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Cited by 9,297Job Satisfaction and Organizational BehaviorStress and Burnout ResearchWorkaholism, burnout, and well-being

Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study

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Schaufeli, Wilmar B., Bakker, Arnold B.·2004·Journal of Organizational Behavior
DOI 10.1002/job.248
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Abstract

This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.

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Cites

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  • According to the motivational process, the availability of job resources has motivational potential and leads to commitment, work engagement and high performance.

    “Secondly, according to the motivational process, the availability of job resources has motivational potential and leads to commitment, work engagement and high performance (Schaufeli and Bakker 2004; Bakker and Demerouti 2007).”

    From Work engagement in health professions education (2017) · cites this paper as Schaufeli and Bakker 2004

  • Burnout and engagement were in part predicted by different variables.

    “both were in part predicted by different variables, and also differed with respect to outcomes.”

    From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Schaufeli and Bakker 2004

  • Burnout and engagement differed with respect to outcomes.

    “and also differed with respect to outcomes.”

    From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Schaufeli and Bakker 2004

  • Burnout and engagement shared between 10 and 25 percent of variance.

    “In their study, Schaufeli and Bakker (2004) found that burnout and engagement shared between 10 and 25 percent of variance, both were in part predicted by different variables, and also differed with respect to outcomes.”

    From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Schaufeli and Bakker 2004

  • The overlap between burnout and engagement may not be perfect.

    “This may in part be two sides of the same coin, although the overlap may not be perfect, as was found for the relation between burnout and engagement (cf. Schaufeli and Bakker 2004).”

    From Energy Management of People in Organizations: A Review and Research Agenda (2011) · cites this paper as Schaufeli and Bakker 2004

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Authors
Schaufeli, W. B., & Bakker, A. B.
Affiliations
Utrecht University (NL)
Corresponding author
Schaufeli, Wilmar B.
ORCID
Venue
Journal of Organizational Behavior
Publisher
Wiley
Published
2004-03-30
Volume
25
Issue
3
Pages
293-315
ISSN
  • 0894-3796 (ISSN-L)
  • 1099-1379
DOI
10.1002/job.248
OpenAlex
W2153610778
Cited by
9,297
References
81
Citations by year
2026: 601 · 2025: 667 · 2024: 685 · 2023: 676 · 2022: 770 · 2021: 731 · 2020: 650 · 2019: 580 · 2018: 507 · 2017: 481 · 2016: 445 · 2015: 427 · 2014: 447 · 2013: 396 · 2012: 325
FWCI
116.59
Type
journal article
Language
en
Open access
Licence
Locations
  • Journal of Organizational Behavior (publishedVersion)
  • Utrecht University Repository (Utrecht University) (submittedVersion, other-oa)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
  • Social Sciences › Psychology › Social Psychology › Workaholism, burnout, and well-being
Keywords
burnout, work engagement, job demands, job resources, occupational health, turnover intention, mediation, occupational stress

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