Leadership ThriveCircles

Burnout

Maslach Burnout Inventory (MBI) - Human Services Survey for Medical Personnel (MBI-HSS MP) is a 22-item survey that covers 3 areas: Emotional Exhaustion (EE, range 0-54, higher score greater EE), Depersonalization (DP, range 0 - 30, higher score greater DP), and low sense of Personal Accomplishment (PA, range 0 -48, higher score greater PA). Each subscale includes multiple questions with frequency rating choices of Never, A few times a year or less, Once a month or less, A few times a month, Once a week, A few times a week, or Every day.

Leadership

Mayo Clinic Leadership Index (MLI) - a validated, self-report instrument developed at Mayo Clinic that asks healthcare professionals to rate their direct-report supervisor across key dimensions of well-being centered leadership, including inclusion, communication, empowerment, professional development, and recognition. The instrument is a 9-item questionnaire. Each item is scored on a 5-point Likert scale ranging from 1 ("strongly disagree") to 5 ("strongly agree").

Professional fulfillment

Stanford Professional Fulfillment Index (PFI) - a validated instrument designed to measure professional fulfillment (positive aspects of work) among physicians and other healthcare professionals. It includes 6 items assessing intrinsic positive reward from work (e.g., meaningfulness, satisfaction, sense of contribution). It was measured on a Not at all true (0), Somewhat true (1), Moderately true (2), Very true (3), Completely true (4) scale.

Leadership self-efficacy

Leadership self-efficacy was measured with a modified version of the Mayo Leadership Index to assess their confidence in enacting each of the leadership behaviors. 8-items from the Mayo Leadership Index were modified to start with "I feel confident I can…" and were measured with the following scale: Strongly Agree (5), Agree (4), Neither Agree nor Disagree (3), Disagree (2), Strongly Disagree (1) scale.

Organizational health climate

Organizational health climate assessment includes 10 questions assessing their organization and supervisors engagement in practices that support employee health. It was measured using a Strongly Agree (5), Agree (4), Neither Agree nor Disagree (3), Disagree (2), Strongly Disagree (1) scale.

General self-efficacy

General self-efficacy measures an individual's broad, stable belief in their own capacity to cope with a variety of challenging demands, and has been identified as an influential variable related to adaptation to stress and chronic illness. This was measured with Romppel et al.'s (2013) measure. It has 6-items measured with a Not at all true (1), Hardly true (2), Moderately true (3), Exactly true (4) scale.

Intent to leave

This outcome is assessed via a single self-report survey item developed for this study to capture an individual's perceived likelihood of leaving employment with the CU SOM within the next two years. The item is designed to serve as a pragmatic indicator of turnover intention, a commonly reported correlate of well-being, job satisfaction, and organizational climate in healthcare workforce research.Higher scores indicate a greater self-reported likelihood of leaving CU SOM within the next two years (i.e., stronger turnover intention).