Table 3. Variables associated with provider burnout among studies using the Maslach Burnout Inventory and reporting these variables (15/20).

Author, year	Overall Burnout	Emotional Exhaustion	Depersonalization	Personal Achievement
Benevides-Pereira, 2007	Not Reported		Positive association: male sex	Positive association: younger age
da Silva, 2008		No significant associations identified	Positive association: being black; those absent from work once in the 30 days prior to the interview Inverse association: female sex; age 41 years or higher; monthly family income between 4 and 5, and above 7 minimum salaries; working where 20% or more users are of private medical care systems	Positive association: age =41 years
Engelbrecht, 2008		Positive association: availability of resources; time pressure of workload; conflict and social relations	Positive association: availability of resources; time pressure of workload
Kruse, 2009	Positive association: female sex; age (36 to 45 years); working other jobs; knowing a co-worker who left	Not reported
Putnik, 2011	None reported
Ge, 2011		Inverse association: intrinsic and extrinsic job satisfaction	Positive association: intrinsic job satisfaction
Malakouti, 2011 *	Positive association: longer work experience; higher GHQ scores; higher job stress	Not Reported
Calganb, 2011		Positive association: lower age; lower work contentment; lower satisfaction with customers; excessive workload; excessive time pressure; higher frequency of work stress; fewer years in practice	Positive association: lower age; being unmarried; lower satisfaction with customers; excessive time pressure; higher frequency of work stress; fewer years in practice	Positive association: lower age; higher work contentment; higher satisfaction with customers; lower time pressure; lower frequency of work stress; more years in practice
Alameddine, 2012		Positive association: likelihood to quit job	Positive association: likelihood to quit job	Inverse association: likelihood to quit job
Akintola, 2013		Not Reported	Positive association: Type of volunteer and lack of support	Positive association: total stress; lack of support; overwhelming nature of the disease; difficulty dealing with distress and dying
Jocic, 2014	Positive association: higher age	Not Reported
Karakose, 2014		Inverse association: intrinsic job satisfaction. No association with extrinsic job satisfaction, and general job satisfaction	No association with intrinsic job satisfaction, extrinsic job satisfaction, or general job satisfaction	Positive association: intrinsic job satisfaction, extrinsic job satisfaction, and general job satisfaction
Ding, 2014		Positive association: effort-reward ratio, over commitment, and anxiety symptoms Inverse association: length of employment	Positive association: effort-reward ratio, over commitment, and anxiety symptoms Inverse association: length of employment	Positive association: length of employment, and over commitment Inverse association: effort-reward ratio, and anxiety symptoms
Cagan, 2015	No relationship with gender, marital status, or profession. Personal accomplishment positively associated with working in districts. Emotional exhaustion positively associated with low perceived economic status and not personally choosing working department. Emotional exhaustion and depersonalization negatively associated with job happiness.
Cao, 2015		Inverse association: general self-concept, leadership, communication, knowledge, staff relationship, caring, affective commitment, normative commitment, continuance commitment
Silva, 2015	Positive association with risk of burnout $: age >30 years, work week >40 hours, professional dissatisfaction, desire to abandon the profession, feeling of discomfort, reporting that work was not a source of realization, mental disorder diagnosed by a psychiatrist, emotional tension, and limited/average future expectations
Muliira, 2015	Positive association: associate degree (compared to Bachelor’s or Masters’ degree), being married, and involvement in non-midwifery health care activities at work
Hu, 2015	Positive association: constant term, unmarried status, junior college-level education, difficulties between doctor and nurse, difficulties between nurse and patient, and difficulties between nurse and nurse Inverse association: job satisfaction	Positive association: age >30 years, non-single marital status, associate/ bachelor degree/higher, being senior nurse/charge nurse/higher, employment status (formal establishment), >3 years employment, job dissatisfaction, unfair/inappropriate content of continuing education opportunities, difficulty with interpersonal relationships, income =1000 RMB	Positive association: job dissatisfaction, unfair/inappropriate content of continuing education opportunities, difficulty with interpersonal relationships,	Positive association: single marital status, job dissatisfaction, unfair/inappropriate content of continuing education opportunities, difficulty with interpersonal relationships
Pandey, 2015	Positive association with “deep emotional labor”, or altering felt emotions to match expections Inverse association: job satisfaction and “surface emotional labor”, or altering expressed (but not felt) emotions to match expectations
Cao, 2016		Inverse association: perceived organization support, general self-concept, leadership, communication, knowledge, staff relationship, and caring

Higher Emotional Exhaustion and Depersonalization, and lower Personal Accomplishment, are associated with higher burnout

Key:

^*GHQ: General Health Questionnaire; higher scores indicate higher psychological distress; Job stress based on Steinmentz test ⁴¹

^$High risk of burnout: (high emotional exhaustion + high depersonalization + high professional realization) OR (high emotional exhaustion + low depersonalization + low professional realization) OR (low emotional exhaustion + high depersonalization + low professional realization); moderate risk of burnout: high emotional exhaustion OR high depersonalization OR low professional realization; low risk of burnout: (low emotional exhaustion + low depersonalization + high professional realization)

RMB: Renminbi or Yuan (currency of China)

Emotional labor: “the process of regulating both feelings and expressions for the organizational goals”. Surface-level emotional labor is showing fake emotions and deep-level emotional labor is done when providers “alter their felt emotions genuinely to match the ones desired by the organization.