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Abstract：
BACKGROUND: Burnout is an increasing public health concern. Its prevalence has extended across diverse professions globally, posing significant challenges to individuals, organizations, and society. This phenomenon has undermined employee well-being, productivity, and organizational effectiveness, making it a critical concern in contemporary work environments. The present study aimed to examine the adaptation and assess the validity of the Persian version of the Burnout Assessment Tool (BAT).
METHODS: The adaptation process included the translation and back-translation of the BAT. Data were collected on a sample of 580 teachers using the convenience sampling. The BAT-Persian and Utrecht Work Engagement Scale were administered to collect the data. The reliability, factorial structure of the BAT-C and BAT-S, and the convergent and discriminant validity of BAT-C and work engagement were explored.
RESULTS: Confirmatory factor analysis supported a four-factor structure for the core dimensions (BAT-C; exhaustion, mental distance, emotional impairment, cognitive impairment), and a two-factor structure for the secondary dimensions (BAT-S; psychological distress, psychosomatic complaints). In the second-order model, the item loadings on the four factors of BAT-C ranged from 0.35 to 0.85, and on two factors of BAT-S ranged from 0.63 to 0.89. The Persian versions of the BAT-C and BAT-S showed good internal consistency (respectively, α = 0.95 and 0.90). Additional evidence supports the convergent and discriminant validity of the BAT-GR. the BAT-C and its scales were negatively correlated with work engagement and dimensions (i.e., vigor, dedication, and absorption). Moreover, the BAT-S and its scales negatively correlated with work engagement and dimensions.
CONCLUSIONS: This study provided evidence that the Iranian version of BAT represents a reliable and valid tool for measuring burnout in the work context. A reliable and valid tool for assessing burnout in the Iranian workplace enables early detection of employee distress, allowing for timely intervention and support. This means that identifying the signs and symptoms of burnout in the early stages can prevent more severe consequences such as absenteeism, reduced productivity, or turnover.
METHODS: The adaptation process included the translation and back-translation of the BAT. Data were collected on a sample of 580 teachers using the convenience sampling. The BAT-Persian and Utrecht Work Engagement Scale were administered to collect the data. The reliability, factorial structure of the BAT-C and BAT-S, and the convergent and discriminant validity of BAT-C and work engagement were explored.
RESULTS: Confirmatory factor analysis supported a four-factor structure for the core dimensions (BAT-C; exhaustion, mental distance, emotional impairment, cognitive impairment), and a two-factor structure for the secondary dimensions (BAT-S; psychological distress, psychosomatic complaints). In the second-order model, the item loadings on the four factors of BAT-C ranged from 0.35 to 0.85, and on two factors of BAT-S ranged from 0.63 to 0.89. The Persian versions of the BAT-C and BAT-S showed good internal consistency (respectively, α = 0.95 and 0.90). Additional evidence supports the convergent and discriminant validity of the BAT-GR. the BAT-C and its scales were negatively correlated with work engagement and dimensions (i.e., vigor, dedication, and absorption). Moreover, the BAT-S and its scales negatively correlated with work engagement and dimensions.
CONCLUSIONS: This study provided evidence that the Iranian version of BAT represents a reliable and valid tool for measuring burnout in the work context. A reliable and valid tool for assessing burnout in the Iranian workplace enables early detection of employee distress, allowing for timely intervention and support. This means that identifying the signs and symptoms of burnout in the early stages can prevent more severe consequences such as absenteeism, reduced productivity, or turnover.
摘要：
背景：职业倦怠是一个日益增加的公共卫生问题。它的流行已经扩展到全球不同的职业，对个人构成重大挑战，组织,和社会。这种现象损害了员工的福祉，生产力,和组织有效性，使其成为当代工作环境中的关键问题。本研究旨在检查适应和评估波斯版本的倦怠评估工具（BAT）的有效性。
方法：适应过程包括BAT的翻译和回译。使用便利抽样收集了580名教师的样本数据。实施BAT-波斯语和乌得勒支工作敬业度量表来收集数据。可靠性,BAT-C和BAT-S的阶乘结构，探讨了BAT-C和工作投入的收敛效度和判别效度。
结果：验证性因子分析支持核心维度的四因素结构(BAT-C；穷竭，心理距离,情绪障碍,认知障碍)，和二级维度的双因素结构(BAT-S；心理困扰，心身抱怨)。在二阶模型中,BAT-C的四个因子的项目负荷范围为0.35至0.85，BAT-S的两个因子的项目负荷范围为0.63至0.89。波斯版本的BAT-C和BAT-S表现出良好的内部一致性（分别为，α=0.95和0.90)。其他证据支持BAT-GR的收敛和判别有效性。BAT-C及其量表与工作参与度和维度呈负相关(即，活力,奉献,和吸收)。此外，BAT-S及其量表与工作投入和维度呈负相关。
结论：这项研究提供了证据，证明伊朗版本的BAT代表了在工作背景下测量倦怠的可靠且有效的工具。评估伊朗工作场所倦怠的可靠有效工具可以及早发现员工的痛苦，及时干预和支持。这意味着在早期阶段识别倦怠的体征和症状可以防止更严重的后果，例如旷工，降低生产率，或营业额。
方法：适应过程包括BAT的翻译和回译。使用便利抽样收集了580名教师的样本数据。实施BAT-波斯语和乌得勒支工作敬业度量表来收集数据。可靠性,BAT-C和BAT-S的阶乘结构，探讨了BAT-C和工作投入的收敛效度和判别效度。
结果：验证性因子分析支持核心维度的四因素结构(BAT-C；穷竭，心理距离,情绪障碍,认知障碍)，和二级维度的双因素结构(BAT-S；心理困扰，心身抱怨)。在二阶模型中,BAT-C的四个因子的项目负荷范围为0.35至0.85，BAT-S的两个因子的项目负荷范围为0.63至0.89。波斯版本的BAT-C和BAT-S表现出良好的内部一致性（分别为，α=0.95和0.90)。其他证据支持BAT-GR的收敛和判别有效性。BAT-C及其量表与工作参与度和维度呈负相关(即，活力,奉献,和吸收)。此外，BAT-S及其量表与工作投入和维度呈负相关。
结论：这项研究提供了证据，证明伊朗版本的BAT代表了在工作背景下测量倦怠的可靠且有效的工具。评估伊朗工作场所倦怠的可靠有效工具可以及早发现员工的痛苦，及时干预和支持。这意味着在早期阶段识别倦怠的体征和症状可以防止更严重的后果，例如旷工，降低生产率，或营业额。
