrome of emotional
exhaustion, depersonalisation, and reduced personal accomplishment among individuals who work with other