A list of questions

1. The history of the study of the problems of emotional burnout in world psychology.
2. Model of emotional burnout V.V. Boyko Three-factor model of emotional burnout K. Maslach. Structural scheme mental state (according to V.A. Ganzen and V.N. Yurchenko)
3. Socio-psychological, organizational, personal determinants of emotional burnout.
4. Emotional burnout as a state and as a process. Emotional burnout in the light of the needs and interests of representatives of special-risk professions.
5. Possibilities of self-actualization and direction of career growth in a special-risk profession and its relationship with emotional burnout.
6. Organizational conditions for the prevention of emotional burnout in special-risk professions. Model of psychoprevention of burnout.
7. Methods for diagnosing emotional burnout in special-risk professions. Features of application and interpretation of the obtained results.
8. Personnel development and work with a personnel reserve as a form of work to prevent burnout among representatives of high-risk professions.

1. The history of the study of the problems of emotional burnout in world psychology.
The topic of burnout syndrome has been discussed in foreign scientific circles for about forty years and is associated with the name of an American psychiatrist. H. J. Freidenberger, who coined the term "burnout" in 1974. He defined it as a syndrome that includes symptoms of general physical fatigue and frustration in people of altruistic professions. "Burnout" was described by him as exhaustion, due to sharply inflated requirements for own resources and forces.
K. Maslach defined "burnout" as a loss of interest and caution in work. In 1984, K. Maslach and S. Jackson added emotional exhaustion, depersonalization, and a decrease in overall performance to these symptoms.
By 1982, over a thousand articles on burnout had been published in the English-language literature. But the studies were mostly descriptive. K. Maslach, one of the leading experts in the study of emotional burnout, wrote that the activities of specialists who belong to the “human-to-human” system are different, but the common thing between them is that they are all in close contact with people, which is very difficult to maintain for a long time
Currently, most researchers define burnout syndrome as “a state of emotional, mental and physical exhaustion that develops as a result of chronic unresolved stress in the workplace”
In the 80s of the twentieth century, "burnout" began to be investigated experimentally, using scientific research methods. A single agreement on the definition of "burnout" was adopted, standardized tools for its measurement were developed, which makes it possible to interpret knowledge about "burnout", plan and continue further research.
In the domestic literature, when studying the phenomenon of burnout, various terms were used: "emotional burnout", "emotional burnout", "burnout", "mental burnout" and "professional burnout. You can find information about "burnout" among people of professions such as "man-man", according to the classification of E.A Klimov. In domestic science, there are difficulties and disagreements in understanding the terminology of this phenomenon. Among a group of professionals, symptoms of physical fatigue and emotional exhaustion are found in response to the actions of a production stressor associated with interpersonal relationships.
One of the first in Russia to investigate the problem of "burnout" was V.V. Boyko. In his opinion, emotional burnout is an acquired functional stereotype of emotional behavior that allows a person to dose and economically spend energy resources. According to other authors, the process of “burnout” can also occur at certain stages of professional development and is often considered as a “disease of communication”. So, L.A. Kitaev-Smyk believes that "burnout" occurs as a result of mental overwork. He describes the manifestations of "burnout" as a muting of emotions, the disappearance of the sharpness of feelings and experiences, the emergence of conflicts with communication partners as a result of the transfer of irritation to others; loss of a person's ideas about the value of life, indifference.
In recent years, the problem of studying "burnout" as a phenomenon of negative influence professional activity on personality, attracted the active attention of domestic psychology (T.V. Formanyuk; V.E. Oreol; N.E. Vodopyanova and others).
However, despite a large number of theoretical and empirical studies, a unified approach to understanding the essence of "burnout", the mechanisms of its development and psychotherapy has not been developed. Therefore, it is necessary to consider the main existing approaches to "burnout" and its structure, the reason for its occurrence and the factors contributing to its occurrence. Like any disease, burnout is easier to prevent than to treat, so it is important to pay attention to the identification of factors contributing to the development of this phenomenon.

2. Model of emotional burnout V.V. Boyko Three-factor model of emotional burnout K. Maslach. Structural diagram of the mental state (according to V.A. Ganzen and V.N. Yurchenko).
Burnout Syndrome(English) Burnout) - a concept introduced into psychology by the American psychiatrist Freudenberger in 1974, manifested by increasing emotional exhaustion. It can entail personal changes in the sphere of communication with people (up to the development of deep cognitive distortions).
Emotional burnout syndrome (“emotional burnout”) is a specific type of professional deformation of persons who are forced to closely communicate with people during the performance of their duties.
Emotional burnout V. V. Boyko determines how a psychological defense mechanism developed by a person in the form of a complete or partial exclusion of emotions (lowering their energy) in response to psycho-traumatic effects.
For him, burnout is an acquired stereotype of emotional, most often professional, behavior, partly a functional stereotype that allows a person to dose and economically spend energy resources.
Thus, V.V. Boyko considers burnout itself to be constructive, and its consequences are dysfunctional, when “burnout” negatively affects the performance of professional activities and relationships with partners. At the same time, emotional burnout leads to professional deformation of the personality.
V. Boyko points out the following personal factors that contribute to the development of the burnout syndrome: a tendency to emotional coldness, a tendency to intense experience of negative circumstances of professional activity, weak motivation for emotional return in professional activity.
role factor. A relationship has been established between role conflict, role uncertainty and emotional burnout. Working in a situation of distributed responsibility limits the development of the emotional burnout syndrome, and with fuzzy or unevenly distributed responsibility for one's professional actions, this factor increases sharply even with a significantly low workload. Those professional situations contribute to the development of emotional burnout, in which joint efforts are not coordinated, there is no integration of actions, there is competition, while a successful result depends on coordinated actions.
organizational factor. The development of the syndrome of emotional burnout is associated with the presence of intense psycho-emotional activity: intensive communication, reinforcing it with emotions, intensive perception, processing and interpretation of the information received and decision-making. Another factor in the development of emotional burnout is a destabilizing organization of activities and an unfavorable psychological atmosphere. This is a fuzzy organization and planning of work, the lack of necessary funds, the presence of bureaucratic moments, many hours of work that has difficult to measure content, the presence of conflicts both in the “supervisor-subordinate” system and between colleagues.
There is another factor that determines the syndrome of emotional burnout - the presence of a psychologically difficult contingent that a professional in the field of communication has to deal with (severely ill patients, conflict buyers, "difficult" teenagers, etc.). Personal factor.
Three factor model(K. Maslach and S. Jackson). Burnout syndrome is a three-dimensional construct that includes emotional exhaustion, depersonalization, and a reduction in personal achievement. Emotional exhaustion is considered as the main component of emotional burnout and manifests itself in a reduced emotional background, indifference or emotional oversaturation.
The second component (depersonalization) affects the deformation of relationships with other people. In some cases, this may be an increase in dependence on others. In others, there is an increase in negativism, cynicism of attitudes and feelings towards recipients: patients, clients, etc.
The third component of emotional burnout - the reduction of personal achievements - can manifest itself either in a tendency to negatively evaluate oneself, underestimate one's professional achievements and successes, negativism in relation to official merits and opportunities, or in an underestimation of one's own dignity, limiting one's abilities, duties in relation to others.
Structural diagram of the mental state (according to V.A. Ganzen and V.N. Yurchenko)
The most general view on understanding the structure of the mental state is expressed by V. A. Ganzen and V. N. Yurchenko. They revealed such interrelationships between the characteristics of mental states as leveling, subjectivity - objectivity and the degree of generalization. Based on each of them, a corresponding substructure is formed. overall structure mental state of the individual.
The first substructure is hierarchical, according to V. A. Ganzen and V. N. Yurchenko, it consists of the following components: physiological level (includes neurophysiological characteristics, morphological and biochemical changes), psychophysiological level (vegetative reactions, changes in psychomotor, sensory), psychological level (changes in mental functions and mood), socio-psychological level (characteristics of behavior, activities and attitudes towards others). The second substructure of the state is the coordination one: here the characteristics of the component composition of the state are ordered on the basis of subjectivity-objectivity. The subjective include the characteristics of mental phenomena obtained by the subject in the process of self-observation. Objective characteristics are the result of external objective observation of the behavior and activities of the subject. The third substructure of mental states arranges the characteristics of their component composition according to the degree of generalization - general, special, individual. The full cycle of psychological research involves the identification of special characteristics in individual characteristics, and then general ones, i.e. disclosure of the third state substructure.

3. Socio-psychological, organizational, personal determinants of emotional burnout.
There are three main factors that play a significant role in the syndrome of emotional burnout - personal, role and organizational
personality factor. Studies have shown that variables such as age, marital status, experience of this work, do not affect emotional burnout. But women develop emotional exhaustion to a greater extent than men, they have no connection between motivation (satisfaction with pay) and the development of the syndrome, if there is a connection with the significance of work as a motive for activity, satisfaction with professional growth. Those who lack autonomy (“over-controlled personalities”) are more prone to “burnout”.
Psychologist Freudenberg describes the "burners" as sympathetic, humane, gentle, enthusiastic, idealistic, people-oriented, and - at the same time - unstable, introverted, obsessed with obsessions (fanatic), "fiery" and easily solidarize. Maher (Maxer E.) fills this list with "authoritarianism" (Authoritarian leadership style) and a low level of Empathy. V. Boyko points out the following personal factors that contribute to the development of the burnout syndrome: a tendency to emotional coldness, a tendency to intense experience of negative circumstances of professional activity, weak motivation for emotional return in professional activity.
role factor. A relationship has been established between role conflict, role uncertainty and emotional burnout. Working in a situation of distributed responsibility limits the development of the emotional burnout syndrome, and with fuzzy or unevenly distributed responsibility for one's professional actions, this factor increases sharply even with a significantly low workload. Those professional situations contribute to the development of emotional burnout, in which joint efforts are not coordinated, there is no integration of actions, there is competition, while a successful result depends on coordinated actions.
organizational factor. The development of the syndrome of emotional burnout is associated with the presence of intense psycho-emotional activity: intensive communication, reinforcing it with emotions, intensive perception, processing and interpretation of the information received and decision-making. Another factor in the development of emotional burnout is a destabilizing organization of activities and an unfavorable psychological atmosphere. This is a fuzzy organization and planning of work, the lack of necessary funds, the presence of bureaucratic moments, many hours of work that has difficult to measure content, the presence of conflicts both in the “supervisor-subordinate” system and between colleagues.
There is another factor that determines the syndrome of emotional burnout - the presence of a psychologically difficult contingent that a professional in the field of communication has to deal with (severely ill patients, conflict buyers, "difficult" teenagers, etc.).

4. Emotional burnout as a state and as a process. Emotional burnout in the light of the needs and interests of representatives of special-risk professions.
The word "burnout" (in English burnout) at the moment in medicine denotes the conditions that occur in a person when he gives too much energy for a long period of time without replenishing the depleted reserves of resources. Modern researchers emphasize that emotional burnout can be the cause of the development of chronic fatigue syndrome.
Manifestations of burnout syndrome
Scientists distinguish three main groups of manifestations of this condition:
Emotional exhaustion (which refers to the feeling of emotional emptiness, fatigue caused by doing professional duties).
Depersonalization (feeling of detachment, coldness, irritation in relation to the objects of one's activity - patients, clients, students, etc.). It is obvious that sooner or later this attitude can lead to conflicts.
Reduction of professional achievements (feeling of one's own incompetence in the professional field, underestimation of one's professional success).
Emotional burnout does not come suddenly, suddenly. It accumulates gradually, manifesting itself with certain symptoms.
The “harbinger” of emotional burnout is usually increased activity, labor enthusiasm, work “for wear and tear”. Of course, in order to burn out, a person must burn. Without combustion, there is no burnout. However, I want to tell the readers of MirSovetov that the point is not in labor enthusiasm in itself, but in the energy charge that a person receives. With high-quality energy supply, you can show labor enthusiasm for years, and at the same time not feel emotional burnout.
Emotional burnout does not occur at the moment of overload, but at the moment when overload takes the form of chronic stress, when a gap appears between the requirements at work or in the family and a person’s own resources. Or in a situation of chronic conflict that drains human resources.
After high activity comes a period of fatigue and exhaustion. There is a decrease in activity, the first sign of which is often a reluctance to go to work. Especially after the weekend. At work, such “burnout” employees try to minimize their work responsibilities. The nurse dismisses the complaints of patients, the manager sends the petitioner "through the authorities", the teacher does not notice that something is happening to his student. At this stage of burnout, the fulfillment of duties becomes formal, the statements “tired already”, “every day the same thing” appear. And this is about people whose help is included in the duties of a specialist. If circumstances do not allow to reduce work to a minimum, the “burnout” employee minimizes communication with loved ones or household chores.
With a decrease in work activity, an employee, of course, has to give up career advancement, professional creativity and professional growth. Significant goals are being abandoned. The teacher refuses to introduce new pedagogical technologies that he was previously passionate about, the doctor leaves research activities, the manager ceases to seek career advancement.

Dissatisfaction with professional activities and life in general leads in some cases to depression, in others to aggression. In the case of depression, a person blames himself for professional and personal failures: “I couldn’t. As always, I failed. I'm good for nothing." With the predominance of aggressive reactions, others are blamed - bosses, colleagues, relatives.
Psychosomatic manifestations appear already at the initial stages of emotional burnout. Anxiety and dissatisfaction lead to a decrease in the overall resistance of the body. Stress leads to high blood pressure and other somatic diseases that are closely related to the mental state.
In the stages of decline and despair, the specialist is less and less able to satisfy professional requirements. Activity becomes stereotypical, professional dissatisfaction spreads to other areas of life - family, friendships. Hobbies and hobbies disappear, a person ceases to be touched by art and the beauty of nature. At these stages, emotional burnout turns into a chronic condition and is very difficult to correct.
As a result of "burning out" a person loses mental energy, he develops psychosomatic fatigue (exhaustion), emotional exhaustion ("exhaustion of resources"), unmotivated anxiety, anxiety, irritability appear, autonomic disorders occur, self-esteem decreases, awareness of the meaning of one's own professional activity is lost.

5. Possibilities of self-actualization and direction of career growth in a special-risk profession and its relationship with emotional burnout.
Emotional burnout syndrome (BS) is a reaction of the body that occurs as a result of prolonged exposure to occupational stress of medium intensity. The WHO European Conference (2005) noted that work-related stress is an important problem for about one third of workers in the European Union and the cost of addressing mental health problems in this regard is on average 3-4% of gross national income .
The first work on this problem appeared in the United States. The American psychiatrist H.Frendenberger in 1974 described the phenomenon and gave it the name "burnout", to characterize the psychological state of healthy people who are in intensive and close communication with patients (clients) in an emotionally loaded atmosphere when providing professional assistance. Social psychologist K. Maslac (1976) defined this condition as a syndrome of physical and emotional exhaustion, including the development of negative self-esteem, negative attitude to work, loss of understanding and empathy towards clients or patients. Initially, CMEA meant a state of exhaustion with a sense of one's own uselessness. Later, the symptoms of this syndrome expanded significantly due to the psychosomatic component. Researchers increasingly associated the syndrome with psychosomatic well-being, referring it to pre-illness states. In the International Classification of Diseases (ICD-X), SEB is classified under Z73 - "Stress associated with difficulties in maintaining a normal lifestyle."
The prevalence of burnout syndrome
Among the professions in which SEB occurs most often (from 30 to 90% of employees), doctors, teachers, psychologists, social workers, rescuers, and law enforcement officers should be noted. Almost 80% of psychiatrists, psychotherapists, psychiatrists-narcologists have signs of burnout syndrome of varying severity; 7.8% - a pronounced syndrome leading to psychosomatic and psychovegetative disorders. According to other data, among counseling psychologists and psychotherapists, signs of EBS of varying severity are detected in 73% of cases; in 5%, a pronounced phase of exhaustion is determined, which is manifested by emotional exhaustion, psychosomatic and psychovegetative disorders.
Among the nurses of psychiatric departments, signs of EBS are found in 62.9% of the respondents. The phase of resistance dominates in the picture of the syndrome in 55.9%; a pronounced phase of "exhaustion" is determined in 8.8% of respondents aged 51-60 years and with more than 10 years of experience in psychiatry.
85% of social workers have some kind of burnout symptoms. The existing syndrome is observed in 19% of respondents, in the formation phase - in 66%.
According to British researchers, among general practitioners, a high level of anxiety is found in 41% of cases, clinically pronounced depression - in 26% of cases. A third of doctors use medications to correct emotional stress, the amount of alcohol consumed exceeds the average level. In a study conducted in our country, 26% of therapists had a high level of anxiety, and 37% had subclinical depression. Signs of EBS are detected in 61.8% of dentists, and in 8.1% - the syndrome is in the "exhaustion" phase.
SEB is found in a third of the employees of the penitentiary system who directly communicate with convicts, and in a third of law enforcement officers.
There is a close relationship between professional burnout and activity motivation. Burnout can lead to a decrease in professional motivation: hard work gradually turns into an empty occupation, apathy and even negativism appear in relation to one's duties, which are reduced to a minimum. Mental burnout is more prone to workaholics - those who work with high dedication, responsibility, setting a permanent work process. EBS is considered as the result of an unfavorable resolution of stress in the workplace, while it should be noted that professional specificity affects only a certain degree of stressfulness of individual factors. The relationship between occupational stress factors and burnout symptoms has been identified:

• Between the general (total) indicator of burnout and the characteristics of the work (the significance of the task, productivity, intentions to change jobs);
• Between depersonalization and indiscipline, poor relationships with family and friends;
• Between emotional exhaustion and psychosomatic illnesses, between personal achievements and attitude to professional duties, the significance of work, etc.

Self-actualization in modern psychology is understood as a special type of human activity aimed at self-improvement, the development of one's social and individual competence, the maximum possible use of one's potential for the benefit of society and oneself.
The concept of self-actualization first appeared in humanistic psychology. This term was introduced by Kurt Goldstein, who considered self-actualization as a fundamental process in every organism, which can have both positive and negative consequences for the individual. According to K. Goldstein, the organism is controlled by the tendency to actualize its individual abilities to the greatest extent possible. The main position of Goldstein's theory: the individual is motivated not by many, but by one main motive - self-actualization (self-realization). K. Rogers, in turn, believes that everyone has a desire to become as competent and capable as it is biologically possible for us. Just as a plant strives to be a healthy plant, just as a grain contains the desire to become a tree, so a person is encouraged to become a whole, complete, self-actualizing person.
One of the leading humanistic psychologists, Abraham Maslow, after analyzing the needs of a mentally healthy person, divided them into two groups. The first group is the basic physiological (for food, drink, etc.) and psychological (for security, love, recognition) needs. The second group is meta-needs, consisting of higher-level needs. They manifest our aspirations for knowledge, tendencies to growth and achievements (self-actualization). These needs are organized hierarchically, the highest of them is the need for self-actualization, the satisfaction of which is possible only if the basic needs are satisfied. We pay attention to beauty, truth, and the development of our possibilities when we are more or less satisfied and safe.
A person's desire for the fullest possible identification and development of his personal capabilities. In some areas of modern Western psychology, self-actualization is put forward (as opposed to behaviorism and Freudianism, which believe that the behavior of a person is driven by biological forces, and its meaning is to discharge the tension they create and adapt to the environment) as the main motivational factor. Genuine self-actualization presupposes the presence of favorable socio-historical conditions.
Self-actualization is the continuous realization of potential capabilities, abilities and talents, as the fulfillment of one’s mission, or calling, destiny, etc., as a more complete knowledge and, therefore, acceptance of one’s own original nature, as a relentless desire for unity, integration, or internal synergy of personality.
The problem of self-actualization was actively developed by A. Maslow. He believed that self-actualization is the highest human need, in accordance with the "pyramid of needs".
As the lower needs are satisfied, the needs of a higher level become more and more urgent, but this does not mean at all that the place of the previous need is occupied by a new one only when the former is fully satisfied. Also, the needs are not in an inseparable sequence and do not have fixed positions, as shown in the "pyramid of needs". This pattern takes place as the most stable, but for different people the mutual arrangement of needs may vary.
The activity of specialists in professions of special risk is accompanied by complexity, responsibility, danger, physical and mental stress and, as a result, an increase in the requirements for professional preparedness, abilities, motivation, stress resistance, which invariably affects the preservation of professional health.
The success and effectiveness of a specialist's activity depends on his ability to maintain a sense of stability and integrity in different situations and at different times, that is, on the resource of the individual. Obviously, a specialist who does not have an internal resource of resistance to negative influences can be "disabled" or completely lose the opportunity for his effective functioning. Providing a specialist with their own psychological safety can be considered as one of the main conditions for maintaining professional health, minimizing physical and mental injuries, and, in general, effectively completing the task.
A specialist in professions of special risk must have the knowledge, skills and abilities to preserve and restore the integrity of his body and mind in a given (including aggressive) environment, in accordance with his functionality, "Here and now". From here, the main directions of psychological support for the activities of specialists in professions of special risk are clearly distinguished: prevention of occupational deformation, removal of the consequences of overstrain in official and combat activities, suicide prevention, and, in general, maintaining professional health and longevity.
The key resource for maintaining psychological safety in the performance of the task is the ability of a specialist in certain signs to predict the course of development of events that have not yet unfolded, i.e. anticipation (foresight), the implementation of skills of advanced forms of behavior, which is a professionally important quality acquired as a result of special training.
The purposeful formation of this professionally important quality will allow a specialist who carries out activities in special and extreme conditions to act as disciplined as possible, ergonomically, reasonably, emotionally - stable, to choose appropriate security measures that ensure high reliability of professional activity, professional longevity and maximum life expectancy.
In modern conditions, the problem of a person's readiness for various types of activity (military, sports, labor, operator, etc.), as well as for the creative fulfillment of specific life, social (but, in essence) tasks, is of particular relevance among the problems of psychology. Note that often human activity takes place in changed, different from normal conditions. All this makes us raise the question of the readiness of a professional to work in special, and above all, in extreme conditions, in a new way. Conditions that place increased demands on a working person are called special conditions of activity.
These conditions include:

• Work in unique conditions associated with danger to life;
• High "cost" (responsibility) of decisions made;
• The complexity of the functions performed;
• Increasing the pace of activity;
• The monotony of work while waiting for a signal for emergency action (the so-called labor of waiting);
• Combination of actions with different goals in one activity (the so-called combined or bifurcated activity);
• Processing of large volumes and flows of information (the so-called information overload);
• Lack of time to perform the required actions;
• Complicated working environment factors, etc.

Special conditions of activity impose increased requirements on a working person, cause errors and disruptions in work, and adversely affect a person’s performance and state of health. These reasons led to the emergence of such disciplines as extreme psychology and the psychology of work in special conditions.
Special operating conditions are always associated with the impact of extreme factors or the occurrence of extreme situations. Depending on the degree of periodicity, frequency of their occurrence and duration, there are:

• Actually, the special conditions of activity that are valid for those situations where the activity is associated with episodic actions of extreme factors.
• Extreme conditions of activity (as an extreme form of special conditions) associated with the constant action of extreme factors.

For example, the activity of an astronaut or a pilot in flight is always carried out under extreme conditions, i.e., extreme factors constantly take place: weightlessness, overloads, sensory isolation, potential threat to life, etc. Moreover, these conditions persist almost constantly throughout the entire activity. A similar picture takes place in the activities of firefighters, military personnel, rescuers, rock climbers, etc. Extreme psychology is studying it.
However, the extreme nature of conditions or the presence of a certain probability of their occurrence is inherent not only to representatives of these professions. The work of a locomotive driver, a vehicle driver, a power system operator, an air traffic controller, etc., is carried out in conditions associated with the likelihood of emergency situations, lack of time, and a possible sharp change in functional states from monotonous and operational rest to stressful conditions. However, such situations do not constantly accompany the activities of these specialists, but arise only occasionally. The study of such activities is carried out by the psychology of labor in special conditions. Unfortunately, the exact quantitative measure that separates special conditions from extreme ones has not yet been determined in psychology.
Individual psychological characteristics of the subject of extreme activity (what it should be) according to Dergach:

• Strong personality
• With developed anticipation - the ability to accurately, far and reliably predict, anticipate the development of the situation.
• With a high level of self-regulation - the ability to manage one's condition, high performance, stress resistance, constant readiness for emergency actions, the ability to mobilize one's resources at the right time.
• Ability to make decisions, courage in making decisions, reliability of decisions, their timeliness and accuracy.
• Creativity is the ability to non-standard, but effectively solve professional problems
• High and adequate achievement motivation. At the same time, the motivation to avoid failures should not be zero, otherwise the decisions will be hasty and reckless.

Sobchek: such a quality as spontaneity should be expressed, which will manifest itself in high search activity, a tendency to make quick and independent decisions, the ability to "take risks"; aggressiveness - in the form of counteracting adverse circumstances, assertiveness, an aggressive form of activity. At the same time, anxiety should not be zero, otherwise there will be a tendency to rash risk.
Smirnov. Dolgopolova: the subject of activity must have a sufficient level of general intelligence (intellectual flexibility, general awareness, cognitive flexibility, practical thinking); a high level of personal stability (reliability, resistance to stress, self-confidence, responsibility, sociability, developed communication skills). Preferably people with a strong nervous system (they are calm when performing ordinary tasks, and under the influence of activation, the productivity of their activities increases); with a balanced nervous system - more enduring to extreme stress. Nervous processes must be mobile (for rapid adaptation). Particularly draws attention to the concept of personality reliability - this is the degree of expression of moral, volitional qualities, a sense of responsibility.
Emotional stability (aka stress resistance) characterizes whether a person is able to act without stress under the influence of psychogenic factors. It is defined:

• Anxiety - i.e. tendency to experience anxiety; with high anxiety, stress arises more easily, activity is disrupted faster and more pronounced.
• Strength and mobility of nervous processes
• Personal factors - the orientation of the personality, the motivational sphere, self-confidence.

There should be no signs of neuropsychic instability - a tendency to functional breakdowns of the nervous system during physical or mental stress (which occurs with accentuations, borderline states, mild mental retardation, alcoholism and drug addiction.

6. Organizational conditions for the prevention of emotional burnout in special-risk professions.
Model of psychoprevention of burnout.
The organizational factor of “burnout” may be associated with long hours of work that are not properly evaluated, have content that is difficult to measure, require exceptional productivity or appropriate preparation, or a mismatch between management methods and the content of the work. The administration can mitigate the development of “burnout” if it provides employees with the opportunity for professional growth, establishes supportive social and other positive aspects that increase motivation.
MAIN COMPONENTS OF ORGANIZATIONAL FACTORS

• Working conditions: the main emphasis in studying these factors was placed on the time parameters of activities and the amount of work. Increased workload stimulates the development of “emotional burnout”. Breaks in work have a positive effect and reduce the level of "emotional burnout", but this effect is temporary. The level of "emotional burnout" partially increases 3 days after returning to work and fully recovers after 3 weeks.
• Content of labor: quantitative and qualitative aspects of working with patients, i.e. the number, frequency of their service, the degree of depth of contact.
• Socio-psychological factors: relationships within the organization both vertically and horizontally.

The high workload of nurses, round-the-clock work with mandatory duty, the expectation of complications in the condition of patients require a high functional activity of the body and can be qualified as leading pathogenic professional factors. In addition, contact with dying patients has an aggravating effect on the health of workers, when a medical worker does not see the positive results of his efforts to save the patient and often feels his own powerlessness. As a result, cerebral disorders develop in the form of neurosis, somatovisceral disorders in the form of hypertension, angina pectoris, and ulcerative lesions of the gastrointestinal tract. Professional activity often has an adverse effect on the personality, leading to depression.
The greater the workload, the less the medical worker experiences pleasure from the very process of work. Exceeding the standard number of patients, a large amount of paperwork, low technical equipment of the workplace and a constant shortage medicines also contribute to the manifestations of fatigue and nervousness. Of the ergonomic factors, nurses often note eye strain, overload of the musculoskeletal system.
Occurred in recent times radical changes in society have an additional psychological burden on medical personnel, since they require better work in much more short time with economically limited provision of health care institutions. Innovation activity of a medical institution is aimed at the practical use of scientific and technical results and intellectual potential in order to expand the range of services provided, methods of their production, improve the quality of medical care and meet the needs of patients in high-quality medical services, and as a result, to optimize the health of the population. Most doctors working in innovative conditions have irregular working hours, overtime work associated with combining positions or additional professional work (training, development of new methods of diagnosis and treatment). The intensification of professional activity affects the state of health, contributing to an increase in the level of general morbidity and the prevalence of chronic pathology.
Low wages for nurses in a developmental setting market economy makes you work, often neglecting the time provided for rest to restore the physical and emotional balance of the body. Huge responsibility for the result of their activities - the life of the patient - leads to overstrain of individual organs and systems, the emergence of diseases.
The medical worker is within the framework of medical and economic standards, requirements for the volume of medical care and diagnostic interventions that he must perform in relation to the patient. However, health care financing does not correspond to this volume. In addition, the state of stress is facilitated by overloads associated with duty and labor intensity.
Medical personnel are at high occupational risk of contracting parenteral viral hepatitis, HIV infection, and tuberculosis. A medical worker is in constant contact with drugs and disinfectants, which creates the risk of allergic and toxic-chemical damage. Exposure to ionizing and non-ionizing radiation (radiation, ultrasound, laser) is a potential cause of cataracts and neoplasms.
Intensive work in adverse working conditions and with high wear and tear of equipment led to high detection rates and an increase in occupational morbidity among medical workers.
As factors contributing to the development of the syndrome of "emotional burnout", researchers name the feeling of social insecurity, uncertainty in socio-economic stability and other negative experiences associated with social injustice and lack of social support.

7. Methods for diagnosing emotional burnout in special-risk professions. Features of application and interpretation of the obtained results.
The topic of burnout syndrome has been discussed in foreign scientific circles for about forty years and is associated with the name of the American psychiatrist H. J. Freudenberger, who in 1974 introduced the term "burnout". He defined it as a syndrome that includes symptoms of general physical fatigue and frustration in people in altruistic professions. "Burnout" was described by him as exhaustion, due to sharply inflated demands on one's own resources and forces.
Christina Maslach (an American psychologist) defined "burnout" as a loss of interest and caution in work.
The main methods for diagnosing emotional burnout.
Methodology for diagnosing the level of emotional burnout Viktor Vasilievich Boyko (Doctor of Psychology).
According to the author of the methodology (V. V. Boyko), emotional burnout is a psychological defense mechanism developed by a person in the form of a complete or partial exclusion of emotions in response to psycho-traumatic effects.
The technique consists of 84 statements, to which the subject must express his attitude in the form of unambiguous answers “yes” or “no” and allows you to diagnose the leading symptoms of “emotional burnout” and determine which phase of stress development they belong to: “stress” (emotional state anxiety, anxiety, willingness to act, anxious expectation), "resistance", "exhaustion". Using the semantic content and quantitative indicators calculated for different phases of the formation of the "burnout" syndrome, it is possible to give a fairly voluminous characteristic of the personality, to assess the adequacy of the emotional response in conflict situation to outline individual measures.
"Voltage".- Experience of psychotraumatic circumstances; dissatisfaction with oneself; "Caged in a cage"; Anxiety and depression.
"Resistance".- Inadequate emotional selective response; Emotional and moral disorientation; Expansion of the sphere of economy of emotions; Reduction of professional duties.
"Exhaustion".- Emotional deficit; emotional detachment; Personal detachment (depersonalization); Psychosomatic and psychovegetative disorders.
Questionnaire "Professional burnout" (Maslach Burnout Inventory, MBI). Modified by Natalia Evgenievna Vodopyanova (PhD in Psychology), Elena Stanislavovna Starchenkova (PhD in Psychology). Designed to assess the symptoms of burnout in representatives of socionomic professions (“human-to-human”, imply constant work with people).
Burnout is understood as a professional crisis related to work in general, and not just to interpersonal relationships. This understanding subjected def. modification and understanding of its main. components: emotional exhaustion, cynicism, professional efficiency. Russian version of the questionnaire"Burnout Syndrome" treats the syndrome burnout in a professional context, i.e. as a consequence of exposure to occupational stressors. The methodology consists of 22 questions. Responses are scored on a 7-point measurement scale and range from "never" (0 points) to "always" (6 points). The presence of a high level of burnout is evidenced by high scores on the subscales of emotional exhaustion and depersonalization and low scores on the scale of "professional efficiency" (reduction of personal achievements). Accordingly, the lower a person evaluates his capabilities and achievements, the less satisfied with self-realization in the professional sphere, the more pronounced the burnout syndrome. When diagnosing burnout, one should take into account the specific values ​​of subscales (factors), which have age and gender characteristics. For example, some degree of emotional exhaustion can be considered normal. age-related change, and def. the level of depersonalization is a necessary mechanism of psychol. protection for a number of social (or communicative) professions in the process of professional adaptation. When analyzing individual indicators on the “professional efficiency” scale, one should take into account the age and stage of a person’s development in the profession. The initial period of professional adaptation is inevitably associated with the realization by a young specialist of some insufficiency of his knowledge and skills to the requirements practical activities. This, of course, causes def. tension (psychol. stress) in working situations of professional activity. If this phenomenon is not taken into account, one can mistakenly interpret low scores on the "personal achievements" scale in novice specialists as symptoms of burnout. For established professionals at the stage of maturity and late maturity, low scores on the “professional effectiveness” scale often indicate a reduced self-esteem of the results actually achieved and a secondary decrease in productivity due to a change in attitude to work. When studying the dynamics of burnout, it is necessary to take into account both specific values ​​for all 3 subscales, and their relationship. Developed several. questionnaire options designed for decomp. groups of professions, "key" and average age values ​​for the Russian sample, allowing to determine the personal characteristics of burnout. The PV questionnaire has sufficient psychometric properties. The conducted studies confirmed the reliability and validity of the Russian version of the Professional Burnout Questionnaire. The data obtained can be considered as stable - representative of the general population, and can serve as the basis for determining test norms for social workers. The results of the study (assessment) of conceptual, content, internal, constructive, convergent, empirical validity confirm the possibility of using this technique to measure the burnout syndrome.

8. Personnel development and work with a personnel reserve as a form of work to prevent emotional burnout among representatives of high-risk professions.

Staff development is one of the most important areas of activity in personnel management and factors for the successful activity of a specialist.
Personnel development means a set of measures aimed at improving the skills and improving the psychological characteristics of employees. This covers primarily:

• Education, which in the form of general and vocational education provides the necessary knowledge, skills and experience;
• Advanced training, the task of which is to improve professional knowledge and skills;
• Retraining, which, in fact, gives a second education. It refers to any professional reorientation. Purpose of retraining is to give employees the opportunity to learn a new specialty for them.

Personnel reserve- this is a group of managers and specialists with the ability to manage activities that meet the requirements for a position of one rank or another, who have been selected and have undergone systematic targeted qualification training.
Stages of working with a reserve:

• Stage 1. Analysis of the need for a reserve
• Stage 2. Formation and compilation of the reserve list.
• Stage 3. Preparation of candidates.

To form a reserve, as a rule, it is not enough to select employees capable of promotion - it is important to properly prepare them for the position and organize promotion.

Characteristics of the psychological state of the police officers of the penitentiary system. Consideration of the features of professional burnout. Conducting observations and interviews. Diagnosis of anxiety, uncontrollable emotional excitability, avoidance of failures.

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MINISTRY OF EDUCATION AND SCIENCE OF THE RUSSIAN FEDERATION

VOLZHSKIAN HUMANITARIAN INSTITUTE (BRANCH)

FEDERAL STATE AUTONOMOUS EDUCATIONAL INSTITUTION FOR PROFESSIONAL EDUCATION

"VOLGOGRAD STATE UNIVERSITY"

FACULTY OF LAW

Department of Psychology and Physical Education

FINAL QUALIFICATION WORK

specialty: "Psychology"

Features of professional "burnout"employeesFSIN(on the example of employeesFSING.Astrakhan)

Student:

Lupaev Dmitry Gennadievich

Supervisor:

Makarenko Oleg Nikolaevich

PhD in Law, Associate Professor

Volzhsky 2016

INTRODUCTION

CHAPTER 1. THEORETICAL ASPECTS OF THE PROBLEM OF PROFESSIONAL BURNOUT

1.1 The main theoretical approaches to the study of professional burnout in foreign and domestic psychology

1.2 Features of the problem of professional burnout of employees of the Federal Penitentiary Service

1.3 Conclusions from Chapter 1

Chapter 2

2.1 Organization of the study, rationale for the choice of research methods

2.2 Analysis and interpretation of the results

2.3 Conclusions from chapter 2

CONCLUSION

LIST OF USED LITERATURE

APPS

INTRODUCTION

Relevance. As you know, any professional activity leaves its noticeable imprint on the character of a person. The specifics of the professional activities of security officials, in particular, law enforcement and law enforcement activities, the complexity of the conditions for its implementation, psycho-emotional and physical overload contribute to the relatively rapid development of professional burnout of an employee of the Federal Penitentiary Service. Undoubtedly, intrapersonal changes that occur with a person are reflected in his actions, communication style, preferences, behavior in general in the service and at home.

The study of professional burnout of employees of the Federal Penitentiary Service is relevant, since many employees are faced with the problem of a decline in activity at work. Seeking a promotion isn't always the right thing to do organized work with the team and the special contingent (convicted, under investigation, escorted), the performance of tasks that are not characteristic of the position held, which take a lot of time and effort, sooner or later begin to affect performance. People start to "burn out" and then a state of emotional, mental, and physical exhaustion sets in as a result of unresolved stress in the workplace. People who are in constant stress, anxiety, cannot interact positively with colleagues and representatives of third-party organizations, and carry out activities to work with a special contingent.

The problem of professional burnout has become the subject of scientific analysis thanks to numerous studies by foreign psychologists. It has not lost its relevance even today, as evidenced by the large number of publications on this topic.

Object of study: the identity of law enforcement officers (on the example of the activities of employees of the Federal Penitentiary Service).

Subject of study: features of professional burnout of employees of the Federal Penitentiary Service.

Objective: to determine the presence of the syndrome of "professional burnout" among the employees of the Federal Penitentiary Service and to identify the impact on its development of certain personal characteristics of employees and length of service.

Research hypothesis. We assume that employees working in the Federal Penitentiary Service are subject to the syndrome of emotional "burnout", the occurrence of which is influenced by personal characteristics and work experience of employees.

Research objectives:

1. Consider the main theoretical approaches to the study of professional burnout in foreign and domestic psychology.

2. To analyze the features of the problem of professional burnout of employees of the Federal Penitentiary Service.

3. Conduct an empirical study of the relationship between professional "burnout" of employees of the Federal Penitentiary Service, their individual and personal characteristics, length of service and nature of activity.

Methodological basis research were the main theoretical and methodological provisions formulated in the works of such researchers as H.J. Freidenberg, K. Maslach, P. Thornton, K. Kondo, N.E. Vodopyanova, G.M. Manuilov, V.V. Boyko and others.

Empirical base of research. The study was conducted with employees of the Federal Penitentiary Service of Russia in the Astrakhan region. The sample consisted of 50 people.

Research methods and techniques:

1. The method of theoretical analysis of sources on the problem under study.

2. Empirical methods: observation, conversation.

3. Diagnostic methods:

"Definition of mental burnout" (A.A. Rukavishnikov),

"Diagnosis of the level of emotional burnout" (V.V. Boyko),

"Anxiety Research" Ch.D. Spielberger (adapted by Yu.L. Khanin),

"Express diagnostics of uncontrollable emotional excitability" (V.V. Boyko),

"Personal diagnostics for motivation to avoid failures" (T. Ehlers),

"Personal diagnostics for motivation to success" (T. Ehlers).

4. Methods of mathematical statistics:

Nonparametric Mann-Whitney U test;

Spearman's rank correlation coefficient;

Research novelty consists in clarifying and expanding ideas about the factors affecting the development of professional burnout in the professional activities of an employee of the Federal Penitentiary Service.

The practical significance of the study. The results obtained in the course of the study can be used to develop recommendations and a system of psycho-hygienic, preventive and psycho-corrective measures that ensure the preservation and strengthening of the mental health of FSIN employees.

CHAPTER 1. THEORETICAL ASPECTS OF THE PROBLEM OF PROFESSIONAL BURNOUT

1.1 The main theoretical approaches to the study of professional burnout in foreign and domestic psychology

At the end of the 20th century, the phenomenon of “emotional burnout” attracted great interest of researchers as a specific type of professional chronic condition of people working with people (teachers, psychologists, psychiatrists, priests, policemen, lawyers, coaches, service workers, etc.).

The term "burnout" was introduced by the American psychiatrist H.J. Freudenberger in 1974. to characterize the psychological state of healthy people who are in intensive and close communication with clients, patients in an emotionally loaded atmosphere, when providing professional assistance. At first, this term denoted a state of exhaustion, exhaustion, associated with a sense of one's own worthlessness.

The concept of burnout is usually used to refer to a state of physical, emotional and mental exhaustion experienced by a person, caused by prolonged involvement in situations containing high emotional demands, which in turn are most often the result of a combination of excessively high emotional costs with chronic situational stress.

K. Maslach's first article on this topic, published in the journal Human Behavior in 1976, by her own admission, caused a huge and unexpected response, especially among non-professionals. She received many letters from people of various "helping" professions. After only ten years, more than a thousand articles have been published on the problems of the "burnout" syndrome, special methods for diagnosing the "burnout" syndrome have been created. And if initially it was about describing the problems of medical workers, then further research in this area made it possible to extend the identified phenomenology to a wider range of professionals. In the book by K. Maslach, published six years later, teachers, educators, policemen, etc. are already discussed.

K. Kondo defines the syndrome of "emotional burnout" as maladjustment to the workplace due to excessive workload and inadequate interpersonal relationships. This definition corresponds to his interpretation of the concept of “burnout”, which primarily affects those who work altruistically and intensively with people. Such emotionally intense work is accompanied by excessive expenditure of mental energy, leads to psychosomatic fatigue (exhaustion) and emotional exhaustion (exhaustion), as a result, anxiety (anxiety), irritation, anger, low self-esteem against the background of rapid heartbeat, shortness of breath, gastrointestinal disorders, headaches. pain, low blood pressure, sleep disturbance; as a rule, there are also family problems. The impact of stress factors that cause the phenomenon of "emotional burnout" covers a significant range of professions, expanding the number of those susceptible to this disease.

Initial studies of this phenomenon were mostly descriptive and anecdotal. But in 1981 Maslach, one of the leading experts in the study of "emotional burnout", detailed this phenomenon as a special condition, including a feeling of emotional exhaustion, exhaustion; symptoms of dehumanization, depersonalization; negative self-perception, and in professional terms - the loss of professional skills,

In 1981 E. Morrow (A. Morrow) offered a vivid emotional image, reflecting, in his opinion, the internal state of an employee experiencing professional burnout distress: "the smell of burning psychological wiring."

By 1982 over a thousand articles on "burnout" have been published in the English-language literature. Initially, the number of professionals classified as “burnout” was insignificant; they were employees of medical institutions and various charitable organizations. R. Schwab (1982) expands the occupational risk group: these are, first of all, teachers, policemen, lawyers, prison staff, politicians, managers of all levels. As K. Maslach writes, “the activities of these professionals are very different, but they all have in common a close contact with people, which, from an emotional point of view, is often very difficult to maintain for a long time.”

“Burnout is a psychological term denoting a symptom complex of the consequences of prolonged work stress and certain types of professional crisis,” M. Burish.

According to A.M. Richardsen, the data of modern research have clearly shown that emotional burnout is different from other forms of stress, that it is not just a “weak” synonym for more established designations of these symptoms.

Some of the authors, including M. King, objected to the term "burnout" because of its vagueness and overlap with related concepts, for example, post-traumatic stress disorder, depression or "spleen" (in a more correct psychiatric term - dysthymia) , or how JL Morrow viewed him as a "strange psychiatric chimera".

Others made connections with existing models, such as S.E. Hobfall, J. Freedy with the theory of general stress, S.T. Mier with learned helplessness and A. Adler with the psychodynamics of helplessness in helping professions, A. Bandura with the model of self-efficacy and competence, and D.H. Malan with compulsive helping with "helping profession syndrome".

K. Maslach, S.E. Jackson developed the MB1 questionnaire. In accordance with their approach, the syndrome of mental burnout is a three-dimensional construct, including emotional exhaustion; depersonalization (tendency to develop negative attitudes towards customers); reduction of personal achievements, which manifests itself either in a tendency to negatively evaluate oneself professionally, or in the reduction of one's own dignity, limiting one's capabilities, duties towards others, abdicating responsibility and shifting it to others.

Japanese researchers believe that in order to determine emotional burnout, the fourth factor “Involvement” (dependence, involvement) should be added to the three-factor model of K. Maslach, which is characterized by headaches, sleep disturbance, irritability, and the presence of chemical addictions (alcoholism, smoking).

Most experts recognize the need to take into account exactly three components to determine the presence and degree of "burnout". At the same time, the contribution of each of the factors is different (for example, the exclusion of the “reduction of personal achievements” factor brings burnout syndrome closer to depression).

The structure of the syndrome of emotional burnout, according to V.V. Boyko, is a sequence of three phases:

1. tension includes symptoms - the experience of traumatic circumstances, dissatisfaction with oneself, being driven into a cage, anxiety and depression;

2. resistance includes symptoms - inadequate selective emotional response, emotional and moral

disorientation, expansion of the sphere of economy of emotions, reduction of professional duties;

3. exhaustion includes symptoms - emotional deficit, emotional detachment, personal detachment (depersonalization),

psychosomatic and psychovegetative disorders.

B. Pelman and E. Hartman identified three main components of emotional burnout:

1. Emotional exhaustion - manifests itself in feelings of emotional overstrain and in a feeling of emptiness, exhaustion of one's emotional resources.

2. Depersonalization - associated with the emergence of an indifferent and even negative attitude towards people served by the nature of their work. Contacts with them become formal, impersonal; emerging negative attitudes may at first be hidden and manifest in internally restrained irritation, which eventually breaks out and leads to conflicts.

3. Reduced work productivity - manifested in a decrease in self-esteem of one's competence (in a negative perception of oneself as a professional), dissatisfaction with oneself, a negative attitude towards oneself as a person.

D. Direndonk, V. Schaufeli, X. Sixma conducted research and found that the specific determinants of emotional burnout are a sense of injustice, social insecurity, and greater dependence on both patients and management. According to their approach, burnout syndrome is reduced to a two-dimensional construct consisting of emotional exhaustion and depersonalization. The first component is "affective", refers to the area of ​​complaints about one's health, physical well-being, nervous tension, emotional exhaustion. The second component - depersonalization is manifested in a change in attitude either towards patients or towards oneself. He received the name "installation".

A. Pines and E. Aronson consider burnout syndrome as a one-dimensional construction. Emotional burnout is a state of physical and mental exhaustion caused by prolonged exposure to emotionally overburdened situations.

A. Chirom considers emotional burnout to be a combination of physical, emotional and cognitive exhaustion or fatigue. He believes that the main factor in emotional burnout is emotional exhaustion, and additional components are the result of either behavior (stress relief) leading to depersonalization, or cognitive-emotional burnout itself, which is expressed in the reduction of personal achievements (deformation of the subjective assessment of one's own capabilities). Both are manifested in the deformation of the personality and are of direct importance for its social health. In contrast to previous approaches, the authors of the one-dimensional approach do not limit burnout to a specific group of specialists.

P. Thornton refers to the identification of the relationship between the level of emotional burnout and the type of coping behavior. Overcoming behavior is provided by cognitive and behavioral efforts to regulate specific internal and external requirements, which, according to the subjective assessment, exhaust or exceed the resources of the individual. Three coping behavior strategies have been identified: two active strategies (mastering the situation by transforming it and overcoming emotional distress by changing one's own attitude to the situation) and one passive strategy (escapism or refusal to make any attempts to eliminate the difficulties caused by the situation).

way factor analysis Based on the cognitive-phenomenological theory of stress, P. Thornton distinguishes eight subtypes of coping behavior. If only one subspecies is classified as passive (escapism as evasion from solving problems), then seven are classified as active, combining two (systematic problem solving and the path of confrontation) into problem-focused strategies, and five others (distancing - changing the scale of what is happening towards underestimation , self-control, the search for social support, taking responsibility for what is happening, a positive assessment of values ​​- finding the positive in what is happening) - into emotionally focused strategies.

Contradictions were found in the data on the relationship between the type of coping behavior and the level of emotional burnout obtained by different authors. So, active coping behavior strategies are associated with a low degree of emotional burnout, and passive coping behavior with a high degree, and, conversely, active forms of coping behavior are indicated as not reducing the degree of emotional burnout, and emotionally focused coping behavior strategies are associated with a higher level of emotional burnout. .

In the studies of Russian authors conducted by N.E. Vodopyanova, A.B. Serebryakova, E.S. Starchenkova studied the influence of behavior styles in problem situations and personal characteristics on the severity of the mental burnout syndrome. It was found that the highest emotional exhaustion and the reduction of personal achievements are observed in those managers who prefer "avoidance", as well as the greater the exhaustion, the lower the self-esteem and the greater the deformation of the self-attitude. Emotional exhaustion is often accompanied by motivational deformation, which is a protective reaction of the body to psychological stress.

To date, there is a single point of view on the essence of mental burnout and its structure. According to modern data, "mental burnout" refers to a state of physical, emotional and mental exhaustion, manifested in the professions of the social sphere. Characteristic for these professions is the asymmetry of responsibility for the state, the nature of the interaction and its results for both parties. Responsibility to a greater extent lies with the helper, he consciously accepts it.

People of such professions are doctors, lawyers, psychologists, psychotherapists, social workers, consultants, etc. People working in these specialties are constantly faced with negative experiences, are more or less involved in them, they are at risk for their own emotional stability (more often than others they get cardiovascular diseases, neuroses). That is, those who have to interact with large quantity people (the so-called helping professions).

In 1982, S. Maslach singled out the following as important characteristics of a person prone to the syndrome: the individual limit of the ability of the emotional "I" to resist exhaustion, to counteract "burnout" on the basis of self-preservation; internal psychological experience, including feelings, attitudes, motives, expectations; negative individual experience; distress, discomfort, dysfunction or their consequences. The main signs of burnout syndrome are:

Feeling of emotional exhaustion;

Presence of negative feelings towards clients;

Negative self-esteem.

These signs of the syndrome are noted by most clinicians who have studied and observed its manifestations.

In 1983, E. Maher in his review summarizes the list of symptoms of "emotional burnout": fatigue, exhaustion, exhaustion; psychosomatic ailments, insomnia, negative attitude towards clients; negative attitude towards the work itself; the scarcity of the repertoire of working actions; abuse of chemical agents: tobacco, coffee, alcohol, drugs; lack of appetite or, conversely, overeating, negative "I-concept"; aggressive feelings (irritability, tension, anxiety, restlessness, agitation to overexcitation, anger); decadent mood and associated emotions (cynicism, pessimism, hopelessness, apathy, depression, sense of meaninglessness); experiencing feelings of guilt.

After scientists determined the essence, the main signs of the burnout syndrome, and this phenomenon became generally recognized, the question naturally arose of identifying and classifying factors that inhibit the development of this disease or contribute to it.

When studying the personality factor, some researchers (P. Thornton) took into account the following indicators: age, gender, marital status, experience, educational level, work experience, social origin. However, it turned out that they are not associated with the level of "emotional burnout". Other researchers (A. Pines) paid special attention to the connection between motivation and "burnout"; studying, in particular, such motives of labor activity as satisfaction with wages, a sense of self-importance in the workplace, professional advancement, independence and the level of control by management, etc. A direct connection between the burnout syndrome and the level of wages was not found. At the same time, dissatisfaction with professional growth and a supportive attitude (benevolence) turned out to be more associated with the development of the “burnout” syndrome.

There is also an opinion that people with certain personality traits (restless, sensitive, empathic, prone to introversion, having a humanistic attitude towards life, prone to identify with others) are more susceptible to this syndrome. X. Freidenberg characterizes those subject to the “burnout” syndrome as sympathetic, humane, soft, addicted, idealists, focused on helping others, and at the same time unstable, introverted, obsessed with an obsession (fanatic), fiery and easily solidarizing people. E. Maher, on the other hand, refers to this category people with a low level of empathy and prone to authoritarianism.

There are different opinions regarding the influence of personal characteristics, but the fact that personal qualities play an important role in resisting the burnout syndrome or in being susceptible to it is undeniable.

Comparing the development of the "burnout phenomenon" among teachers of prestigious private schools in England and public schools in the center of Australia, researchers P. Mark and J. Molly found that the "burnout rate" is not related to teacher remuneration. The “level of intellect” and “the objective difficulty of the biography” also turned out to be insignificant. "Burned out" and smart, and ordinary, and prosperous, and beaten by fate people. Everything depended on only one factor - on the readiness of a person to take on or give external circumstances responsibility for everything that happens in life. Psychologists have called this willingness the level of subjective control. Interval - the willingness to find a way out in hopeless situations - is generally considered the main factor helping a person to survive. It does not depend on age, but is always characteristic of personally mature people. Shifting responsibility to external circumstances is characteristic of infantile, dependent people who seek support in someone stronger. Certain personality traits, according to many researchers, of course, affect the manifestation of the "burnout" syndrome. However, rather on the forms of its manifestation, rather than on the frequency, etc.

The symptoms of the "burnout" syndrome themselves are also unlikely to differ in strict specificity and can vary from mild behavioral reactions (irritability, fatigue at the end of the working day, etc.) to psychosomatic, neurotic and, probably, even psychotic disorders.

Psychologists say that the position of professionals who believe and follow four myths most quickly leads to emotional burnout:

"I can't be wrong."

“I have to be restrained.”

“I have no right to be biased.”

“I have to be a role model in everything.”

There are a number of human conditions that dramatically reduce his motivational potential. So, with the monotony of life, mental satiety, fatigue, the desire to do work disappears; which initially had a positive motive. But the depressive state that occurs in healthy people has a particularly strong and long-term effect on the decrease in motivational potential. Feeling anxious and depressed is also a symptom of emotional burnout.

Depression (from Latin depressio - suppression) is an affective state characterized by a negative emotional background (depression, longing, despair) due to unpleasant, difficult events in the life of a person or his loved ones. There is a feeling of helplessness in the face of life's difficulties, lack of confidence in one's abilities, combined with a sense of hopelessness. The strength of needs, drives is sharply reduced, leading to passive behavior, lack of initiative.

At the same time, fatigue and anxiety in healthy people may cause obsessive states (involuntary, painful thoughts, ideas, or urges to action that suddenly appear in the mind), in which the motivational potential increases sharply. “Professional burnout” has a great influence on the decrease in motivational potential.

Currently, there are about 100 symptoms, one way or another associated with "burnout". Among them there are those that are associated with work motivation (loss of enthusiasm, interest in those who are served). B. Pelman and E. Hartman, summarizing many definitions of "burnout", identified three main components: emotional and / or physical exhaustion, depersonalization, reduced work productivity.

Emotional exhaustion is manifested in feelings of emotional overstrain and in a feeling of emptiness, exhaustion of one's emotional resources. A person feels that he cannot give himself to work as before. Speer, one of Hitler's associates, describes his condition just before the collapse of fascist Germany in this way: “... Hitler was no longer worried about anything, and again it seemed to me that complete emptiness reigned under his bodily shell. He kind of burned out inside.”

Depersonalization is associated with the emergence of an indifferent negative and even cynical attitude towards people served by the nature of their work. Contacts with them become impersonal and formal; emerging negative attitudes may at first be hidden and manifest in internally restrained irritation, which eventually breaks out and leads to conflicts. Depersonalization is a change in self-awareness, which is characterized by a feeling of losing one's Self and a painful experience of the lack of emotional involvement in relationships, work, and loved ones. Depersonalization is possible with mental illness and borderline conditions, and in a mild form it is also observed in healthy people with emotional overload.

Reduced work productivity (reduction of personal achievements) is manifested in a decrease in the assessment of one's competence (in a negative perception of oneself as a professional), dissatisfaction with oneself, a decrease in the value of one's activity, a negative attitude towards oneself as a person, indifference to work appears.

K. Kondo attaches particular importance to resolving stressful situations. He considers the most vulnerable those who react to stress aggressively, unrestrainedly, succumbing to rivalry. The stress factor causes in such people, as a rule, a feeling of depression, despondency due to the failure to achieve what they wanted to achieve. Kondo refers to the type of "burnout" also "workaholics".

Extreme situations are often accompanied by stress, when an employee has an acute internal conflict between the strict requirements that responsibility imposes on him and the objective impossibility to fulfill them. Stress as a state of mental tension caused by difficulties and dangers generally mobilizes a person to overcome them. However, if stress exceeds a critical level, then it turns into distress, which reduces the results of work and undermines human health. There are professional stresses, personal stresses, responsibility stresses, etc. .

The syndrome of emotional "burnout" is considered by some authors (Maher, Kondo) as a kind of stress, however, other researchers consider "emotional burnout" as a result of the influence of various stress factors (Maslach, Abrumova, Boyko).

The effects that occur under the influence of stress are similar to the effects of "burnout". Abrumova identifies reactions to stress that are similar to the effects of "burnout". They can be divided into five types:

1. The reaction of emotional imbalance - is characterized by a clear prevalence of a negative range of emotions. The general background of mood is reduced. A person feels a feeling of discomfort of varying degrees of severity. In addition to a wide range of negatively colored emotions, the reaction of emotional imbalance is characterized by a reduction in the circle of communication.

2. Pessimistic situational reaction - expressed primarily by a change in attitude, the establishment of a gloomy coloring of the worldview, judgments and assessments, modification and restructuring of the value system. The world is perceived by a person in the most "black" colors. This perception causes a persistent decrease in the level of optimism, which, of course, blocks the way to productive planning of activities in the future. Real planning gives way to gloomy forecasts. Such constraint of one's own will, allegedly coming uncontrollability of changing events or conditions, causes a secondary decrease in self-esteem, a feeling of insignificance and unimportance of one's own capabilities.

3. The situational reaction of demobilization is characterized by the most dramatic changes in the sphere of contacts: the rejection of habitual contacts or, at least, their significant limitation, which causes stable, prolonged and painful experiences of loneliness, helplessness, hopelessness. There is also a partial denial of activity. In practice, a person avoids inclusion in any sphere of activity, except for the most necessary, socially controlled ones, to which he is forced by the rules and requirements of society established and accepted by him.

4. Situational reaction of the opposition - characterized by an increasing degree of aggressiveness, increasing sharpness of negative assessments of others and their activities.

5. Situational reaction of disorganization - basically contains an alarming component. As a result, somatovegetative manifestations are observed here in the most pronounced form (hypertensive and vascular-vegetative crises, sleep disturbances).

But, despite the similarity of the effects of "burnout" and professional stress, they should not be identified. The syndrome of emotional burnout is rather not a kind of stress, but a consequence of the influence of a complex of stress factors.

The syndrome of emotional burnout is considered in a slightly different light in the works of existentialists.

“Helping relationships”, according to K. Rogers, are “relationships in which at least one of the parties intends to help the other side in personal growth, development, better life, development of maturity, in the ability to get along with others” .

In his work, K. Rogers dwells in detail on what the nature of the relationship on the part of the helping person should be in order for them to achieve their goals. Describing the relevant studies, he highlights such properties of relationships as "acceptance-democratic" (in relations between parents and children), active personal participation - the relationship "man - man" (in relations between doctors and patients in a psychiatric clinic), a sense of understanding from the outside therapist, trust in him, a sense of independence in decisions (on the part of psychoanalyst patients), etc. K. Rogers' analysis is based on a description of the results or effects of helping relationships in terms of changes occurring in children, patients, clients of psychoanalysts, etc. The understanding of helping relationships proposed by C. Rogers, as the author himself notes, makes it possible to classify relations between children and parents, doctor and patient, teacher and student, consultant and client, in a variety of areas of interaction. The very nature of helping relationships is to "facilitate," to help solve problems; Naturally, there is a kind of focus on problems. In addition, this type of relationship is often characterized by insufficient positive feedback.

The burnout syndrome originates in chronic everyday stress, emotional overwork experienced by a person. One of these conditions is emotional-motivational fatigue, in which there are subjective experiences of fatigue, motivational and emotional instability. This can lead to chronic fatigue. Labor fatigue is understood as a complex of corresponding physiological changes in the body, caused by the labor process, which reduce efficiency and create a conflict between the external requirements of work and reduced human capabilities, to overcome which the body mobilizes internal resources and moves to a higher level of energy functioning. Fatigue is accompanied by irritability, decreased interest in work, motivational and emotional instability, uncertainty, and other phenomena. Perhaps the appearance of neuroses and somatic disorders of a psychogenic nature, personality changes may occur - episodic conflict, lethargy, increased emotional lability. At the stage of pronounced overwork, all this acquires stable features - introversion, isolation, aggressiveness, anxiety, depression, narrowing the range of significant motives. There are subjective, institutional, communicative, role and "official" factors of aggression. The most common change in the personality of a professional is chronic overwork.

In fact, fatigue is a natural state that inevitably arises at a certain moment in the performance of an activity; it has a protective function. But with prolonged fatigue, without periods of recovery, chronic fatigue and overwork develop, in which the deterioration of the psychophysiological state is not compensated by rest.

Constant exposure to destructive factors leads to sustainable personality changes. But negative experiences are fixed by the corresponding forms of response, and episodic manifestations of negative emotions are transformed into stable features: introversion, isolation, aggressiveness, high personal anxiety, depression, aggressiveness, narrowing the range of significant motives.

One of the indicators of the syndrome of emotional burnout in professional activity is the state of mental tension caused by conflicts, difficulties in solving complex social problems, leading to feelings of discomfort, anxiety, frustration, pessimistic moods.

There are various scientific approaches to the definition of the essence and types of mental tension. Some scientists distinguish two types of such states: tension, which causes a positive, mobilizing effect, and tension, which is characterized by a decrease in the stability of mental and motor functions up to the disintegration of the personality. Others distinguish between emotional tension as a normal state and emotional tension as a pre-pathological state.

The following types of mental tension are distinguished: perceptual (arising, for example, in case of great difficulty in perceiving the necessary information); intellectual (if it is impossible to find an adequate solution or a way out of a critical situation); emotional (when emotions arise that disrupt activity); strong-willed (with the slowness of a person to show a conscious effort and master the situation); motivational (associated with the struggle of motives, for example: to fulfill a duty or avoid danger and risk).

Chronic emotional tension contributes to the appearance of negative traits, partially similar to signs characteristic of overwork (introversion, aggressiveness, high anxiety, dissatisfaction with oneself, curtailment of interpersonal contacts, neuroses). More and more unreacted influences, unrealized emotions, unresolved tasks of a different nature accumulate, which ultimately leads to the occurrence of "burnout".

The following personal characteristics of an employee can contribute to the formation of nervous overstrain: motivational conflicts and conflicts of an intimate personal nature, an increase in the importance of the subjective factor in assessing certain life situations, misunderstanding between loved ones, aggressiveness, neuroticism, chronic anxiety and internal tension.

The factors of the social and industrial nature of nervous overstrain include: social changes, significant life difficulties (divorce, death of loved ones, etc.), prolonged emotional stress, a significant predominance of intellectual work, a constant feeling of lack of time and chronic fatigue, accompanied by irritability, impatience, haste in the process of work, chronic violation of the regime of work and rest, a decrease in interest in work, a drop in personal prestige, the absence of elements of creativity in work and excessive workload, extreme situations.

Emotional stress, in turn, is associated with the very nature of “helping” relationships that require emotional contact, complicity, understanding, emotional impact on a communication partner, patience, endurance, etc. Emotional exhaustion reveals itself primarily in feelings of helplessness, hopelessness , in especially severe manifestations, emotional breakdowns and thoughts of suicide occur. There may be a feeling of “mutedness”, “dullness” of emotions, when a person is unable to respond, emotionally respond to situations that, it would seem, should touch. This feeling of exhaustion of emotional resources causes a feeling that a person can no longer give anything to others - neither emotionally nor psychologically.

Another group of problems that contribute to “burnout” or increase its development is related to the work situation. Characteristic of "burnout" situations are overloads - too many wards, too many demands, too much information. According to Western researchers, with an increase in overload, "helping" specialists begin to unconsciously strive to reduce contact - they become less personally involved in interaction, more often resort to formal rules and rituals, and use more impersonal methods of work. Another important aspect of the work situation in this context is the possibility of influencing the work process and making decisions concerning the employee. If a person has a feeling that he cannot change anything in his work, that nothing depends on him, that his opinion does not matter, etc., the likelihood of developing professional “burnout” increases. Role uncertainty - in the sense of an unclear formulation of rights and obligations, human capabilities, role conflict - as a contradiction of different roles, also contribute to professional stress and professional burnout.

Researchers have formulated an idea of ​​what personal characteristics of people contribute to the development of professional "burnout". According to American researchers, the development of "burnout" is more likely in people with a lesser degree of maturity and self-sufficiency, more impulsive and impatient, without a family, but in need of those who could support or approve them, with goals and claims that are not quite are consistent with reality. To this is also added an indication that with age, the likelihood of developing burnout decreases, that is, novice workers, younger people, are more susceptible to it. However, most researchers believe that age, gender, work experience and other socio-demographic characteristics are not directly related to professional burnout. Of greater importance is the individual type of response to stressful situations.

As K. Maslach says, if all knowledge about what leads to burnout and what can prevent it can be reduced to one word, then this will be the word “balance”. Violation of this balance - both in professional and personal life - leads to destruction.

Western researchers note a direct connection between professional burnout and dismissals from work. It is not uncommon for an employee to move to administrative work in the same area, as it allows less involvement of people in the problems.

Psychologically, characteristic of the burnout syndrome, as already mentioned, is the development of a feeling of dissatisfaction with oneself or disappointment. Noticing alienation or outbursts of internal irritation in relation to his wards, the “helping” employee experiences this as his own failure, incompetence or human shortcomings, often blaming himself for what is happening to him. In everyday routine, burnout creeps up imperceptibly, in the surrounding situation, as if nothing has changed, it is difficult to identify situational causes, and, therefore, a person involuntarily begins to look for the causes of what is happening in himself. In addition, as a rule, these problems are not discussed in their team, it seems that those around them do not experience anything like this, and this also contributes to attributing the reasons for their changed state to themselves. In domestic practice, social requirements for compliance with certain professional standards, which are especially tough in the case of "human" professions, also have an undoubted influence, which enhances the experience of one's own insolvency.

A person's experiences can really affect the quality of his activity, as if confirming for him the correctness of his negative judgments in his address. The tendency to self-blame can become so strong that it leads to self-destructive processes. Violation of self-esteem is often a central feature of depression. A person may believe that he is failing at work, that he has failed in life in general, that his principles and ideals have not been realized, and he is experiencing life disappointment.

According to Formanyuk, active labor behavior is one of the forms of self-realization, more precisely, the search for self-realization in the field of professional activity. This is especially characteristic of the "helping professions" with their high ideals of serving people, with high (and often overestimated) requirements that are made in relation to the representatives of these professions and the results of their activities on the part of society and are often accepted by them, setting high criteria for "subjective contribution". individuals in a professional occupation. Accordingly, their own expectations regarding those “personal rewards” that professional activity gives rise, since “a sense of belonging, a worthy profession, belonging to a value system are just as essential for psychological well-being as security, love and self-respect.

Potentially helping professions provide a good opportunity for self-actualization due to strong emotional involvement in activities, which is an important element of self-actualization according to A. Maslow, who argued that “self-actualizing people, without a single exception, are involved in a matter that goes beyond them, into something outside themselves”, which forms the area of ​​their “metamotivation” – devotion of oneself to something “outside oneself”. Frustration of metaneeds leads to "metapathology", which manifests itself, among other things, in hopelessness, unwillingness to achieve anything, despair, meaninglessness or aimlessness of life. The appearance of these feelings does not satisfy the individual's need to experience finding the meaning of life, filling his life with meaning, destroys his faith that life has meaning, that what he does is important and necessary.

Formanyuk believes that "burnout" in this case is not a payment for sympathy for people, but for one's unfulfilled expectations. As the causes of the strongest negative experiences associated with work, teachers different ages and groups, as a rule, were called “lack of results” (“feelings that you are working in vain”, “I feel despair when something did not work out, it did not work out when I see indifference and misunderstanding, the failure of the guys in their studies”, etc. ). The feeling of loss of the meaning of activity, the depreciation and meaninglessness of one's efforts are the strongest factor in the experiences of teachers.

Experts in the field of burnout agree that the development of "burnout" is not limited to the professional sphere and its consequences begin to be tangibly manifested in a person's personal life, his interaction with other people, in other situations of his life. Painful disappointment in work as a way of finding meaning colors the entire life situation.

V.V. Boyko considers "burnout" as a psychological defense mechanism developed by a person in the form of a complete or partial exclusion of emotions in response to selected psycho-traumatic influences, an acquired stereotype of emotional, most often professional behavior. “Burnout is partly a functional stereotype, since it allows a person to dose and economically spend energy resources. At the same time, its dysfunctional consequences may occur, when “burnout” negatively affects the performance of professional activities.

V.V. Boyko describes various symptoms of "burnout". Symptom of "emotional deficit". The feeling comes to the professional that emotionally he can no longer help the subjects of his activity. Unable to enter into their position, to participate and empathize, to respond to situations that should touch, induce, enhance intellectual, volitional and moral impact. The fact that this is nothing more than emotional burnout is evidenced by his recent experience: some time ago there were no such sensations, and the person is experiencing their appearance. Gradually, the symptom intensifies and acquires a more complicated form, positive emotions appear less and less often and more often negative ones. Sharpness, rudeness, irritability, resentment, whims - complement the symptom of "emotional deficit".

Symptom of "emotional detachment". Personality almost completely excludes emotions from the sphere of professional activity. Almost nothing excites her, almost nothing causes an emotional response - neither positive nor negative circumstances. Moreover, this is not an initial defect in the emotional sphere, not a sign of rigidity, but emotional protection acquired over the years of serving people. Man gradually learns to work like a robot, like a soulless automaton. In other spheres he lives full-blooded emotions. Reacting without feelings and emotions is the most striking symptom of burnout. It testifies to the professional deformation of the personality and damages the subject of communication. The partner usually experiences the indifference shown to him and can be deeply traumatized.

A symptom of "personal detachment, or depersonalization." It manifests itself in a wide range of mindsets and actions of a professional in the process of communication. First of all, there is a complete or partial loss of interest in a person - the subject of professional action. It is perceived as an inanimate object, as an object for manipulation - something has to be done with it. The object burdens with its problems, needs, its presence, the very fact of its existence is unpleasant. Metastases of "burnout" penetrate into the attitudes, principles and value system of the individual. There is a depersonalized protective emotional-volitional anti-humanistic attitude. The personality claims that working with people is not interesting, does not give satisfaction, and does not represent social value. In the most severe forms of "burnout", a person zealously defends his anti-humanistic philosophy "I hate", "I despise", "I would take a machine gun and everyone." In such cases, "burnout" merges with psychopathological manifestations of the personality, with neurosis-like or psychopathic states. Such individuals are contraindicated in professional activities in the sphere of man-man.

Symptom of "psychosomatic and psychovegetative disorders". The symptom manifests itself at the level of physical and mental well-being. Usually it is formed by a conditioned reflex connection of a negative property. Much of what concerns the subjects of professional activity provokes deviations in somatic or mental states. Sometimes even the thought of such subjects or contact with them causes a bad mood, insomnia, a feeling of fear, discomfort in the heart, vascular reactions, exacerbations of chronic diseases. The transition of reactions from the level of emotions to the level of psychosomatics indicates that emotional protection - "burnout" - can no longer cope with stress on its own, and the energy of emotions is redistributed between other subsystems of the individual. In this way, the body saves itself from the destructive power of emotional energy.

1.2 Features of the problem of professional burnout of employees of the Federal Penitentiary Service

So, according to modern data, "burnout" is understood as a state of physical, emotional and mental exhaustion, manifested in professional activities. This syndrome includes three main components: emotional exhaustion, professional detachment and a reduction in professional achievements. Emotional exhaustion is manifested in feelings of emotional overstrain and in a feeling of emptiness, exhaustion of one's own emotional resources. Professional detachment implies a cynical attitude towards work and the objects of one's work. The decrease in personal achievements is manifested in a decrease in the sense of competence in one's work, dissatisfaction with oneself, one's activities, negative self-perception in professional terms.

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The concept of professional burnout syndrome. A syndrome that develops against the background of chronic stress and leads to the depletion of the emotional-energetic and personal resources of a working person, its symptoms, prevention and diagnostic methods.

The professional group of employees of the penitentiary system refers to those professional groups that are characterized by the presence of constantly acting stress factors, which increases the risk of such phenomena as chronic stress, professional deformation, emotional burnout, suicidal behavior.

The word stress is understood in many ways: many people use this term to refer to all the factors that require us to adapt, which is not always accurate. The creator of the theory of stress, Hans Selye, defined this concept in the following way: “To various kinds of influences - cold, fatigue, fast running, fear, blood loss, humiliation, pain, and much more - the body responds not only with a protective reaction to this impact, but also with some general similar process, regardless of what kind of stimulus is acting on it at the moment. With the help of this process, the organism, as it were, mobilizes itself entirely for self-defense, for adaptation to a new situation, for adaptation to it. The key point in this definition is the reaction of the body, which includes hundreds of measurable physiological changes, which Selye called the General Adaptation Syndrome (GAS), that is, we are talking not only about mental phenomena, but also about bodily, physiological ones. Therefore, if our adaptive reactions do not affect the physiological level of a person, we have no right to talk about stress in the exact sense of the word. This provision is very significant for understanding the mechanisms and actions that resist negative stress phenomena.

A stressor, or stressor, is any exposure that causes a stress response. Besides Selye's stressors, one of the most powerful is change, even positive change, because it forces us to adapt to new circumstances. The action of stress accumulates and sums up; the more of them in our life at the moment, the higher will be the level of our stress. And in this sense, the professional activity of employees of law enforcement systems, in particular employees of the penitentiary system, implies an unlimited number of stressors, since, in addition to the fact that the very specifics of work does not imply a large number positive emotions, the often tense and unpredictable rhythm of work endangers the well-being in a person’s personal life, thereby depriving him of the necessary support.

If we talk about the specifics of the causes of stress among penitentiary staff, then it is worth considering in more detail the mechanisms of stress. As a rule, two types of conditions are distinguished that, with a high degree of probability, lead to stress, other forms of mental maladjustment and are the basis for the formation of chronic stress conditions and a pre-suicidal state:

The so-called critical incidents, which pose a real threat to life, health, and the system of values, are fraught with massive human casualties and significant material losses (acute stress disorder, post-traumatic syndrome).

Situations of chronic occupational stress associated with daily strenuous activities;

Considering stress as an adaptive reaction, experts divide the general adaptation syndrome into three stages: mobilization associated with anxiety; resistance and exhaustion.

Mobilization stage. Anxiety occurs in response to a stressor. This reaction prepares the body for immediate action. The heart rate increases, blood pressure rises, digestion slows down, blood rushes to the muscles, blood sugar increases, etc. Different people may have different reactions to stress. It is known from history that Julius Caesar chose for himself those warriors who blushed, and did not turn pale with sudden stress. It turns out that during the reaction of fear, adrenaline is released in the body - this causes vasoconstriction and pallor; in the reaction of anger - norepinephrine, the vessels dilate and the person turns red. In a situation of danger, this reaction can be very useful.

When the immediate danger has passed, the body goes into resistance stage. Stress is reduced to a lower but more sustainable level. During this period, a person has an increased and long-lasting ability to endure the action of a stressor.

But if the stress level remains very high for too long, exhaustion stage When severe stress causes a significant loss of energy, it creates such physiological conditions under which the ability to resist stressors decreases. At this stage, the immune system weakens and various diseases may occur. G. Selye emphasized that any stressor can deplete resistance to all others. Thus, people in a state of exhaustion often suffer from a complete decline in mental and physical health.

Severe stress signals about itself with certain sensations, but not everyone knows how to understand these warnings and associate them with the need to change something in life. If one or more signs of severe stress are found, the employee should take care of himself Otherwise, serious physical and mental health disorders are possible, such as: difficulty in thinking and making decisions, nervousness, vague anxiety, tearfulness, fatigue, melancholy, irritability, feeling of helplessness feeling hopeless, difficulty sitting still or relaxing, itching or skin rash, headaches, insomnia, drowsiness, feeling weak or dizzy, increased use of alcohol or tobacco, loss of appetite, excessive appetite, digestive problems (indigestion, diarrhea, or belching ), menstrual irregularities, loss of sexual interest, fearfulness, palpitations, dry mouth, nervous tics or twitches, trembling, teeth grinding, cold sweats, back pain, chest pain, hyperventilation (rapid breathing).

As already noted, the causes of stress can be related to work, family relationships, the causes of stress can be the rudeness and incontinence of others, the lack of necessary information or its excess, the complication of professional activities and everyday life, self-doubt and much more. Stress management is one of the most important issues in everyone's life. Many perceive stress management as a struggle, but given the positive meaning of stress, it is more correct to deal not with it, but with its negative consequences.

It should also be taken into account that people react to stress in different ways: for some, it is a shock that knocks them out of their usual rhythm of life and activity for a long time, reduces their efficiency, and leads to mistakes; for others, it is an incentive factor that allows them to mobilize to perform the most urgent and complex work and perform it with high quality; for them, life without stress is boring and insipid. You can also talk about a certain adrenaline addiction, and this is not only extreme sports, but also extreme types of work. Each person has his own individual perception of stressors, so one should not be afraid of stress, be able not only to live “friendly” with them, but also rely on stress in solving important problems, on increasing a sense of personal dignity and self-respect.

Thus, the staff of the penal system is faced with a rather difficult task, which includes, firstly, an assessment of the personality of the employee, and secondly, constant monitoring of the emotional state of employees, especially those employees in whose experience there are acute, traumatic emotional experiences, and, third, work on the prevention of chronic stress. It is widely believed that the main focus of such work is sessions of psychological relaxation and teaching the basics of auto-training. But for all their undoubted importance, these measures are insufficient. This problem should be approached in a comprehensive manner, in order to take into account individual characteristics every employee. As each person has an individual character, so each has an individual and unique rhythm of stress. And in order to carry out the correction and prevention of a stressful state, it is necessary at the first stage to diagnose the features of the reaction to stress.

Each person has his own systems of psychological support and compensation. These are resources for resistance that help the individual in times of stress. But, despite individual differences, it is possible to derive common ways for all to compensate for stress. It's regular physical exercise sufficient to restore sleep, good nutrition, vitamins and meditation.

On the basis of all of the above, it can be assumed that the program for the correction of stress among the employees of the penal system should affect such aspects as:

– Establishing the causes of chronic stress;

– Expanding the range of external and internal resources;

– Awareness of negative, traumatic experiences associated with professional activities and their neutralization, directed response;

– Return of trust and interest in other people;

– Dissociation of bodily sensations and psychological experiences.

1.4. The concept and mechanisms of "burnout".

The term “burnout” itself has emerged colloquially among employees in the “helping professions” as describing a state of emotional exhaustion. Freudenberger was the first to introduce this term into the psychological literature in 1974 in his article on the employees of the so-called “free clinics”, Freudenberg used this term to refer to the state of physical and emotional exhaustion that he observed, which arose in employees as a result of their activities. The effects of the states experienced by employees prevented them from performing their duties. More recently, the term “burnout” refers to the complex phenomenon of “wear and tear” resulting from the stresses of intense, intense interaction with people in a work situation.

In the late 1970s and early 1980s, Harry Czerniz began his research on the phenomenon of "burnout", which focused on assessing the impact of workload levels and "value conflict". From the point of view of this approach, "burnout" was the result of implicit contradictions in the role position of a professional. The basis of these contradictions is the discrepancy between the expectations and the reality of activity. From the point of view of M. Leiter, unrealistic expectations of what it means to be a professional develop in the process of professional socialization and in the process of learning. The point is that all the people with whom future employees interact form these expectations. This “professional mythology” clashes with the daily demands of the job. Beginners expect that their professional activities will gradually confirm their competence. They assume that their skills will improve autonomously (autonomously from other professionals), and that the results of their work will allow them to take their rightful place among professionals, to establish meaningful collegiate connections.

As K. Cherniz, R. Golebiewski and K. Maslach point out, these expectations are unrealistic. The very nature of multi-problem work destroys the illusion of competence. At the same time, the rules of interaction within the organization significantly limit their professional autonomy. Given the specifics of the work of employees, newcomers are bogged down in a conflict between their assumptions about their professional purpose and the realities of work. These contradictions are the result of conflicts between his self-control and that of the organization.

K. Cherniz considered the phenomenon of “burnout” as a feature of “helping professions”. The experience of "burnout" indicates that unsuccessful conflict resolution (as described above) can lead to significant personal (psychological) losses. According to V. Melendez and R. Guzman, professional experience that undermines (weakens) the sense of one's own competence also undermines self-esteem. Among specialists, the thesis is being discussed that both the cultural context of working with people and professional development (socialization) encourage unrealistic expectations. As a result of the research, S. Sarason, V. Saviski and E. Cully conclude that career success is becoming the most important criterion that employees use to evaluate themselves. This conclusion is extremely important for the employees of the penitentiary system in Russia.

"Burnout" is the result of unspecified chronic stressors, it is exhaustion, that is, the point at which the individual can no longer cope with the constant demands of work situations. Christina Maslach takes this description of "exhaustion" and expands it with three key symptoms (components), which, from her point of view, constitute the "burnout" syndrome.

Definition K. Maslach offers three components. The first component - depersonalization - develops a negative attitude towards the reactions of those with whom the work is carried out, in our case, these are convicts and colleagues in the service. A position is formed regarding them (convicts) as objects, and, at the same time, emotional coldness and a cynical position are demonstrated, as if “required” for “professional distance”.

The second component of “burnout” is the minimization (downplaying, underestimation) of personal achievements, which is characterized by feelings of self-devaluation, ineffectiveness and the desire to “quit everything”. Such officers have a sense of insufficiency regarding their ability to reform convicts, and this may lead to self-judgment of insolvency."

The third component of “burnout” is emotional exhaustion. Emotional exhaustion is the result of constant psychological stress that occurs during intense and stressful contacts with clients. According to K. Miller, D. Steef and B. Ellis, employees feel their “worn out”, exhaustion, fatigue, and general failure

"Burnout" is not the result of only the actions of the organization or personality traits, it is the interaction of many factors. However, if “burnout” appeared in a team, then it is very “contagious”. Prevention of "burnout" in this sense is more effective than help with it.

In the American psychological literature, there are many works devoted to the consideration of various aspects of the “burnout” syndrome. A lot of research is devoted to the definition of the concept of “burnout”. There is also a lot of research on the methods of “burnout management”. For example, M. Medeiros and J. Protaska described six strategies for working with “burnout”, which reduce the level of stressful experiences in doctors, which in turn led to a decrease in the level of “burnout”. Another method of “managing burnout” is described by J. Koesky, R. Koesky and J. Kirk. This method consists in evaluating the effectiveness of existing assistance strategies and changing ineffective strategies. This method can be used primarily by the management of the organization. Psychologists and mentors, within the framework of this concept, were encouraged to study the methods of self-regulation and self-help that are used by the employees themselves in order to stimulate the use of the most useful ones.

The literature emphasizes the importance of continuing education by an employee, especially in forms organized within the team, developing professional skills, as well as pronouncing the symptoms of “burnout” (informing).

R. Lee and B. Ashforth analyzed the correlations between work stressors, the availability of psychological support, career opportunities, behavioral characteristics, relationships with colleagues, and symptoms of “burnout”. Hobfoll's theory of stress concentration became the basis for understanding all possible correlations with "burnout". The theory states that “burnout” as a phenomenon occurs more often and more clearly in situations where personal resources are not in demand and the needs are not satisfied. As a result of the analysis, it was suggested that employees are less aware of their own and organizational resources than the requirements addressed to them. R. Lee and B. Ashforth also found a high correlation between the Maslach burnout assessment questionnaire, subscales of this questionnaire “emotional exhaustion level” and “depersonalization level” with the situation in the organization.

One of the most important consequences of “burnout” is the weakening of personal defenses. By organizing activities to analyze the situation with "burnout" in the team, to prevent this phenomenon, it is possible to significantly weaken its impact on the individual and on the organization as a whole. In addition, as a result of this activity, employees who are in dire need of assistance due to the fact that they are experiencing a crisis can receive this assistance and feel cared for.

A variety of manifestations of frustration behavior and experiences caused by conflict constitute the psychological essence of the phenomenon of "burnout":

- mental and physical fatigue,

- Feelings of helplessness and incompetence

- unwillingness to go to work,

- irritability and aggressiveness during a conversation with convicts,

- the desire to complete it as soon as possible,

- feeling of low importance of the problems being solved,

– replacement of productive work with a formal approach to the problems of convicts,

- doubts about the effectiveness of their work,

- transferring negative emotions to others,

- the desire to leave and realize oneself in another area.

According to K. Cherniz, some signs and symptoms of “burnout” may include:

- decreased sense of humor

- increase in somatic complaints,

- social exclusion

– decrease quality of work,

- emotional changes

- negative self-esteem

- Feelings of hopelessness and helplessness

- disappointments

negative attitude towards work, others and life in general.

The amount of time spent in direct contact with clients (convicts) was found to be positively correlated with emotional exhaustion. Attrition is also associated with a decrease in professional engagement and an increased desire to leave a job. There are numerous studies that confirm a positive correlation between the intensity (tension) of contact with clients and “burnout”.

Burnout is not just stress. "Burnout", according to J. Koesky, R. Koesky and J. Kirk, occurs when stress becomes unidentified and the individual has no support or defense systems to ease this never-ending pressure.

Systems of psychological support and compensation for each employee are different. Compensations are resources for resistance that help a stressed individual.

Common compensations for all are regular exercise, sufficient sleep to restore, good nutrition and meditation. Psychological support systems can be created directly at the workplace (for example: an open and understanding colleague) or, in general, in the work team. We are talking about support in the form of a psychological group, which is designed to work out stressful effects on employees.

One of the methods of professional psychological support, from the point of view of J. Gleison, is continuing education. In the process of obtaining new knowledge, being surrounded by other professionals, the individual has the opportunity to discuss with others numerous professional problems, including the problems of stressful and frustrating influences. Regardless of whether the employees of the penitentiary system continue their education or not, a system of psychological support is needed directly in the team.

There are several classifications of stages or stages of "burnout". J. Edelwich and A. Throws distinguish four stages.

First stage - "idealistic enthusiasm". Individuals come to the service to build their lives, not to earn money. The driving force is the desire to be useful to others, to carry out the mission of reforming the convicts. Employees start out with high hopes and unrealistic expectations. If such idealism is not refined by professional instruction and education, which can accurately determine the content of the work and the characteristics of an acceptable result, the employee will inevitably enter the next stage, the stage of stagnation (stagnation).

stagnation (stagnation)- the process of a kind of stop after the first disappointments. Beginning disorders are part of stagnation (stagnation), and represent a feeling of discomfort from one's own high expectations. At first, expectations from one's activity as a “superman” are reduced to the usual human scale, then what previously seemed insignificant begins to be noticed: low wages, too long working hours, great emotional stress.

The disorders that begin at this point are not sufficient to raise the question of working or not, but they are sufficient to raise the question of whether it is worth doing only work, completely devoting oneself to it. Stagnation (stagnation) often begins with the discovery that everything is not as simple as initially thought, not to mention the evaluation of performance. You can talk more about a slight prolonged irritation. This is only the beginning, because the feeling of disappointment does not arise suddenly. What is initially experienced at this stage is not active dissatisfaction, but rather a kind of confusion, which can be characterized by the question why the actual activity (my work) is not quite what it “should be”. If internal and external resources are not activated at this stage, then the personality enters the next stage of “burnout” - frustration.

frustration- this is already a “signal light” that the employee is in trouble, he is in trouble. In the frustration phase, employees who are called upon to “give others what they need” find that they themselves are not getting what they need. Employees begin to question the effectiveness, the significance of their activities, the possibility of correcting convicts in the face of these "beyond obstacles."

From the point of view of managerial activity, it must be remembered that the effect of burnout can be very contagious (infectious), and the frustration of one employee can cause a domino effect, an impact on others. If the problem is not solved, then the person enters the final stage of "burnout" - apathy.

Apathy is a typical and very natural defense mechanism against frustration. Apathy is what burnout is. This is a state in which a person is chronically frustrated with work, yet needs work to survive. Apathy creates an attitude that "work is work, it's just work." This means the desire to work only the minimum, only the required time (as opposed to the desire to work overtime, which was perceived with pleasure at the first stage) and the desire to avoid contact with convicts (avoiding work whenever possible).

From the point of view of B. Gilliland and R. James, this is chronic indifference to the situation and unwillingness to take any actions related to professional activities. The employee is immobilized and is in a state of imbalance.

To understand and ultimately prevent burnout, you need to understand the causes that cause it. And the first question here could be the question of the causes of occupational stress. The generally accepted point of view as a cause points to a situation where the demands of the environment exceed the resources of the individual. K. Cherniz points out that whenever an individual is faced with a requirement, all his resources (physical, economic, social) are mobilized to meet it. When demands on the individual and personal resources are relatively balanced, stress is minimal. However, when the balance is upset because demands from outside (management demand) increase or resources become depleted, stress develops. The level of stress is perceived by the individual as a function of the individual's perceived inability to meet the requirements. The most serious consequence is the further development of stress. Stress leads to deformation, which in turn forms the protective strategies of the individual.

According to B. Schaufeli, K. Maslach and T. Marek, one of the most important requirements for employees is the requirement of efficiency and competence. Employees are strongly motivated to achieve a sense of efficiency and psychological success in their work. But such efforts of employees are complicated by the peculiarities of the activity, which is characterized by unpredictability and the impossibility of providing sufficient personal control over it.

When an employee chronically feels ineffective, unsuccessful, and powerless, perceived helplessness is a likely outcome. This conscious helplessness leads to passive defense associated with “burnout” (we are talking about emotional alienation, blaming convicts for the lack of progress in correction, apathy and cynicism).

Thus, as K. Miller, J. Steef and B. Ellis point out, any factor that leads to a lack of balance between requirements and personal resources can be a source of burnout.

As many researchers, including J. Fleischer, point out,
A. Weasley, E. Gringlas, R. Piedmont, V. Pouvel, R. Ross, E. Altmayer and D. Russell, people differ in their level of resistance to stress and "burnout". Research on stress and stress relief technologies shows that some individual psychological characteristics, the presence of professional growth goals, career goals, and previous experience can influence stress sensitivity. Some individual psychological traits that increase sensitivity to "burnout" include:

- floating hostility,

- a sense of competition

- prone to depression

- lack of stamina.

These personality characteristics are also associated with a decrease in the number social interactions. The amount of stress related to working conditions, the work environment and the support of the team and management in stress also play an important role. When team and management support is not available, burnout is more likely. S. Neidy and L. Davis point out that access to adequate support from the team and management is a regulator of slowing down burnout

In addition to the study of personal characteristics associated with "burnout", which are described in the works of M. Carner and M. Caltabiano, M. Johnson and J. Stone, R. Piedmont, there are a large number of studies on the influence on the process of "burnout" of the structure of activities and organization of work in general. This refers to the works of R. Golembievsky, R. Manzenrieder and J. Stephenson, J. Edelwich, M. Leiter, V. Sawiski and E. Cully, W. Schaufeli, K. Maslach and T. Marek. Structure factors in the degree (how pronounced) and type of managerial support, job responsibilities (clear definition of what needs to be done), and work experience. For example, in organizations where there are no rules for employee participation in decision making, they (employees) reported higher levels of “burnout”. The participation of employees in the decision-making process was studied in the work of P. Spector. He found that the higher the employees' perception of the support system from the team and management, the higher their level of job satisfaction.

Job satisfaction is the employee's attitude, positive or negative, to their work. This is a value judgment, which is formed on the basis of personal emotional work experience. Job satisfaction is higher for people who feel a balance in their relationship with the organization. This balance represents the expectations of the individual that the organization and the individual owe each other what they can give to each other, that is, a kind of mutual exchange. In the studies of J. Moorhead and R. Griffin, it is indicated that an employee who is satisfied with the work is less absent for various reasons, to strive for work.

Another approach reflects how much the employee identifies with the organization, feels part of the organization. When an employee has a high level of identification with an organization, they tend to ignore minor sources of dissatisfaction in their relationship with the company.

According to a study by J. Pfiferling and F. Eskel, there are a number of conditions for organizing work that carry a high risk of "burnout". The presence of three or more of these conditions qualifies an organization as prone to burnout. This is about:

- continuously high levels of stress (stress);

- about the workload of hierarchical interactions in the team;

- about the expectations of additional efforts from the employee with a minimum remuneration for this;

- about the lack of concern for moral standards;

- about the monotony of work;

– rigidity of functional duties for employees;

– insufficient participation of employees in the decision-making process.

Carefully analyzing the conditions described above, it can be assumed that the institutions of the penal system can initially be characterized as organizations “prone to burnout”.

Organizational conditions can influence an individual's sense of belonging to an organization. The feeling of emotional involvement in the organization, as studies by R. Eisenberger and others have shown, directly affects labor productivity. The organizational environment can be interpreted by the employee as either supportive or unfavorable. If the employee perceived organizational conditions as favorable, it is most likely that achieving good results at work would be more meaningful for him. These positive beliefs would later lead to a sense of belonging to the organization. There are several ways to create a favorable image of the organization.

One of them is to provide employees with access to continuous education through self-education, organization of seminars, symposiums, etc. Whether providing education through the involvement of its own employees as teachers or through funding that will provide the opportunity to continue education on the side, the organization directly affects the level of perception of the support of the team and management. A positive image of the organization also arises in cases where employees feel that their activities are positively and adequately evaluated, when they feel management's concern for their level of well-being. If the measures taken by the management provide an increase in the level of competence of employees, then this in turn leads to an increase in self-esteem and the significance of their work.

Thus, from the point of view of this approach, the continuation of education by an employee develops his self-esteem. This, in turn, will reduce the risk of "burnout".

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Introduction

2. Symptoms of burnout

Conclusion

Bibliography

employee punishment emotional

Introduction

Modern psychological research concerning workers in social professions (doctors, psychologists, teachers, managers of various ranks, service workers, lawyers, military, etc.) shows their susceptibility to professional deformations (A.V. Budanov; B.D. Novikov; A (A. Rean, A. R. Fonarev, A. K. Markova, S. P. Beznosov, E. T. Lunina, Yu. A. Yudchits, S. E. Borisova, E. D. Yurchenko, etc.) . One of the frequent negative manifestations among representatives of these professions is the phenomenon of "emotional burnout" or, in another wording, the syndrome of emotional burnout. This syndrome occurs in situations of intensive professional communication under the influence of many external and internal factors (G. Freudenberg; K. Maslach; T.V. Formanyuk; A.K. Markova; V.V. Boyko; N.E. Vodopyanova, N. V. Grishina; V. E. Orel; T. I. Ronginskaya, etc.) and manifests itself as a “muting” of emotions, the disappearance of the sharpness of feelings and experiences, an increase in the number of conflicts with communication partners, indifference and isolation from the experiences of another person, loss feeling the value of life, loss of faith in one's own strengths, etc.

According to studies (V.V. Lebedev, S.E. Timoshenko, B.D. Novikov, S.P. Beznosov), the category of workers at risk of developing "emotional burnout" includes penitentiary employees whose professional activities have a number of specific features, complicated by many negative factors. Its success is determined not only and not so much professional knowledge how many skills to implement them in their activities through the development of professionally important and personal qualities. This is especially true for those departments of the penitentiary system (UIS), whose representatives directly communicate with prisoners. All this requires the development and use of appropriate preventive measures in the penitentiary system.

1. Burnout syndrome: psychological essence and phenomenology

The term "burnout" was introduced by the American psychiatrist H.J. Freidenberg in 1974 to characterize the psychological state of healthy people who are in intensive and close communication with clients, patients in an emotionally saturated atmosphere when providing professional assistance. Initially, this term was defined as a state of exhaustion, exhaustion with a sense of one's own worthlessness.

In 1981, E. Moppoy proposed a vivid emotional image, reflecting, in his opinion, the internal state of an employee experiencing professional burnout distress: "The smell of burning psychological wiring" .

By 1982, over a thousand articles on "emotional burnout" had been published in the English-language literature. The studies presented in them were mainly descriptive and episodic. Initially, the number of professionals classified as emotional burnout was negligible; they were employees of medical institutions and various charitable organizations. R. Schwab (1982) expands the occupational risk group: these are, first of all, teachers, policemen, lawyers, prison staff, politicians, managers of all levels. As K. Maslach, one of the leading experts in the study of emotional burnout, writes: "The activities of these professionals are very different, but they all share close contact with people, which, from an emotional point of view, is often very difficult to maintain for a long time" .

V.V. Boyko, drawing attention to the fact that serious psycho-traumatic factors are behind emotional burnout, gave the following definition: "Emotional burnout is a psychological defense mechanism developed by a person in the form of complete and partial exclusion of emotions in response to selected psycho-traumatic influences."

Also, emphasizing the obvious connection between emotional burnout and stress, V.V. Boyko wrote: "Emotional burnout is a dynamic process and occurs in stages, in full accordance with the mechanism of stress development."

G. Selye, following V.V. Boyko, considered emotional burnout as a non-specific protective reaction of the body in response to psychotraumatic factors of various properties.

However, the most famous description of emotional burnout, supplementing the definitions of previous authors, was given by K. Maslach: “Emotional burnout is a syndrome of emotional exhaustion, depersonalization, a decrease in personal achievements, which can occur among specialists different types helping professions.

2. Symptoms and dynamics of burnout syndrome

Symptoms of emotional burnout indicate character traits prolonged stress and mental overload, which lead or may lead to complete disintegration of various mental spheres, and especially emotional. The development of the syndrome is staged. First, significant energy costs are observed - a consequence of an emotionally high positive attitude towards the performance of professional activities. As the syndrome develops, a feeling of fatigue appears, which is gradually replaced by disappointment, a decrease in interest in one's work.

G.A. Makarova identifies five key groups of symptoms characteristic of burnout syndrome:

1. Physical symptoms.

The physical symptoms of burnout, according to the researcher, include fatigue, physical fatigue, exhaustion, sleep disturbance, and insomnia. A person has poor general health, difficulty breathing, shortness of breath, nausea, dizziness, excessive sweating, trembling, hypertension (high blood pressure), ulcers, boils, heart disease.

2. Emotional symptoms.

In the presence of this group of symptoms, the employee feels a lack of emotions, pessimism, cynicism and callousness in work and personal life, indifference and fatigue, helplessness and hopelessness. The person becomes irritable and aggressive. Anxiety, anxiety increase, the ability to concentrate is lost. The employee experiences a constant feeling of guilt, a feeling of loneliness. There is a loss of ideals, hopes or professional prospects.

3. Behavioral symptoms.

With this group of symptoms, the following factors are distinguished: work time more than 45 hours a week. During the working day, there is fatigue and a desire to interrupt, relax. Indifference to food appears, the table is meager, without frills. There is little physical activity, impulsive emotional behavior.

4. Intellectual state.

Here, interest in new theories and ideas in work decreases, in alternative approaches to solving problems. Boredom, melancholy, and apathy increase. The worker prefers standard patterns, routine, rather than a creative approach, cynicism and indifference to innovations, innovations appear, the work is done formally.

5. Social symptoms.

Finally, this group of symptoms is expressed in the lack of time or energy for social activity, a decrease in activity and interest in leisure, hobbies. At the same time, social contacts are limited to work, there are poor relationships with others, both at home and at work. A person feels isolation, misunderstanding by others and others, as well as a lack of support from family, friends, colleagues.

However, the most common symptoms of burnout syndrome recognition are the symptoms described by K. Maslach:

1. Emotional exhaustion, the employee develops chronic fatigue, mood decreases, sleep disorders, diffuse bodily ailments are also observed, susceptibility to disease increases;

2.Depersonalization; the attitude towards colleagues and those who need help becomes negative, even cynical, a feeling of guilt appears, a person chooses automatic “functioning” and avoids stress in every possible way;

3. State of own insolvency; a person suffers from a lack of success, recognition, as well as from a loss of control over the situation, constantly feels his own inadequacy and the excessive demands placed on him.

Thus, we see that the syndrome of emotional burnout manifests itself at all levels of human existence: first of all, it is the physical and mental level, emotional and cognitive spheres are also added to it, and, finally, emotional burnout manifests itself at the personal level and in activity.

3. Factors of emotional burnout

After the phenomenon of "emotional burnout" became generally recognized, the question naturally arose about the factors that contribute to development or, conversely, inhibit it.

Consider the classification of V.V. Boyko, who identifies a number of external and internal factors of prerequisites that provoke emotional burnout.

To external factors, determining emotional burnout, V.V. Boyko refers to a group of organizational factors, which includes the conditions of the material environment, the content of work and the socio-psychological conditions of activity, is the most representative in the field of burnout research. It is no coincidence that in some works (L.S. Kitaev-Smyk, Reshetova, Cherniss) the dominant role of these factors in the occurrence of burnout is emphasized. Consider them:

Chronic intense psycho-emotional activity: A professional working with people has to constantly reinforce various aspects of communication with emotions: actively raise and solve problems, carefully perceive, memorize intensively and quickly interpret visual, sound and written information, quickly weigh alternatives and make decisions.

Destabilizing organization of activities: fuzzy organization and planning of work, lack of equipment, poorly structured and vague information.

Increased responsibility for the functions and operations performed:. Everyone who works with people and is honest in their duties has a moral and legal responsibility for the well-being of entrusted business partners - patients, students, customers, etc. .

An unfavorable psychological atmosphere of professional activity: this is determined by two main circumstances - vertical conflict, in the “supervisor-subordinate” system, and horizontally, in the “colleague-colleague” system. .

A psychologically difficult contingent that a professional in the field of communication deals with.

Next, we consider it appropriate to identify the internal factors that cause emotional burnout.

To the internal factors causing emotional burnout, V.V. Boyko refers to the following factors:

Tendency to emotional rigidity: Increased impressionability and sensitivity can completely block the psychological defense mechanism in question and do not allow it to develop.

Intensive interiorization (perception and experience) of the circumstances of professional activity: this psychological phenomenon occurs in people with increased responsibility for the task assigned, the role they play.

Weak motivation of emotional return in professional activity: there are two aspects here. Firstly, a professional in the field of communication does not consider it necessary or for some reason is not interested in showing complicity and empathy with the subject of his activity. Secondly, a person is not used to, does not know how to encourage himself for empathy and complicity shown in relation to the subjects of professional activity.

Moral defects and disorientation of the personality: perhaps the professional had a moral defect even before he began to work with people, or acquired in the course of his activity. A moral defect is due to the inability to include in interaction with business partners such moral categories as conscience, virtue, integrity, honesty, respect for the rights and dignity of another person.

To this list, you can add the factors identified by Reshetova T.V. :

Lack of emotion or inability to communicate;

Alexithymia in all manifestations (the inability to express feelings in words), is always associated with anxiety;

Workaholism, when a problem is camouflaged with work (a workaholic most often covers up his professional failure at a pace);

People without resources (social ties, family ties, love, professional solvency, economic stability, purpose, health, etc.).

Thus, it can be summarized that emotional burnout consists in negative changes in the personality at all its levels. In turn, the main determinants of emotional burnout scientists (L.S. Kitaev-Smyk, Reshetova, Orel, V.V. Boyko) include two groups of factors: external and internal.

4. Professional activity of GUFSIN employees as a factor of emotional burnout

Any activity is involved in the formation and development of personality. According to researchers (V.V. Prokopiev, S.P. Beznosov, T.V. Reshetova, Novikov), there are a sufficient number of factors discussed above that determine the development of emotional burnout in the professional activities of the employees of the GUFSIN. In particular, a psychologically difficult contingent: many hours, every working day, many years of professional “communication” with convicts, deforms a professional working with them, in particular, an employee of the Main Department of the Federal Penitentiary Service.

N. Samykina and V. Sulitsky, studying this problem, identified the following features work of employees of the GUFSIN.

Firstly, the object of professional activity has not only social, but also subjective characteristics: a response to professional influence according to its own logic, and not professional logic.

Secondly, the profession of employees of the GUFSIN has the properties of "counter social resonance": it itself depends on society, society depends on it.

Features of work in the GUFSIN system in themselves are the conditions for the development of negative symptoms, which then lead to the formation of a burnout syndrome as a whole. The following socio-psychological factors of activity are meant:

1. The content of the activity: work with detainees, suspects, accused and convicts is notable for its contradictory nature, since it is connected, on the one hand, with their re-education and resocialization, and on the other hand, with strict control over their behavior and constant contacts with the criminal subculture, which itself itself is closed and strictly structured.

2. Features of "clients": educational work with detainees, suspects, accused and convicts should be built within the framework of a personal approach, which implies a non-judgmental, accepting attitude towards their characteristics, their past, present and future, as well as an interest in their development and self-realization. On the other hand, almost every law enforcement officer has a psychological barrier associated with a nonjudgmental attitude towards convicts, which is either ignored or hidden and does not find its adequate expression in professional activities.

3. Temporary parameters of activity and volume of work: increased loads in activity, overtime work stimulate the development of burnout.

4. The nature of relations with colleagues: role-playing, defined by the charter, relations do not allow satisfying the subject's need for self-disclosure, do not imply emotionally open, trusting communication, which contradicts the very nature of man.

Conclusion

So, we are following V.V. Boyko understands emotional burnout as a psychological defense mechanism developed by a person in the form of complete and partial exclusion of emotions in response to selected psycho-traumatic effects.

The next point of ours, we examined the symptoms by which one can recognize the occurrence of emotional burnout in an employee. We examined the approaches of various authors on this issue and found that although different researchers gave their classifications of symptoms of emotional burnout, it is possible to identify common patterns that most scientists mention. This is, first of all, quick fatigue, fatigue from work, from communication. Secondly, the authors pay attention to the fact that the worker becomes callous and cynical. And, finally, the employee performs his work very formally, acts in a stereotyped way, does not want to accept any innovations, does not show initiative.

Further, we studied the factors that determine emotional burnout and concluded that emotional burnout is initiated by a complex of factors, which we, based on the research of scientists (L.S. Kitaev-Smyk, Reshetova, Orel, V.V. Boyko), divided into external ( chronic intense psycho-emotional activity, destabilizing organization of activity, difficult contingent, etc.) and internal ones, which also include the personal characteristics of professionals.

Also, we examined how the professional activity of the GUFSIN employees affects the development of emotional burnout and, based on the opinions of researchers (V.V. Prokopiev, O.Yu. Osipova, S.P. Beznosov, T.V. Reshetova), summarized that in In this professional activity, there is a sufficient number of previously considered factors that determine the occurrence and development of emotional burnout. In particular, a psychologically difficult contingent: many hours, every working day, many years of professional “communication” with convicts, deforms the professional working with them. Also, he is affected by chronic intense psycho-emotional activity and repeated stress when dealing with criminals, and specific moral stresses (leading to "burnout of the personality"), and destabilizing organization of activities, which includes often involuntarily irregular working days, as well as many other factors. in particular, the personal characteristics of the employee.

Bibliography

1. Boyko V.V. Syndrome of "emotional burnout" in professional communication. - St. Petersburg: Peter, 1999. - 434 p.

2. Boyko V.V. Energy of emotions. - St. Petersburg: Peter, 2004. 474 p.

3. Kitaev-Smyk L.A. Psychology of stress. M., 1988.

4. Kitaev-Smyk L.A. "The Psychology of Stress -- 2: The Psychological Anthropology of Stress". Second edition revised and enlarged. Published in the journal "Questions of the Psychology of Extreme Situations", 2007, No. 4, p. 2-21

5.Makarov V.V., Makarova G.A. Transactional analysis - Eastern version. - M., 2002.

6. Orel V.E. The phenomenon of "burnout" in foreign psychology: empirical research // Psychological journal. - 2001. - V.22, No. 1. - P.90-101.

7. Reshetova T. V. Stress management. - M., 2001.

8. Ronginskaya T.I. Burnout Syndrome in Social Professions // Psychological Journal, Vol. 23, No. 3, - 2002.

9. Samykina N., Sulitsky V. Burnout syndrome among employees of the penitentiary system.// Social psychology. 2005. No. 2.

10. Selye G. Stress without distress. - M., Progress, 1979

11. Formanyuk T.V. Syndrome of "emotional burnout" as an indicator

professional maladaptation of the teacher. Zh. “Issues of psychology”, 1994, N6.

12. Cherniss P., 1980. Professional burnout in human service organizations. N.Y.: Praeger;

13. Freudenberger H.J., 1974. Staff burn-out// Journal of Social Issues 30 (1),

14. Maslach C., 1976. Burned-out// Human Behavior, 5 (9), p. sixteen

15.Pain W.S. (ed.), 1982. Job stress and burnout: Research, theory and intervention perspectives, Beverly Hills, Calif: Sage Publications

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Psychological features of the syndrome of emotional "burnout" in the professional activities of a teacher, its general characteristics and symptoms. Conditions of the pedagogical activity of the teacher, contributing to the development of the syndrome of emotional "burnout".

The rector of the Northern State Medical University, Academician of the Russian Academy of Medical Sciences Pavel Sidorov is well known to the readers of MG. His articles on various issues of medicine and medical education often appear on the pages of the newspaper. Today, the editors publish his lecture, the subject of which is very relevant for the practical health service.

Emotional burnout syndrome (BS) is a reaction of the body that occurs as a result of prolonged exposure to occupational stress of medium intensity. The WHO European Conference (2005) noted that work-related stress is an important problem for about one third of workers in the European Union and the cost of addressing mental health problems in this regard is on average 3-4% of gross national income .

BS is a process of gradual loss of emotional, cognitive and physical energy, manifesting itself in symptoms of emotional, mental exhaustion, physical fatigue, personal withdrawal, and decreased job satisfaction. In the literature, as a synonym for the syndrome of emotional burnout, the term "burnout syndrome" is used.

SEV is a psychological defense mechanism developed by a person in the form of a complete or partial exclusion of emotions in response to selected psycho-traumatic effects. This is an acquired stereotype of emotional, most often professional, behavior. "Burnout" is partly a functional stereotype, since it allows you to dose and economically spend energy resources. At the same time, its dysfunctional consequences may occur, when "burnout" adversely affects the performance of professional activities and relationships with partners. Sometimes SEV (in foreign literature - "burnout") is denoted by the concept of "professional burnout", which allows us to consider this phenomenon in the aspect of personal deformation under the influence of professional stress.

The first work on this problem appeared in the United States. The American psychiatrist H.Frendenberger in 1974 described the phenomenon and gave it the name "burnout", to characterize the psychological state of healthy people who are in intensive and close communication with patients (clients) in an emotionally loaded atmosphere when providing professional assistance. Social psychologist K. Maslac (1976) defined this condition as a syndrome of physical and emotional exhaustion, including the development of negative self-esteem, negative attitude to work, loss of understanding and empathy towards clients or patients. Initially, CMEA meant a state of exhaustion with a sense of one's own uselessness. Later, the symptoms of this syndrome expanded significantly due to the psychosomatic component. Researchers increasingly associated the syndrome with psychosomatic well-being, referring it to pre-illness states. In the International Classification of Diseases (ICD-X), SEB is classified under Z73 - "Stress associated with difficulties in maintaining a normal lifestyle").

The prevalence of burnout syndrome

Among the professions in which SEB occurs most often (from 30 to 90% of employees), doctors, teachers, psychologists, social workers, rescuers, and law enforcement officers should be noted. Almost 80% of psychiatrists, psychotherapists, psychiatrists-narcologists have signs of burnout syndrome of varying severity; 7.8% - a pronounced syndrome leading to psychosomatic and psychovegetative disorders. According to other data, among counseling psychologists and psychotherapists, signs of EBS of varying severity are detected in 73% of cases; in 5%, a pronounced phase of exhaustion is determined, which is manifested by emotional exhaustion, psychosomatic and psychovegetative disorders.

Among the nurses of psychiatric departments, signs of EBS are found in 62.9% of the respondents. The phase of resistance dominates in the picture of the syndrome in 55.9%; a pronounced phase of "exhaustion" is determined in 8.8% of respondents aged 51-60 years and with more than 10 years of experience in psychiatry.

85% of social workers have some kind of burnout symptoms. The existing syndrome is observed in 19% of respondents, in the formation phase - in 66%.

According to British researchers, among general practitioners, a high level of anxiety is found in 41% of cases, clinically pronounced depression - in 26% of cases. A third of doctors use medications to correct emotional stress, the amount of alcohol consumed exceeds the average level. In a study conducted in our country, 26% of therapists had a high level of anxiety, and 37% had subclinical depression. Signs of EBS are detected in 61.8% of dentists, and in 8.1% - the syndrome is in the "exhaustion" phase.

SEB is found in a third of the employees of the penitentiary system who directly communicate with convicts, and in a third of law enforcement officers.

Etiology

The main cause of EBS is considered to be psychological, mental overwork. When requirements (internal and external) long time prevail over resources (internal and external), a state of equilibrium is disturbed in a person, which inevitably leads to CMEA.

The relationship of the identified changes with the nature of professional activity associated with responsibility for the fate, health, and life of people has been established. These changes are regarded as the result of prolonged occupational stress. Among occupational stressors that contribute to the development of CMEA, there is a mandatory work in a strictly established daily routine, a high emotional saturation of acts of interaction. For a number of specialists, the stressfulness of interaction is due to the fact that communication lasts for hours, is repeated for many years, and the recipients are patients with a difficult fate, disadvantaged children and adolescents, criminals and victims of disasters, who talk about their innermost, suffering, fears, hatred.

Workplace stress - the mismatch between the individual and the demands placed on them - is a key component of SEB. The main organizational factors contributing to burnout include: high workload; lack or lack of social support from colleagues and management; insufficient remuneration for work; a high degree of uncertainty in the assessment of the work performed; inability to influence decision-making; ambiguous, ambiguous job requirements; constant risk of penalties; monotonous, monotonous and unpromising activity; the need to outwardly show emotions that do not correspond to reality; lack of days off, vacations and interests outside of work.

Occupational risk factors include "helping", altruistic professions (doctors, nurses, teachers, social workers, psychologists, priests). Working with seriously ill patients (gerontological, oncological patients, aggressive and suicidal patients, patients with addictions) is highly predisposing to burnout. Recently, burnout syndrome has also been detected in specialists for whom contact with people is not typical at all (programmers).

The development of CMEA is facilitated by personality traits: a high level of emotional lability; high self-control, especially with volitional suppression of negative emotions; rationalization of the motives of one's behavior; a tendency to increased anxiety and depressive reactions associated with the unattainability of the "internal standard" and the blocking of negative experiences in oneself; rigid personality structure.

A person's personality is a fairly holistic and stable structure, and it tends to look for ways to protect itself from deformation. One of the ways of such psychological protection is the syndrome of emotional burnout. The main reason for the development of CMEA is the discrepancy between personality and work, between the increased requirements of the manager to the employee and the real possibilities of the latter. Often, the SEV is caused by a discrepancy between the desire of workers to have a greater degree of independence in their work, to look for ways and methods to achieve the results for which they are responsible, and the rigid, irrational policy of the administration in organizing work activity and monitoring it. The result of such control is the emergence of feelings of the futility of their activities and the lack of responsibility.

The lack of proper remuneration for work is experienced by the employee as a non-recognition of his work, which can also lead to emotional apathy, a decrease in emotional involvement in the affairs of the team, a feeling of unfair treatment towards him and, accordingly, to burnout.

Diagnostics

Currently, there are about 100 symptoms, one way or another associated with SES. First of all, it should be noted that the conditions of professional activity can sometimes be the cause of chronic fatigue syndrome, which, by the way, quite often accompanies CMEA. With chronic fatigue syndrome, typical complaints of patients are: progressive fatigue, decreased performance; poor tolerance of previously habitual loads; muscle weakness; muscle pain; sleep disorders; headaches; forgetfulness; irritability; decreased mental activity and ability to concentrate. In persons suffering from chronic fatigue syndrome, prolonged subfebrile condition and sore throat may be recorded. When making this diagnosis, it should be borne in mind that there should be no other causes or diseases that can cause the appearance of such symptoms.

There are three key features of CMEA. The development of SEV is preceded by a period of increased activity, when a person is completely absorbed in work, refuses needs that are not related to it, forgets about his own needs, and then the first sign comes - exhaustion. It is defined as a feeling of overstrain and exhaustion of emotional and physical resources, a feeling of fatigue that does not go away after a night's sleep. After rest, these phenomena decrease, but resume upon returning to the previous working situation.

The second sign of CMEA is personal detachment. Professionals, when changing their compassion for the patient (client), regard the developing emotional withdrawal as an attempt to cope with emotional stressors at work. In the extreme manifestations of a person, almost nothing excites from professional activity, almost nothing causes an emotional response - neither positive nor negative circumstances. Interest in the client (patient) is lost, which is perceived at the level of an inanimate object, the very presence of which is sometimes unpleasant.

The third sign is a feeling of loss of self-efficacy, or a drop in self-esteem as part of burnout. A person does not see prospects in his professional activity, job satisfaction decreases, faith in his professional capabilities is lost.

The mutual influence of factors determines the dynamics of the development of the burnout process. In 1986, the Maslach Burnout Inventory (MBI) questionnaire was developed to standardize research in this area. The authors of the dynamic phase model "burnout" identify 3 degrees and 8 phases of burnout, which differ in the relationship of indicators for three factors (the values ​​of the indicators mean the scores scored on the subscales of the MBI questionnaire relative to the average values). The model allows us to identify the average degree of burnout, at which high rates of emotional exhaustion are observed. Emotional-energetic "reserve" up to this stage counteracts the growing depersonalization and reduction of achievements.

There is a two-factor approach, according to which the SEB includes:

Emotional exhaustion - an "affective" factor (refers to the field of complaints about poor physical health, nervous tension);

Depersonalization is a "setting" factor (manifested in a change in attitudes towards patients and towards oneself).

EBS is a combination of physical, emotional, and cognitive exhaustion or exhaustion, with emotional exhaustion being the main factor. Additional components of "burnout" are the result of behavior (stress relief), leading to depersonalization or cognitive-emotional burnout itself, which is expressed in the reduction of personal achievements.

At present, there is no single view on the structure of the CMEA, but, despite this, we can say that it is a personal deformation due to emotionally difficult and tense relations in the person-person system. The consequences of burnout can manifest themselves both in psychosomatic disorders and in purely psychological (cognitive, emotional, motivational and attitudinal) personality changes. Both are of direct importance for the social and psychosomatic health of the individual.

In people affected by BS, as a rule, a combination of psychopathological, psychosomatic, somatic symptoms and signs of social dysfunction is detected. Chronic fatigue, cognitive dysfunction (impaired memory, attention), sleep disorders, personality changes are observed. Perhaps the development of anxiety, depressive disorders, addictions to psychoactive substances, suicide. Common somatic symptoms are headache, gastrointestinal (diarrhea, irritable stomach syndrome) and cardiovascular (tachycardia, arrhythmia, hypertension) disorders.

There are 5 key groups of symptoms characteristic of CMEA:

Physical symptoms (fatigue, physical exhaustion, exhaustion; weight change; insufficient sleep, insomnia; poor general health, including sensations; difficulty breathing, shortness of breath; nausea, dizziness, excessive sweating, trembling; increased blood pressure; ulcers and inflammatory diseases of the skin; diseases of the cardiovascular system);

Emotional symptoms (lack of emotions; pessimism, cynicism and callousness in work and personal life; indifference, fatigue; feelings of helplessness and hopelessness; aggressiveness, irritability; anxiety, increased irrational anxiety, inability to concentrate; depression, guilt; tantrums, mental anguish; loss ideals, hopes or professional prospects; increased depersonalization of one's own or others - people become faceless, like mannequins; a feeling of loneliness prevails);

Behavioral symptoms (working time more than 45 hours a week; fatigue and a desire to rest appear during work; indifference to food; little physical activity; justification for the use of tobacco, alcohol, drugs; accidents - falls, injuries, accidents, etc.; impulsive emotional behavior);

Intellectual state (falling interest in new theories and ideas in work, in alternative approaches to solving problems; boredom, melancholy, apathy, loss of taste and interest in life; greater preference for standard patterns, routine, rather than a creative approach; cynicism or indifference to innovations; low participation or refusal to participate in developmental experiments - trainings, education; formal performance of work);

Social symptoms (low social activity; a drop in interest in leisure, hobbies; social contacts are limited to work; poor relationships at work and at home; a feeling of isolation, misunderstanding by others and others; a feeling of lack of support from family, friends, colleagues).

Thus, CMEA is characterized by a pronounced combination of symptoms of disorders in the mental, somatic and social spheres of life.

Features of the burnout syndrome in representatives of some professions

Occupational stress is a multidimensional phenomenon, expressed in physiological and psychological reactions to a difficult work situation. The development of stress reactions is possible even in progressive, well-managed organizations, which is due not only to structural and organizational features, but also to the nature of the work, personal relationships of employees, and their interaction.

Work-related stress is a possible reaction of the body when demands are placed on people that do not match their level of knowledge and skills. In a recent survey in 15 countries of the European Union, 56% of workers noted the high pace of work, 60% - tight deadlines, 40% - its monotony, more than a third did not have the opportunity to have any influence on the order of tasks. Work-related stressors contribute to the development of health problems. Thus, 15% of workers complained of headache, 23% of neck and shoulder pain, 23% of fatigue, 28% of stress and 33% of back pain. Nearly one in 10 reported being subjected to intimidation tactics in the workplace.

Another phenomenon characteristic of many industries is mental violence, the cause of which is the deterioration of interpersonal relationships and organizational dysfunctions. The most common form of such violence is the abuse of power against people who are unable to defend themselves.

The economic losses from work stress and related mental health problems of workers are quite high (about 265 billion euros annually for 15 states of the European Union). Nowadays, due to the rapidly changing socio-economic and political situations, the increase in neuropsychic and information loads, the diversification of production, the growth of competitiveness, the problems of managing industrial stresses are becoming more and more relevant.

Workplace stressors include:

Physical (vibration, noise, polluted atmosphere);

Physiological (shift schedule, lack of diet);

Socio-psychological (conflict of roles and role uncertainty, overload or underload of employees, unsettled information flows, interpersonal conflicts, high responsibility, lack of time);

Structural-organizational ("organizational stress").

According to the concept of G. Selye, work in a stressful environment leads to the mobilization of internal resources and can cause both acute disorders and delayed consequences. During the first three years of exposure to stress factors, the number of acute conditions and reactions (psychosis, heart attacks) increases, and then chronic diseases (ischemic heart disease, depression, kidney disease, immunological diseases, etc.) begin to predominate. The number of stress reactions increases according to the "principle of acceleration", when an already developed stress reaction leads to changes in life and new stresses, and the "principle of contagion", which is very pronounced in production teams.

SEV is considered mainly as a consequence of work stress, as a process of maladjustment to the workplace or professional duties, and the main predisposing factor for burnout is the duration and excessive workload in situations of tense interpersonal relationships. In this regard, SEV is typical for representatives of communicative professions: doctors, medical personnel, teachers, psychologists, representatives of various service professions, and managers. In the context of professional activity, the negative consequences of interpersonal communications are designated by the concept of "professional burnout", which is directly related to the preservation of health, mental stability, reliability and professional longevity of these specialists.

As a result of "burning out" a person loses mental energy, he develops psychosomatic fatigue (exhaustion), emotional exhaustion ("exhaustion of resources"), unmotivated anxiety, anxiety, irritability appear, autonomic disorders occur, self-esteem decreases, awareness of the meaning of one's own professional activity is lost.

There is a close relationship between professional burnout and activity motivation. Burnout can lead to a decrease in professional motivation: hard work gradually turns into an empty occupation, apathy and even negativism appear in relation to one's duties, which are reduced to a minimum. Mental burnout is more prone to workaholics - those who work with high dedication, responsibility, setting a permanent work process. EBS is considered as the result of an unfavorable resolution of stress in the workplace, while it should be noted that professional specificity affects only a certain degree of stressfulness of individual factors. The relationship between occupational stress factors and burnout symptoms has been identified:

Between the general (summary) indicator of burnout and the characteristics of the work (the significance of the task, productivity, intentions to change jobs);

Between depersonalization and indiscipline, poor relationships with family and friends;

Between emotional exhaustion and psychosomatic illnesses, between personal achievements and attitude to professional duties, the significance of work, etc.

One of the first places on the risk of developing SES is the profession of a nurse. Her working day is the closest communication with people, mainly with the sick, who require vigilant care and attention. Faced with negative emotions, the nurse involuntarily and involuntarily becomes involved in them, as a result of which she herself begins to experience increased emotional stress. Most of all, those who make unreasonably high demands on themselves are at risk of developing BS. A real doctor in their view is a model of professional invulnerability and perfection. Individuals belonging to this category associate their work with a purpose, a mission, so the line between work and private life is blurred for them.

There are three types of nurses who are threatened by the CMEA: 1st - "pedantic", characterized by conscientiousness, elevated to an absolute, excessive, painful accuracy, the desire to achieve exemplary order in any business (even to the detriment of oneself); 2nd - "demonstrative", striving to excel in everything, always to be in sight. This type is characterized by a high degree of exhaustion when performing even inconspicuous routine work; 3rd - "emotive", consisting of impressionable and sensitive people. Their responsiveness, their tendency to perceive someone else's pain as their own, borders on pathology, on self-destruction.

When examining nurses in psychiatric departments, it was found that BS manifested itself in their inadequate response to patients and their colleagues, lack of emotional involvement, loss of the ability to empathize with patients, fatigue, leading to a reduction in professional duties and the negative impact of work on personal life.

The professional activity of workers in the field of mental health carries a potential threat to the development of SEB. personality traits emotional instability, timidity, suspicion, a tendency to feelings of guilt, conservatism, impulsiveness, tension, introversion are of some importance in the formation of CMEA. The symptoms of the “resistance” phase predominate in the picture of the syndrome among workers in this area. This is manifested by inadequate emotional response to patients, lack of emotional involvement and contact with clients, loss of the ability to empathize with patients, fatigue leading to a reduction in professional duties and the negative impact of work on personal life. The experience of psycho-traumatic circumstances is also quite pronounced (phase "tension"), which is manifested by a feeling of physical and psychological overload, stress at work, the presence of conflicts with management, colleagues, patients.

The activity of a psychotherapist is public, implies the need to work with a large number of people and involves the provision of services to clients. Moreover, the latter differ from the main mass of the population in mental imbalance and deviant behavior in one form or another. Among psychotherapists and counseling psychologists, people with a low level of professional security (lack of practical work experience, the impossibility of systematic professional development, etc.) are subject to SEB. Diseases, experiencing severe stress, psychological trauma (divorce, death of a loved one or patient) can provoke SEV.

Other categories of medical workers are also subject to the formation of CMEA, primarily those who care for seriously ill patients with oncological diseases, HIV / AIDS, in burns and intensive care units. Employees of "heavy" departments are constantly experiencing a state of chronic stress due to negative mental experiences, intense interpersonal interactions, tension and complexity of work, etc. And as a result of a gradually developing SEV, mental and physical fatigue, indifference to work occur, the quality of medical care decreases, a negative and even cynical attitude towards patients is generated.

The professional activity of a social worker, regardless of the type of work performed, belongs to the group of professions with increased moral responsibility for the health and life of individuals, population groups and society as a whole. It requires a lot of emotional stress, responsibility and has very vague criteria for success. Negative influence health is affected by constant stressful situations that this employee finds himself in in the process of social interaction with the client, constant insight into the essence of his problems, as well as due to personal insecurity and other moral and psychological factors.

The formation of SEV in the professional activities of a social worker may be associated with such factors as situations of change or loss of social status - risk, extreme conditions, uncertain situations. The probability of occurrence of SEV increases in the following conditions: investing in the work of large personal resources with insufficient recognition; working with "unmotivated" clients who constantly resist efforts to help them; lack of conditions for self-expression at work; tension and conflict in the professional environment; dissatisfaction with their profession. The risk of developing SEV is higher for young professionals, and this is explained by the fact that in adulthood the stage of professional development and adaptation to the profession has already been passed, specific goals have been defined, professional interests have been formed, and mechanisms for professional self-preservation have been developed.

Teachers are largely subject to the development of SEV. This is explained by the fact that the professional work of teachers is characterized by a very high emotional intensity. There are a large number of objective and subjective emotional factors that have a negative impact on the work of a teacher, causing severe emotional stress and stress. It should also be taken into account that this is one of the professions of the altruistic type, where the likelihood of mental burnout is quite high.

Emotional factors cause a growing sense of dissatisfaction, the accumulation of fatigue, which leads to crises in work, exhaustion and burnout. This is accompanied by physical symptoms: asthenia, frequent headaches and insomnia. In addition, there are psychological and behavioral symptoms: feelings of boredom and resentment, decreased enthusiasm, uncertainty, irritability, inability to make decisions. As a result of all this, the effectiveness of the professional activity of the teacher decreases. The growing feeling of dissatisfaction with the profession leads to a decrease in the level of qualification and causes the development of the process of mental burnout.

Among the many features and difficulties of teaching and pedagogical work, its high mental tension is often singled out. Moreover, the ability to experience and empathize is recognized as one of the professionally important qualities of a teacher and educator. All these features can contribute to the formation of the CMEA.

Employees of the penitentiary system also belong to the category of workers at risk of developing professional deformation. This is facilitated by many physiological, psychological, economic and social factors. Yes, decision professional tasks requires from employees of penitentiary institutions intensive communication and the ability to build their relationships with convicts and colleagues. The factors contributing to the development of CMEA, in addition to the three main ones (personal, role-playing and organizational), include additional ones characteristic of the penitentiary service, such as dissatisfaction with material needs, low status in a professional group, a decrease in meaningful life ideas, etc.

The CMEA syndrome also affects law enforcement officers, especially those who are constantly on the front lines of the fight against crime. The development of the state of neuroticism in this group is due to constant psychological and physiological stress and even overstrain. It is often practiced "stress relief" with alcohol.

Treatment and prevention of burnout syndrome

Preventive and therapeutic measures for SES are largely similar: what protects against the development of this syndrome can also be used in its treatment.

Preventive, therapeutic and rehabilitative measures should be aimed at relieving the action of the stressor: relieving work stress, increasing professional motivation, balancing the balance between the effort expended and the reward received. When signs of BS appear and develop in a patient, it is necessary to pay attention to the improvement of his working conditions (organizational level), the nature of the emerging relationships in the team (interpersonal level), personal reactions and morbidity (individual level).

A significant role in the fight against BS is assigned primarily to the patient himself. By following the recommendations listed below, he will not only be able to prevent the occurrence of EBS, but also achieve a decrease in its severity:

Setting short-term and long-term goals (this not only provides feedback that the patient is on the right track, but also increases long-term motivation; achieving short-term goals is a success that increases the degree of self-education);

The use of "time-outs", which is necessary to ensure mental and physical well-being (rest from work);

Mastering the skills and abilities of self-regulation (relaxation, ideomotor acts, goal setting and positive inner speech help reduce the level of stress leading to burnout);

Professional development and self-improvement (one of the ways to protect against SEB is the exchange of professional information with representatives of other services, which gives a sense of a wider world than that which exists within a separate team, for this there are various ways- refresher courses, conferences, etc.);

Avoiding unnecessary competition (there are situations when it cannot be avoided, but an excessive desire to win gives rise to anxiety, makes a person aggressive, which contributes to the emergence of SEV);

Emotional communication (when a person analyzes his feelings and shares them with others, the likelihood of burnout is significantly reduced or this process is not so pronounced);

Maintaining a good physical shape (do not forget that there is a close relationship between the state of the body and the mind: unhealthy diet, abuse of alcohol, tobacco, weight loss or obesity aggravate the manifestations of SES.

For the purpose of targeted prevention of SES, one should:

Try to calculate and deliberately distribute your loads;

Learn to switch from one activity to another;

Easier to deal with conflicts at work;

Do not try to be the best always and in everything.