Burnout-Prävention Unter Psychodynamischem Aspekt: Eine Untersuchung Von Möglichkeiten Der Nachhaltigen Betrieblichen Gesundheitsförderung
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F�r jedes komplexe Problem gibt es stets eine einfache L�sung. Und die ist falsch. George Bernard Shaw (1856-1950) Stressmanagement, Selbstmanagement, Mitarbeiter-Empowerment - mit der Konstruktion schneller, nahezu magisch anmutender L�sungen wird heute v- sucht, dem massiven Auftreten von Burnout-Prozessen in Unternehmen zu - gegnen. Burnout kann als ein Ph�nomen betrachtet werden, dessen Verbreitung in den letzten Jahren exponentiell zugenommen hat: Gem� einer von der Gewe- schaft der Privatangestellten durchgef�hrten Studie unter Angeh�rigen der Sozial- und Pflegeberufe (N = 825) sind in �sterreich rund eine Million Menschen stark bzw. sehr stark Burnout-gef�hrdet (vgl. Friedl 2006, S. 2). Es sind jedoch nicht nur im Sozialbereich t�tige Mitarbeiter, die ein erh�htes Bu- out-Risiko aufweisen. Vielmehr wird Burnout heute als universelles, in allen - rufsgruppen vorzufindendes Ph�nomen betrachtet (vgl. Maslach et al. 2001, S. 401). Es besteht eine Vielzahl an Theorien, die das Burnout-Syndrom aus unt- schiedlichsten Perspektiven beleuchten (vgl. Jerich 2006, S. 21). Vertreter von individuumszentrierten Burnout-Ans�tzen (vgl. z. B. Schaarschmidt & Fischer 2001) f�hren die Ursachen f�r das Ausbrennen vorwiegend auf eine d- funktionale Auseinandersetzung mit den Anforderungen der Arbeit zur�ck. Als Burnout-beg�nstigender Faktor wird dabei etwa ein passiv-resignativer - w�ltigungsstil erachtet (vgl. a. a. O., S. 17ff. ). Mitarbeiter, die nicht �ber die F�higkeit verf�gen, Probleme offensiv zu bew�ltigen und bei Misserfolgen rasch resignieren, neigen gem� den Autoren eher zum Ausbrennen als Mitarbeiter mit einem aktiven Bew�ltigungsverhalten, wie dies auch die Ergebnisse vorliegender empirischer Studien belegen (vgl. z. B. Barth 1992, S. 168; K�rner 2002, S.
Dr. Judith Schneglberger, M.Sc., promovierte in den Sozial- und Wirtschaftswissenschaften an der Johannes Kepler Universität Linz, studierte Psychotherapeutische Psychologie in Zürich und forscht im Bereich Burnout-Prävention und betrieblicher Gesundheitsförderung.
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