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Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study
Open accessAbstract
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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“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
In the citing paper
“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
In the citing paper
“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
In the citing paper
“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
In the citing paper
“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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Bothma, C. F. C., & Roodt, G. (2013) · SA Journal of Human Resource Management · doi:10.4102/sajhrm.v11i1.507 · Cited by 570
Examining workplace mindfulness and its relations to job performance and turnover intention
Dane, E., & Brummel, B. J. (2014) · Human Relations · doi:10.1177/0018726713487753 · Cited by 568
Challenges to teacher resilience: conditions count
Gu, Q., & Day, C. (2013) · British Educational Research Journal · doi:10.1080/01411926.2011.623152 · Cited by 566
Being Driven to Work Excessively Hard
Schaufeli, W. B., Shimazu, A., & Taris, T. W. (2009) · Cross-Cultural Research · doi:10.1177/1069397109337239 · Cited by 566
Self-citationBeyond the Demand-Control Model
Bakker, A. B., van Veldhoven, M. J. P. M., & Xanthopoulou, D. (2010) · Journal of Personnel Psychology · doi:10.1027/1866-5888/a000006 · Cited by 647
Self-citationSchool burnout and engagement in the context of demands-resources model.
Salmela‐Aro, K., & Upadyaya, K. (2014) · British Journal of Educational Psychology · doi:10.1111/bjep.12018 · Cited by 562
Metadata
- Authors
- Schaufeli, W. B., & Bakker, A. B.
- Affiliations
- Utrecht University (NL)
- Corresponding author
- Schaufeli, Wilmar B.
- 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
- 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
- green
- dspace.library.uu.nl
- 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
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
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