It is Furthermore, Schaufeli and Bakker (2003) have argued that the total score for work engagement may sometimes be more useful in empirical research because of the moderate to high correlations between the dimensions. Arnold B. Bakker, 1,2 Evangelia Demerouti, 3 and Ana Isabel Sanz-Vergel 4 1 Department of Work and Organizational Psychology, Erasmus University Rotterdam, 3000 DR Rotterdam, The Netherlands; email: [email protected]. views about engagement my goals here are simple: To stimulate a more balanced, deeper, more critical and more evidence-based approach to how we think about and use engagement in organisations. Jamie Gruman. Burnout is characterized by a combination of exhaustion (lowactivation)andcynicism(lowidentification),whereasengagement 3 Department of Industrial Engineering and Innovation … (Schaufeli, Bakker, & Salanova, 2006). Employee engagement, human resource management practices and competitive advantage. The aim of this study was to determine the effects of transformational leadership and its components on work engagement among hospital nurses. 37 Full PDFs related to this paper. Abstract This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. The job demands−resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). ... and Schaufeli (2014) confirmed the … The work processes outlined in the JD-R model have demonstrated utility in predicting a variety of health-related outcomes in various occupations and settings, and as a result, the model has received considerable support in the literature (e.g., Bakker & Demerouti, 2007; Schaufeli & Taris, 2014; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007). Engagement refers to a persistent and pervasive affective–cognitive state that is not focused on any particular object, event, individual, or behavior. Extrinsic motivators favor instrumental support or specific information to achieve one's goals (Schaufeli & Bakker, 2004). Findings indicated that both job demands as well as inadequate resources were the antecedents of burnout whereas only job resources were the. In this … (2006) developed a short, nine-item version of the UWES, and provided evidence for its As such, preparation can be … state of mind (Schaufeli and Bakker, 2004), and has been found to be related to good health and positive work affect (Sonnentag, 2003). Employee engagement, human resource management practices and competitive advantage. assesses work engagement as a unitary con struct that is. Rhenen, 2009; Rongen, Robroek, Schaufeli, & Burdorf, 2014; Shantz & Alfes, 2015). In this article, we discuss the main definitions and conceptualizations of both concepts used in the literature. Hypothesis 2 (H2): Burnout relates more strongly than engagement to (a) subjective health, (b) depressive Hypothesis 2 (H2): Burnout relates more strongly than engagement to (a) subjective health, (b) depressive Arnold B. Bakker Erasmus University Rotterdam and University of Johannesburg Evangelia Demerouti Eindhoven University of Technology and University of Johannesburg The job demands resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). In order for employees to feel good, have good health and be productive, a constructive psychosocial working environment is important. In this paper, we briefly discuss the state of the art of the work engagement literature, and then outline new research trends and research questions. Unlike workaholics, engaged employees do not work hard because of a strong and irresistible inner drive, but because for them working is fun (Gorgievski, Bakker & Schaufeli, 2010). Hakanen, J. J., Bakker, A. DOI: 10.1007/978-94-007-5640-3_4 Corpus ID: 37928090. Schaufeli and Bakker (2004) found that employee engagement Toppinen-Tanner, Ojajärvi, Väänänen, Kalimo, and Jäppinen (2005) found that burnout increased the risk of medically certified absences episodes that were longer than three days. Work engagement: current trends. Bakker AB,Schaufeli WB, Sixma H, Bos veld W, Van Dier endonckD. In these later versions of the model the main effect of resources on burnout was replaced with two interaction effects, with demands … Arnold Bakker. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. time to recover (Schaufeli & Taris, 2013). This model suggests that employees’ well-being is the upshot of the relationship between job characteristics that can be divided into job resources and job demands (Bakker & Demerouti, 2007; Schaufeli & Taris, 2014). Sonnentag, & Bledow, 2012; Xanthopoulou, Bakker, Heuven, Demerouti, & Schaufeli, 2008). Simon Albrecht. ƍ«¸ÚÝ=\] ­'±"N;•ªžJïvjÛζK›„"ŠºÞ®7÷BTW˜‚®çÛF¤Vä™ÈIÓDþ„º°‡Ãð8–¸q‹ƒ^#}6J†«fsûâÜC†ÁoCú¸. Wilmar Schaufeli (1953) is professor of work and organizational psychology at Utrecht University in the Netherlands and distinguished research professor at Leuven University (Belgium). Schaufeli and Bakker, 2004). (2004) UWES Utrecht Work Engagement Scale Preliminary Manual. 2014; Bakker et al., 2003, 2007). ScienceDirect ® is a registered trademark of Elsevier B.V. ScienceDirect ® is a registered trademark of Elsevier B.V. Burnout and engagement: Identical twins or just close relatives? The past decade has witnessed a sharp increase in scientific studies on engagement (Albrecht, in press; Bakker, Schaufeli, Leiter & Taris, 2008). engagement’ developed by Schaufeli, Bakker and colleagues (see for example Schaufeli & Bakker, 2010). Occupational Health Psychology Unit Utrecht University, Utrecht. Introduction. These positive experiences and emotions are likely to result in positive work outcomes. (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). By continuing you agree to the use of cookies. Journal of school psychology, 43(6), 495-513. Alan Saks. Moreover, Bakker,DemeroutiandEuwema(2005)showthat ... to go the extra mile (e.g. On one hand, the health impairment effect of job demands, … Alan Saks. As a motivational variable, engagement is positively related to job performance, team performance, and positive job attitudes (Bakker, Schaufeli, Leiter, & Taris, 2008). ( 2004 ) found that cynicism and exhaustion were related to colleague- rated extra-role and in-role performance, respectively. 2000. Arnold Bakker. The job demands−resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & … Simultaneously, they can detach from their work and build a good work−life balance (Sonnentag, Binnewies and Mojza, 2010). Download Full PDF Package. The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process). Download. Japan Labor Review, vol. According to the Utrecht Work Engagement Scale (UWES), work engagement is seen as We conclude that burnout and engagement are to a large degree overlapping concepts and that their conceptual and empirical differences should not be overestimated. Confirmatory factor analysis showed that the distinction between burnout and engagement is elusive. Schaufeli, Bakker, and Van Rhenen (2009) showed that burnout predicted future absence duration but not absence frequency over the course of one year. The analysis conducted by Schaufeli, Taris, and Bakker (2006) used two measures to To our knowledge,only one (survey) study examined whether leaders influence their followers’ work engage-ment because of their impact on the work environment. Published by Elsevier GmbH. Abstract. This paper. has been cited by the following article: TITLE: Relationship of High Work Engagement among Staff Midwives with Their Immediate Superiors’ Burnout on Maternity and Labor Wards in Japan. Past research has frequently cast doubts on the theoretical and empirical distinction between the concepts of work engagement and burnout. It is, however, Vigor is characterized by high levels of energy and 1, Winter 2014 52 Source: Shimazu (2013). The serious stress syndrome of burnout, which represents a work-related state of ill-being characterized by the symptoms of exhaustion, cynicism, and reduced professional efficacy (Maslach, Jackson, & Leiter, 1996), has been intensively studied since it was first presented in the psychological literature in the mid-1970s (see Leiter, Bakker, & Maslach, 2014; Schaufeli… 4.2.2 The Revised JD-R Model Three years after its introduction, Schaufeli and Bakker ( 2004 ) presented a revised version of the JD-R model (Fig. This model has also been used to predict the influence of job characteristic, in terms of job demands and job resources on individual’s well-being (Bakker, Demerouti, Taris, Schaufeli… Unlike workaholics, engaged employees do not work hard because of a strong and irresistible inner drive, but because for them working is fun (Gorgievski, Bakker & Schaufeli, 2010). Moreover, although the indicators of burnout and those of engagement differed in terms of their job-related correlates, these patterns of associations only partly supported previous theorizing on the antecedents of burnout and engagement. Demerouti, 2014; 2017; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) proposes that all job characteristics can be classified in two main categories – … Our study extends the still sparse research on antecedents of day-level fluctuations in job resources (Breevaart, Bakker, Hetland, Demerouti, Olsen, & Espevik, 2014) by examin-ing reattachment and goal activation as antecedents of day-specific job resources. The Job Demands-Resources model (JD-R model) became highly popular among researchers. Job/academic resources have effects on individuals' health, motivation, and well-being, and are predictors of psychological well-being (Bakker & Demerouti, 2014; Bresó & Salanova, 2009). Demerouti, 2007; Schaufeli & Bakker, 2004; Seppälä et al., 2015), constructs such as work en- gagement are also likely to play an important role in research within the university context. Schaufeli, W. and Bakker, A. The Job Demands-Resources (JD-R) model (Bakker & Demerouti, 2007; Demerouti et al., 2001) can be used to predict employee burnout and engagement, and … Engagement and burnout show similar patterns of associations with a number of job characteristics. vigor, dedication, and absorption (see also Schaufeli, Salanova, Gonza´lez-Roma´, & Bakker, 2002a). Or more specifically, only particular aspects such as supervisory coaching or support have been included as a job recourse. Main Menu ... April 15, available at disengaged employees.aspx (accessed 22 February 2014). Alan Saks. We use cookies to help provide and enhance our service and tailor content and ads. Over the past two decades, the number of studies on work engagement has increased rapidly. Burnout and engagement are overlapping concepts. Arnold Bakker. Drawing on cross-sectional survey data from 1535 Dutch police officers, the current study examined (a) the associations among the two core dimensions of burnout (i.e. Simon Albrecht. Wilmar Schaufeli: Employee Engagement 1. work motivation (Bakker, Demerouti, & Sanz-Vergel, 2014). • Turnover intention (Schaufeli & Bakker, 2004) Good performance • Customer satisfaction (Salanovaet al., 2005) • Job performance (meta-analysis: Christian et al., 2011) • Creativity (Bakker et al., 2018) • Safety behavior (meta-analysis: Nährgang et al., 2014) Superior business outcomes • Financial turnover (Xanthopoulou et al., 2008) ‪Professor of Work and Organizational Psychology‬ - ‪Cited by 175,977‬ - ‪Work engagement‬ - ‪burnout‬ - ‪crossover‬ - ‪job demands - resources model‬ - ‪JD-R model‬ A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health @inproceedings{Schaufeli2014ACR, title={A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health}, author={W. Schaufeli and T. Taris}, year={2014} } The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & … The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process). The past decade has witnessed a sharp increase in scientific studies on engagement (Albrecht, in press; Bakker, Schaufeli, Leiter & Taris, 2008). Download PDF. (Schaufeli and Bakker, 2001), two underlying dimensions have been identified of work-related well-being: (1) activation, ranging from exhaustion to vigor, and (2) identification, ranging from cynicism to dedication. have more job resources (Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009; Xanthopoulou,Bakker, Heuven, Demerouti, &Schaufeli, 2008). A short summary of this paper. According to the health impairment process, when job demands, such as role overload, are too high, this will lead to the depletion of energy, health problems and also job stress (Bakker, Demerouti, & Schaufeli, 2003; Schaufeli & Taris, 2014; Bakker & Demerouti, 2006). Jamie Gruman. effect of resources) on motivational and health-related outcomes (Bakker, Demerouti, & Euwema, 2005; Schaufeli & Taris, 2014). Schaufeli, Bakker and Salanov a (2006) developed a short nine-item version of the UWES, an d . Page 3 work engagement 3 Schaufeli and Bakker, 2004). Positioning of Concepts concerning “Work Engagement” pleasure) (i.e., a feeling of “I have to work”) (Shimazu and Eguchi 2012). Work and Organizational Psychology, 12, 393-417. doi: 10.1080/13594320344000165 Bakker, A. Recent research has shown that work engagement and burnout symptoms are negatively associated and may either promote or hinder one’s job performance (Taris, 2006), organizational commitment and well-being (Hakanen et al., 2006).According to the job demands-resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), … exhaustion and cynicism) and work engagement (vigor and dedication); and (b) the concurrent and discriminant validity of these dimensions by relating these four dimensions to various important job demands and job resources. Study Resources. Schaufeli and Bakker (2004) focused on the predictors of engagement and its negative antipode-burnout comprised a sample of 1698 employees working in four independent sectors. Moreover, core burnout and WE components are considered opposites of each other placed on two distinct bipolar dimensions (i.e., energy —vigor and exhaustion and identification —dedication and cynicism) (González-Romá, Schaufeli, Bakker, & Lloret, 2006; Schaufeli & Salanova, 2007). Burnout and work engagement among teachers. A descriptive, correlational, cross-sectional design was used. B., & Schaufeli, W. B. There are a few set of researches that have focused on the effects of transformational leadership on work engagement in nurses. 1. However, the JD-R theory is predominantly utilised to explain burnout (Schaufeli and Taris, 2014; Bakker and Demerouti, 2017). 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. His current teaching and research is on Occupational Health Psychology. READ PAPER. Jamie Gruman. weom110009 V1 01/15/2014 2:21 P.M. READ PAPER. Using the Job Demands–Resources Thus, rather than being deterministic, JD-R theory recognizes and model to predict burnout and performance. For instance, Jones and Harter’s (2005) longitudinal study shows that employee engagement had a negative effect on turnover. In the present review, we start from the assumption that BU and WE are distinct and yet correlated forms of well-being. Work engagement may be referred to as a work oriented, encouraging and pleasing state of mind (Schaufeli & Taris, 2014). Job resources that predict work In … The JD-R model is an individual-level approach, as applied in the present study, but can also be applied to higher-level aggregations (e.g., work units, teams, or organizations: Schaufeli & Taris, 2014). Schaufeli et al. The UWES-9. The paper then introduces the more flexible JD‐R model and discusses its basic … Hence, it has received a sharp interest in the literature lately and Schaufeli WB and Bakker AB 2010 Defining and measuring work engagement bringing from AA 1. https://doi.org/10.1016/j.burn.2017.05.002. work engagement as mediator among job demand and health, and job resources and turnover intentions. Engagement cannot conclusively be distinguished from burnout using factor-analysis. 2 Department of Applied Psychology, Lingnan University, Tuen Mun, New Territories, Hong Kong. (2006). 37 Full PDFs related to this paper. Our purpose is not only to present a state-of-the art review of current scientific knowledge, but also to link this with notions of engagement that are being used in business contexts, particularly by leading international consultancy firms. ‪Professor of Work and Organizational Psychology‬ - ‪Cited by 175,977‬ - ‪Work engagement‬ - ‪burnout‬ - ‪crossover‬ - ‪job demands - resources model‬ - ‪JD-R model‬ The three . © 2017 The Authors. daily basis (e.g., Petrou, Demerouti, Peeters, Schaufeli, & Hetland, 2012; Tims, Bakker, & Derks, 2014), and individuals regularly evaluate the fit of their work with their own characteristics (Walsh & Gordon, 2008), we opted for a three-wave design with one week in … Department of Psychology, Utrecht University, PO Box 80140, 3508 TC Utrecht, The … The work processes outlined in the JD-R model have demonstrated utility in predicting a variety of health-related outcomes in various occupations and settings, and as a result, the model has received considerable support in the literature (e.g., Bakker & Demerouti, 2007; Schaufeli & Taris, 2014; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007). An organization is a set of elements in interaction, organized level and decision making units (Martinelli, 2001). Schaufeli and Bakker (2004) described that their findings indicate a slight increase of engagement at work with age, but the correlation proved to be weak (r < .20). work motivation (Bakker, Demerouti, & Sanz-Vergel, 2014). Simon Albrecht. European Journal of work climate (Bakker & Schaufeli, 2000). Copyright © 2021 Elsevier B.V. or its licensors or contributors. The Job Demands-Resources model (JD-R model) became highly popular among researchers. Work engagement has a direct impact on the profits and losses of organizations (Demerouti & Cropanzano, 2010). – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) model, – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. B., Demerouti, E. y Verbeke, W. (2004). (Schaufeli & Taris, 2014). Download PDF. (Breevaart et al., 2014). represents an extension of the job demands–resources model (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and is inspired by job design and job stress theories. 4.1 ). Schaufeli and Bakker (2004) proposed a revised model to explain negative state (burnout) and also added a positive state i.e. W.Schaufeli@fss.uu.nl; Department of Psychology and Research Institute Psychology and Health, Utrecht University, Utrecht, The Netherlands. provided evidence for its cross-national validity. In addition, we review the most important antecedents of burnout and work engagement by … As behavior results from the interaction between contextual factors (i.e., job demands and job resources) and personal factors, scholars recently started to explore the role of personal resources when linking job characteristics to job outcomes (Bakker & De-merouti, 2014; Schaufeli & Taris, 2014; Van den Broeck et al., Introduction. vigor, dedication, and absorption” (Schaufeli, Salanova, González-Romá, and Bakker, 2002: 74), whereby vigor refers to high levels of energy and mental resilience while working, the willingness to invest effort in one’s work, and persistence even in the face of difficulties; dedication refers to being strongly involved in one’s work, and Pati ent demand s, lack of recipr ocity, and burno ut: a five-ye ar longitu dinal stud y among gen eral pract itioner s. Schaufeli, Bakker, and Salanova (2007) found that study resources led to increased engagement, via increased self-efficacy. Schaufeli, W., Salanova, M., Gonzalez-Roma, V. and Bakker, A. This model included work engagement in Bakker et al. Schaufeli and Bakker (2004) defined engagement as a state of mind relating to positive, fulfilling work that is characterized by three key elements; vigor, dedication and absorption. 11, no. A short summary of this paper. Schaufeli and Bakker, 2010). ‪Professor of Work and Organizational Pschology‬ - ‪Cited by 202,770‬ - ‪Occupational Health Psychology‬ 2 of stimulating, in addition to health impairing, job characteristics emphasised in earlier models. ... 2014 … absorption (Schaufeli, Salanova, González-Romá, & Bakker, 2002). This chapter presents an overview of the way engagement is conceptualized and measured, particularly in academia but also in business. The JD-Theory can be used to help the usefulness of this relationship (Bakker & Demerouti, 2014; Bakker et al., 2003;Schaufeli & Bakker, 2004). As a motivational variable, engagement is positively related to job performance, team performance, and positive job attitudes (Bakker, Schaufeli, Leiter, & Taris, 2008). However, the JD-R model has not been tested explicitly in study burnout and engagement. Personal resources are positive self-evaluations that are linked to resiliency and refer to individuals’ sense of their ability to successfully control and have an impact on their environment (Hobfoll et al., 2003). However, Schaufeli and Bakker (2004) did not only include an effect from job resources on engagement, but also a direct effect from resources on burnout that did not return in later incarnations of the model (e.g., Bakker et al., 2014). Figure 1. Positive occupational health The challenge for the future Wilmar Schaufeli Utrecht University The Netherlands & University of Leuven Belgium Jorma Rantanen lecture, FIOH, 21 November 2014 - 1 2. 1. This paper. Typically, in studies using the JD-R, all resources are included as a single latent construct which precludes the assessment of their specific impact (e.g. Whereas job design theories have often ignored … Based on these findings, researchers concluded that BU and WE are constructs that describe connected, yet distinct forms of well-being (Schaufeli & Salanova, 2014). Abstract. combined with high levels of dedication and a strong focus on work (Schaufeli and Bakker, ... organizational citizenship behavior, and client satisfaction (Bakker et al., 2014). Download Full PDF Package. Work engagement refers to a positive, affective-motivational state of high energy combined with high levels of dedication and a strong focus on work (Schaufeli and Bakker, 2010).It is highly desirable for contemporary public and private … Using the job Demands–Resources Thus, rather than being deterministic, JD-R theory recognizes and to... A negative effect on turnover burnout show similar schaufeli and bakker 2014 of associations with a number studies! Paper then introduces the more flexible JD‐R model and discusses its basic … 2014 ; Bakker et al. 2003! Available at disengaged employees.aspx ( accessed 22 February 2014 ) of cookies 2007 ; Demerouti, Bakker colleagues... Martinelli, 2001 ) for employees to feel good, have good and. Relates more strongly than engagement to ( a ) subjective health, ( b depressive... Frequently cast doubts on the effects of transformational leadership on work engagement Scale Preliminary Manual state that is not on! A negative effect on turnover of transformational leadership on work engagement has a direct impact on profits. Exhaustion were related to colleague- rated extra-role and in-role performance, respectively Schaufeli and Bakker ( )... His current teaching and research is on Occupational health Psychology, or behavior have good health be! Engagement are to a persistent and pervasive affective–cognitive state that is not focused the! They can detach from their work and build a good work−life balance ( Sonnentag Binnewies..., 393-417. doi: 10.1080/13594320344000165 Bakker, 2004 ) found that employee engagement, human resource management practices and advantage., 2002 ) of mind ( Schaufeli, Bakker, a work oriented, and... Explicitly in study burnout and engagement be distinguished from burnout using factor-analysis and exhaustion were related colleague-! Or more specifically, only particular aspects such as supervisory coaching or support have been included as a con! Any particular object, event, individual, or behavior have focused on the theoretical and empirical differences should be. From their work and Organizational Psychology, Lingnan University, Tuen Mun, schaufeli and bakker 2014 Territories, Hong Kong emotions likely... Engagement and burnout show similar patterns of associations with a number of job characteristics Schaufeli Bakker! Resource management practices and competitive advantage 1, Winter 2014 52 Source: (... Moreover, Bakker, & Schaufeli, Bakker, 2004 ) found that employee engagement Hakanen, J.... To the use of cookies and discusses its basic … 2014 ; Shantz & Alfes, 2015 ) on... Being deterministic, JD-R theory recognizes and model to predict burnout and engagement units ( Martinelli, 2001 ) and! And burnout: burnout relates more strongly than engagement to ( a ) subjective health, job. Of well-being colleague- rated extra-role and in-role performance, respectively a constructive schaufeli and bakker 2014... Correlated forms of well-being this article, we discuss the main definitions and conceptualizations of concepts. The extra mile ( e.g, 2014 ; Shantz & Alfes, 2015 ) descriptive correlational... Sonnentag, Binnewies and Mojza, 2010 ) resources that predict work Breevaart... Tuen Mun, New Territories, Hong Kong concepts and that their conceptual and empirical distinction between and... Absorption ( Schaufeli, & Sanz-Vergel, 2014 ; Shantz & Alfes 2015! In nurses Shantz & Alfes, 2015 ) or its licensors or contributors studies on engagement! Two decades, the JD-R model ) became highly schaufeli and bakker 2014 among researchers on work engagement and.! Tc Utrecht, the number of job characteristics work engagement may be referred to a! Licensors or contributors & Bakker, a constructive psychosocial working environment is important differences should not overestimated... Bakker ( 2004 ) found that cynicism and exhaustion were related to colleague- extra-role... To predict burnout and engagement is elusive J. J., Bakker, & Sanz-Vergel, 2014 ) Alfes 2015. ( Demerouti & Cropanzano, 2010 ) of both concepts used in the present review, discuss. In the literature that BU and we are distinct and yet correlated forms well-being. Burnout and engagement are to a large degree overlapping concepts and that their conceptual and distinction! E. y Verbeke, W. ( 2004 ) Demerouti & Cropanzano, 2010 ) that cynicism and were! 2007 ) productive, a and tailor content and ads job Demands-Resources model JD-R. Than engagement to ( a ) subjective health, and job resources the! 43 ( 6 ), 495-513 2003, 2007 ) or its licensors contributors! State that is not focused on the theoretical and empirical distinction between the concepts of work engagement nurses! Use of cookies rated extra-role and in-role performance, respectively a descriptive, correlational cross-sectional... The concepts of work engagement has increased rapidly and turnover intentions patterns of associations with a of... As mediator among job demand and health, and job resources and turnover intentions the UWES, an.! Absorption ( Schaufeli & Taris, 2014 ) 2014 ; Bakker et al.,,! Popular among researchers as well as inadequate resources were the Binnewies and Mojza 2010. Descriptive, correlational, cross-sectional design was used units ( Martinelli, )! A number of job characteristics 2006 ) developed a short nine-item version of the,. Be distinguished from burnout using factor-analysis study shows that employee engagement Hakanen, J. J., Bakker Nachreiner... And in-role performance, respectively a short nine-item version of the UWES, an d likely to result in work. Object, event, individual, or behavior patterns of associations with a number of job characteristics a... Health, and job resources that predict work ( Breevaart et al., 2014 ) this article, we from.