The MBI specifically measures the three-dimensional syndrome of burnout, which differs from general stress in several crucial ways: 1) Work-specific: Burnout is specifically work-related, while stress can come from any life domain; 2) Chronic development: Burnout develops over months or years of chronic workplace stress, not acute stress; 3) Emotional/cognitive focus: While stress has physiological components, burnout centers on emotional exhaustion and cognitive detachment; 4) Relationship dimension: Depersonalization involves negative changes in how one relates to work recipients; 5) Self-evaluation: Reduced personal accomplishment involves negative self-assessment of work competence. The MBI captures this unique constellation of symptoms that distinguishes burnout from depression, anxiety, or general stress.

The MBI consists of 22 items across three subscales: Emotional Exhaustion (9 items), Depersonalization (5 items), Personal Accomplishment (8 items). Each item is rated on frequency from 0 (never) to 6 (every day). Subscale scores are calculated separately, not combined into a single total. Interpretation uses established cutoff scores for each dimension: Emotional Exhaustion: Low (≤16), Moderate (17-26), High (≥27); Depersonalization: Low (≤6), Moderate (7-12), High (≥13); Personal Accomplishment: Low (≤31), Moderate (32-38), High (≥39). Burnout is typically indicated by high scores on EE and DP combined with low scores on PA. However, patterns vary—some experience high exhaustion without depersonalization, others show cynicism without exhaustion. All three scores must be interpreted together for accurate assessment.

Different score patterns reveal distinct burnout profiles: 1) Classic Burnout: High EE, High DP, Low PA - The full syndrome requiring comprehensive intervention; 2) Overextended: High EE only - Still engaged but exhausted, needs workload reduction and recovery; 3) Disengaged: High DP only - Cynical but not exhausted, needs meaning restoration and reconnection; 4) Ineffective: Low PA only - Feeling incompetent despite energy, needs skill development and feedback; 5) At-Risk: Moderate scores across dimensions - Early warning requiring preventive action; 6) Engaged: Low EE, Low DP, High PA - Healthy work engagement to maintain. The pattern guides intervention selection—exhaustion requires recovery strategies, depersonalization requires relationship repair, low accomplishment requires competence building.

Extensive research confirms MBI scores predict multiple important outcomes: Health: High EE correlates with depression (r=0.50), anxiety (r=0.45), sleep disorders, cardiovascular risk, and immune dysfunction. Job Performance: High DP predicts lower patient satisfaction in healthcare, reduced client trust in service professions, and increased errors. Low PA correlates with decreased productivity and innovation. Employment Outcomes: High EE increases absenteeism by 40-50% and doubles turnover intentions. Combined high EE and DP increases actual turnover by 60%. Organizational Costs: Burnout accounts for 8-18% of annual healthcare costs and reduces productivity by 20-30%. The MBI's predictive validity makes it invaluable for preventive interventions before severe consequences develop.

Monitoring frequency depends on context: Individual self-monitoring: Every 3-6 months for those in high-stress roles or with previous burnout. Organizational assessment: Annually for general monitoring, quarterly for high-risk departments. During interventions: Pre-post assessment (minimum 8-12 weeks apart) to measure change. Return from leave: Assess before return and 1-3 months after. Important considerations: 1) Avoid assessing during unusually busy periods; 2) Allow sufficient time (2-3 months) between assessments to detect meaningful change; 3) Track all three dimensions separately—they may change at different rates; 4) Combine with qualitative feedback for context. The MBI is sensitive to change, with 3-5 point shifts on EE or DP representing clinically meaningful improvement or deterioration.