Do burned-out and work-engaged employees differ in the functioning of the hypothalamic-pituitary-adrenal axis?
Do burned-out and work-engaged employees differ in the functioning of the hypothalamic-pituitary-adrenal axis?
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DOI：
10.5271/sjweh.1029
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发表时间：
2006-10-01
影响因子：
6.3
通讯作者：
van Doornen, Lorenz J. P.
中科院分区：
文献类型：
--
作者：
Langelaan, Saar;Bakker, Arnold B.;van Doornen, Lorenz J. P.
目的本研究的主要目的是探讨29个倦怠，33个工作从事，和26个健康的参考经理之间的下丘脑-垂体-肾上腺（HPA）轴的功能的差异，确定与Maslach倦怠库存一般Survey和乌得勒支工作Engagement Scale.Methods所有的经理都受雇于一家大型荷兰电信公司。唾液皮质醇采样连续三个工作日和一个非工作日，以确定皮质醇觉醒反应。唾液脱氢表雄酮硫酸盐（DHEAS），一个皮质醇平衡产品的HPA轴，测量了这些天1小时后，经理人醒来。结果早晨皮质醇水平在工作日高于非工作日，但这一效应在三组间无显著性差异。倦怠组、工作组和参照组在皮质醇和DHEAS水平、皮质醇觉醒反应的斜率以及皮质醇：DHEAS比率方面没有差异。工作参与组表现出更强的皮质醇抑制地塞米松抑制试验比其他两组，这一发现表明更高的反馈灵敏度之间的工作参与manager.Conclusions倦怠和工作参与经理只有轻微不同HPA轴功能。
Objectives The central aim of the present study was to examine differences in the functioning of the hypothalamic-pituitary-adrenal (HPA) axis between 29 burned-out, 33 work-engaged, and 26 healthy reference managers, as identified with the Maslach Burnout Inventory-General Survey and the Utrecht Work Engagement Scale.Methods All of the managers were employed in a large Dutch telecommunications company. Salivary cortisol was sampled on three consecutive workdays and one nonworkday to determine the cortisol awakening response. Salivary dehydroepiandrosterone-sulfate (DHEAS), a cortisol counterbalancing product of the HPA axis, was measured on these days I hour after managers awakened. The dexamethasone suppression test was used to investigate the feedback sensitivity of the HPA axis.Results The morning cortisol levels were higher on the workdays than on the nonworkday, but this effect did not differ between the three groups. The burned-out, work-engaged, and reference groups did not differ in the cortisol and DHEAS levels, the slope of the cortisol awakening response, and the cortisol: DHEAS ratio. The work-engaged group showed a stronger cortisol suppression in response to the dexamethasone suppression test than the other two groups, the finding suggesting higher feedback sensitivity among work-engaged managers.Conclusions Burned-out and work-engaged managers only differ marginally in HPA-axis functioning.