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The DOI matches its Crossref record; 12 of the 12 references it cites were found in a registry or an index.

Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well-being

Schaufeli, Wilmar B., Taris, Toon W., Van Rhenen, Willem·2008·Applied Psychology
DOI 10.1111/j.1464-0597.2007.00285.x
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Abstract

The present study investigated in a sample of 587 telecom managers whether workaholism, burnout, and work engagement—the supposed antipode of burnout—can be distinguished empirically. These three concepts were measured with existing, validated multi‐dimensional questionnaires. Structural equation modeling revealed that a slightly modified version of the hypothesised model that assumed three distinct yet correlated constructs—burnout, engagement, and workaholism—fitted the data best. Multiple regression analyses revealed that these three concepts retained unique hypothesised patterns of relationships with variables from five clusters representing (1) long working hours, (2) job characteristics, (3) work outcomes, (4) quality of social relationships, and (5) perceived health, respectively. In sum, our analyses provided converging evidence that workaholism, burnout, and engagement are three different kinds of employee well‐being rather than three of a kind. La présente étude examine auprès d’un échantillon de 587 cadres des télécommunications la question de savoir si l’addiction au travail, le burnout et l’engagement au travail—supposé l’inverse du burnout—peuvent être distingués empiriquement. Ces trois concepts sont mesurés à partir de questionnaires multi‐dimensionnels existants et validés. La modélisation d’équation structurale indique qu’une version légèrement modifiée du modèle testé selon lequel le burnout, l’engagement au travail et l’addiction au travail sont trois formes distinctes bien que corrélées du bien‐être, rend mieux compte des résultats. Des analyses de régression multiples montrent que ces trois concepts renvoient à des modèles de relations supposés uniques entre les variables des cinq groupes suivants: 1) le nombre d’heures travaillées, 2) les caractéristiques du travail, 3) les résultats du travail, 4) la qualité des relations sociales et 5) la santé perçue. En conclusion, les analyses montrent de façon convergente que l’addiction au travail, le burnout et l’engagement au travail sont trois formes différentes de bien‐être des employés plutôt que trois facettes du bien‐être.

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Crossref · 10.1111/j.1464-0597.2007.00285.x

Cites

12 of 12 references verified0 citation errors · 0 not checkable

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This paper’s full text isn’t openly available, so its claims and self-check weren’t run. The registry and citation checks still apply.

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  • Engaged individuals may work long hours in demanding jobs and do not necessarily perceive long working hours as stressful.

    “As Schaufeli and colleagues (2008) have formulated, this may indicate that engaged individuals work long hours in demanding jobs-and do not necessarily perceive long working hours as stressful.”

    From Job demands–resources model in the context of recovery: Testing recovery experiences as mediators (2011) · cites this paper as Schaufeli et al., 2008

  • Some cross-sectional studies have revealed that job demands may have a positive link to work engagement.

    “However, some cross-sectional studies have revealed that job demands may have a positive link to work engagement (Kinnunen et al., 2008; Schaufeli et al., 2008).”

    From Job demands–resources model in the context of recovery: Testing recovery experiences as mediators (2011) · cites this paper as Schaufeli et al., 2008

Citations

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Metadata

Authors
Schaufeli, W. B., Taris, T. W., & Van Rhenen, W.
Venue
Applied Psychology
Publisher
Wiley
Published
2007-02-27
Volume
57
Issue
2
Pages
173-203
ISSN
  • 0269-994X
  • 1464-0597
DOI
10.1111/j.1464-0597.2007.00285.x
Cited by
991
References
12
Language
en
Licence
onlinelibrary.wiley.com/termsAndConditions#vor (vor)

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