Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships

Broeck, Anja Van den; Elst, Tinne Vander; Baillien, Elfi; Sercu, Maarten; Schouteden, Martijn; Witte, Hans De; Godderis, Lode

doi:10.1097/jom.0000000000000964

Cited by 79 publications

(71 citation statements)

References 32 publications

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“…However, the range of the items was broad (0.73–0.97) and this must be considered in regard to the two items mentioned above. Still, considering current research in the area of work-related psychosocial risk factors, we believe that items related to bullying and harassment [21, 69, 70] and job demands [71, 72] should be included in the questionnaire.…”

Section: Discussionmentioning

confidence: 99%

“Blue flags”, development of a short clinical questionnaire on work-related psychosocial risk factors - a validation study in primary care

Sennehed

Gard

Holmberg

et al. 2017

BMC Musculoskelet Disord

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BackgroundWorking conditions substantially influence health, work ability and sick leave. Useful instruments to help clinicians pay attention to working conditions are lacking in primary care (PC). The aim of this study was to test the validity of a short “Blue flags” questionnaire, which focuses on work-related psychosocial risk factors and any potential need for contacts and/or actions at the workplace.MethodsFrom the original“The General Nordic Questionnaire” (QPSNordic) the research group identified five content areas with a total of 51 items which were considered to be most relevant focusing on work-related psychosocial risk factors. Fourteen items were selected from the identified QPSNordic content areas and organised in a short questionnaire “Blue flags”. These 14 items were validated towards the 51 QPSNordic items. Content validity was reviewed by a professional panel and a patient panel. Structural and concurrent validity were also tested within a randomised clinical trial.ResultsThe two panels (n = 111) considered the 14 psychosocial items to be relevant. A four-factor model was extracted with an explained variance of 25.2%, 14.9%, 10.9% and 8.3% respectively. All 14 items showed satisfactory loadings on all factors. Concerning concurrent validity the overall correlation was very strong rs = 0.87 (p < 0.001).). Correlations were moderately strong for factor one, rs = 0.62 (p < 0.001) and factor two, rs = 0.74 (p < 0.001). Factor three and factor four were weaker, bur still fair and significant at rs = 0.53 (p < 0.001) and rs = 0.41 (p < 0.001) respectively. The internal consistency of the whole “Blue flags” was good with Cronbach’s alpha of 0.76.ConclusionsThe content, structural and concurrent validity were satisfactory in this first step of development of the “Blue flags” questionnaire. In summary, the overall validity is considered acceptable. Testing in clinical contexts and in other patient populations is recommended to ensure predictive validity and usefulness.

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Section: Discussionmentioning

confidence: 99%

“Blue flags”, development of a short clinical questionnaire on work-related psychosocial risk factors - a validation study in primary care

Sennehed

Gard

Holmberg

et al. 2017

BMC Musculoskelet Disord

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“…All five job resources were negatively related to exhaustion among the permanent and temporary employees, with the exception that job control was the only job resource significantly and negatively associated with exhaustion among the temporary agency employees. Previous studies comparing different employee groups have similarly found the same job demands and resources to be equally associated with outcomes such as work engagement, burnout [52], task satisfaction, work-related fatigue and organizational commitment [53] in different sectors.…”

Section: Theoretical Implicationsmentioning

confidence: 93%

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Hakanen

Ropponen

Witte

et al. 2019

IJERPH

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The aim of this study was to investigate the relative importance of four job demands and five job resources for employee vitality, i.e., work engagement and exhaustion, in three different employment groups: permanent, temporary and temporary agency workers. We employed data from the sixth European Working Conditions Survey (EWCS) collected in 2015 comprising 28,042 employees from 30 European countries. We used linear regression analyses and dominance analysis (DA). The results showed minor mean differences in work engagement and exhaustion and that temporary agency workers had the highest job insecurity and lowest job control. The associations between job resources and job demands, and work engagement and exhaustion of the groups, did not differ considerably. DA showed that in all three employment groups, job feedback made the strongest contribution to work engagement and workload to exhaustion. In addition, among the temporary agency workers, supervisor support contributed to work engagement and job control (negatively) to exhaustion more than in the other groups. This study suggests that the key determinants of vitality at work may be similar, regardless of contract, and that to have sustainably performing vital workers, organizations should focus on enabling job feedback and preventing high workload in all employment groups.

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“…In light of the Job Demands–Resources model [ 6 , 25 ], there is a growing consensus on the influence of work environment characteristics on engagement [ 26 , 27 , 28 ]. Certain job demands such as role ambiguity and role conflict have constituted an active field of research in educational settings [ 29 , 30 ].…”

Section: Introductionmentioning

confidence: 99%

Contributions of Work-Related Stress and Emotional Intelligence to Teacher Engagement: Additive and Interactive Effects

Mérida-López

Extremera

Rey

2017

IJERPH

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This study examined the additive and interactive effects of role stress and emotional intelligence for predicting engagement among 288 teachers. Emotional intelligence and engagement were positively associated. Role ambiguity and role conflict showed negative associations with vigor and dedication scores. The interaction of role ambiguity and emotional intelligence was significant in explaining engagement dimensions. Similar results were found considering overall teacher engagement. Emotional intelligence boosted engagement when the levels of role ambiguity were higher. Our findings suggest the need for future research examining the impact of job hindrances on the links between emotional intelligence and teachers’ occupational well-being indicators. Finally, the implications for emotional intelligence training in education are discussed.

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Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships

Abstract: More attention is needed to decrease burnout and increase work engagement, particularly in industry, service, and the public sector. The Job Demands-Resources model may be helpful in this regard, as it is valid across sectors.

Cited by 79 publications

References 32 publications

“Blue flags”, development of a short clinical questionnaire on work-related psychosocial risk factors - a validation study in primary care

“Blue flags”, development of a short clinical questionnaire on work-related psychosocial risk factors - a validation study in primary care

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Contributions of Work-Related Stress and Emotional Intelligence to Teacher Engagement: Additive and Interactive Effects

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