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Introduction
Traditionally, burnout is defined as a three-dimensional syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment (Maslach et al. 2001). It is measured using the Maslach Burnout Inventory (MBI; Maslach and Jackson 1981), which has been the measure of job burnout most widely used in the empirical literature (Schaufeli and Enzmann 1998). Although the concept of “burnout” was first introduced around three decades ago, it still provokes much debate.
This study is framed by the debate on the dimensionality of the burnout concept. Many researchers have questioned whether it is necessary to use all three of the MBI components: emotional exhaustion, depersonalization, and (lack of) personal accomplishment (Cox et al. 2005). For example, some authors have dropped personal accomplishment (Halbesleben and Demerouti 2005), while others have adhered to the original proposal but have argued that the last component should be reframed (Bresó et al. 2007). A recent new conceptualization of burnout redefines its three original dimensions in slightly broader terms to take account of the job itself, the purpose being to consider burnout levels in relation not only to working with recipients (as in the helping professions) but also to a person's work in general (i.e., cynicism; Maslach et al. 1996a).
The aim of this study is to contribute to this debate by analyzing the component of personal accomplishment and the mental distance established within work relationships (i.e., depersonalization) and towards the job as a whole (i.e., cynicism).
The conceptualization of burnout: traditional view and new direction
Emotional exhaustion (depletion or the draining of mental energy caused by interpersonal demands) is the dimension of burnout on which there is most agreement, and it is considered to be burnout's core dimension (Maslach et al. 2008). More specifically, it is considered to be the stress component of the syndrome, in that it consists of “feelings of being overextended and depleted of one's emotional and physical resources” (Halbesleben and Demerouti 2005, p. 208).
Depersonalization (negative or inappropriate attitudes toward recipients) is considered to be the attitudinal component of burnout (Maslach et al. 2001). Although depersonalization has been regarded as the other core component of burnout, together with emotional exhaustion (e.g., Green et al. 1991; Schaufeli and Buunk 2003), its validity has been questioned (Garden 1987; Iwanicki and...