Burnout and Work Engagement: The JD–R Approach

Abstract

Whereas burnout refers to a state of exhaustion and cynicism toward work, engagement is defined as a positive motivational state of vigor, dedication, and absorption. In this article, we discuss the main definitions and conceptualizations of both concepts used in the literature. In addition, we review the most important antecedents of burnout and work engagement by examining situational and individual predictors. We also review the possible consequences of burnout and engagement and integrate the research findings using job demandsresources theory. Although both burnout and work engagement are related to important job-related outcomes, burnout seems to be more strongly related to health outcomes, whereas work engagement is more strongly related to motivational outcomes. We discuss daily and momentary fluctuations in burnout and work engagement as possibilities for future research. 389

Job Crafting: Uma Revisão da Produção Científica Internacional

“…Considera-se as demandas e os recursos no trabalho como categorias amplas que iniciam dois processos diferentes relativamente independentes. Enquanto as demandas no trabalho são os preditores mais importantes do processo de burnout, os recursos do trabalho são em geral os preditores fundamentais da satisfação, motivação e engajamento no trabalho (Bakker & Demerouti, 2013;Bakker, Demerouti, & Sanz-Vergel, 2014). Os recursos no trabalho podem atuar como amortecedores (buffers) das demandas no trabalho e ganham proeminência quando as demandas são elevadas.…”

Exploring demands from the perspective of employees identified as being at risk of burnout

“…Burnout is an occupational concern which negatively impacts both the health of employees and work-related outcomes in organizations (Bakker, Demerouti, & Sanz-Vergel, 2014). Burnout can be described as a psychological syndrome characterized by exhaustion, cynicism, and reduced professional efficacy (Maslach & Leiter, 1997).…”

“…While the motivational process indicates that job resources lead to organizational commitment via work engagement (De Beer et al, 2012; Schaufel & Bakker, 2004), the health-impairment process holds that high job demands (e.g., workload and emotional demands) drain employees’ mental and physical resources, leading to the depletion of energy (Bakker & Demerouti, 2007), and also to psychological and physical health problems (Bakker et al, 2014; De Beer et al, 2016). For the purposes of the current study, the research focused on the health-impairment process of the JD-R model as a foundation to explore demanding aspects of employees’ lives.…”

Clima Organizacional como antecedente del Engagement en una muestra de empresas colombianas. Modelo de Ecuaciones Estructurales

“…Particularmente, hallazgos de investigaciones indican que los recursos laborales pueden ser una de las causas del Engagement (Martínez, Medin, Rodríguez, Del Toro, & Ivanelysse, 2016), así mismo se mencionan otras como el liderazgo y las características personales (Christian & Slaughter, 2011). Incluso, recientemente algunos de los autores del modelo DRL han resaltado la importancia de los recursos personales y las posibilidades de los trabajadores para rediseñar las condiciones de sus puestos de trabajo, fenómeno conocido como job crafting (Bakker, Demerouti, & Sanz-Vergel, 2014).…”