The DOI matches its Crossref record; 81 of the 81 references it cites were found in a registry or an index.
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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In the citing paper
“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
Citations
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The job demands-resources model of burnout.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001) · Journal of Applied Psychology · doi:10.1037/0021-9010.86.3.499 · Cited by 13,643
Self-citationMaslach, C., Schaufeli, W. B., & Leiter, M. P. (2001) · Annual Review of Psychology · doi:10.1146/annurev.psych.52.1.397 · Cited by 12,852
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Cited by
Sorted by citations
The Job Demands‐Resources model: state of the art
Bakker, A. B., & Demerouti, E. (2007) · Journal of Managerial Psychology · doi:10.1108/02683940710733115 · Cited by 12,996
Self-citationThe Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006) · Educational and Psychological Measurement · doi:10.1177/0013164405282471 · Cited by 7,403
Self-citationJob demands–resources theory: Taking stock and looking forward.
Bakker, A. B., & Demerouti, E. (2017) · Journal of Occupational Health Psychology · doi:10.1037/ocp0000056 · Cited by 6,979
Self-citationHobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018) · Annual Review of Organizational Psychology and Organizational Behavior · doi:10.1146/annurev-orgpsych-032117-104640 · Cited by 5,781
Antecedents and consequences of employee engagement
Saks, A. M. (2006) · Journal of Managerial Psychology · doi:10.1108/02683940610690169 · Cited by 5,577
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
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