The aim of this study was to investigate the measurement invariance of the Burnout Assessment Tool (BAT) across seven cross-national representative samples. In this study, burnout was modeled as a second-order factor in line with the conceptual definition as a syndrome. The combined sample consisted of 10,138 participants from countries in Europe and Japan. The data were treated as ordered categorical in nature and a series of models were tested to find evidence for invariance. Specifically, theta parameterization was used in conjunction with the weighted least squares (mean- and variance adjusted) estimation method. The results showed supportive evidence that BAT-assessed burnout was invariant across the samples, so that cross-country comparison would be justifiable. Comparison of effect sizes of the latent means between countries showed that Japan had a significantly higher score on overall burnout and all the first-order factors compared to the European countries. The European countries all scored similarly on overall burnout with no significant difference but for some minor differences in first-order factors between some of the European countries. All in all, the analyses of the data provided evidence that the BAT is invariant across the countries for meaningful comparisons of burnout scores.

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We propose an integrated model of learning demands, work-related resources, and job stressors, which incorporates core assumptions of work design in predicting processes of learning and performance as well as health impairment. The model was tested in a heterogeneous sample of 830 employees using structural equation modeling. Empirical results largely support theoretical assumptions. Learning demands and work-related resources were positively related to intrinsic motivation and creative performance. Job stressors and low work-related resources were predictive for health impairment. The suggested tripartite taxonomy reconciles inconsistent research findings on the impact of work characteristics. The model provides practical guidance for work analysis and design by clarifying relationships between established work characteristics, job performance, and worker health.

This study investigates individual and organizational factors that motivate employees to enact the work role in the nonwork domain (work-to-nonwork integration behavior). We argue that implications of work-to-nonwork integration may be better understood by learning more about the reasons why employees perform integration behavior. Based on the reasoned action approach (RAA), we examined four antecedents of employee integration behavior: individuals' attitudes toward integration (integration preference), perceived employer expectations (injunctive norms), perceived integration behavior of coworkers (descriptive norms), and perceived control to manage the work-nonwork interface (behavioral control). The results of structural equation modeling with a heterogeneous sample of 748 employees indicated the relevance of all four RAA factors in explaining integration behavior 1 month later. Specifically, the individual preference to integrate evolved as the strongest motivational aspect, followed by injunctive norms. Additionally, our results suggest that injunctive and descriptive norms each explained unique variance in integration behavior. Organizational interventions may aim at shaping both norms and behavioral control to improve employees' work-nonwork boundary management. Furthermore, making employees aware of the importance of their integration preferences is a critical factor for actively managing the work-nonwork interface.