An unexpected pattern emerged when examining how the three aspects of burnout related to:
(1) First line managers’ (FLMs) evaluation of their own leadership in contrast to
(2) FLMs’ evaluation of their supervisors’ leadership.
The pattern is strong:
1. Exhaustion is significantly related to evaluating the bosses’ leadership, but not the FLMs’ own leadership.
2. Cynicism is significantly related to evaluating both the bosses’ and the FLMs’ own leadership.
3. Efficacy is significantly related to evaluating the FLMs’ own leadership, but not the bosses’ leadership.
The relationship of efficacy—being convinced that you’re doing important work and that you’re good at doing that work—with self-evaluation of leadership is the strongest relationship of the group.
So, what does this mean?
It means that when people evaluate their leaders, they focus on how much their leaders distress them.
It means that when people evaluate themselves as leaders, they focus on their self-confidence.
Next Question: What influences FLMs’ sense of distress or confidence?
That will be the topic of the next post.