A dialectical perspective on burnout and engagement

Leon, Matthew R.; Halbesleben, Jonathon R. B.; Paustian‐Underdahl, Samantha C.

doi:10.1016/j.burn.2015.06.002

Cited by 40 publications

(43 citation statements)

References 69 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Work engagement, job strain, and proactivity have been shown to vary within individuals in short periods of time (Leon, Halbesleben, & Paustian-Underdahl, 2015;Sonnentag, 2003;Sonnentag et al, 2010). In our study, however, employees provided holistic judgements of these variables.…”

Section: Discussionmentioning

confidence: 99%

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Schmitt

Hartog

Belschak

2016

J Occupat & Organ Psyc

219

215

View full text Add to dashboard Cite

This study explores the role of work engagement as an affective-motivational mechanism through which transformational leadership may relate to proactive behaviour. In line with a resource-based approach (Hobfoll, 1989), we hypothesize that employees only invest resources provided through work engagement into proactivity when job strain is low. Under conditions of high job strain, work engagement is less likely to translate into proactive behaviours. In contrast, for core task-related job performance, we expect work engagement to be positively related to core job performance regardless of job strain. The hypotheses were tested in a multisource field study among 148 employee-colleague dyads. Focal employees self-rated their work engagement, job strain, and their supervisor's transformational leadership. Employee proactivity (personal initiative and voice behaviour) and core job performance were rated by colleagues. The findings support the moderated mediation model. Transformational leadership related positively to work engagement and in turn to proactivity in terms of both personal initiative and voice. Low job strain formed a necessary precondition for work engagement to translate into higher proactivity, whereas the relationship between work engagement and core job performance was independent from job strain. Practitioner pointsOrganizations need to avoid high stress that might evoke strain in employees and thereby prevent work engagement from translating into proactivity. This can be achieved, for instance, through training interventions based on a cognitive-behavioural approach and through organizational interventions aimed at increasing employees' job autonomy and decision-making, as well as the implementation of rest periods. Organizations can improve transformational leadership skills in supervisors to increase employee proactivity. Transformational leadership skills can be developed through education, training, and coaching interventions that are based on action-oriented methods and are aimed at fostering selfreflection in supervisors.In today's competitive economy, organizations need proactive employees who are selfstarting, forward-thinking, and willing to contribute. Proactivity is defined as constructive and anticipatory work behaviour that is intended to be functional for the organization

show abstract

Section: Discussionmentioning

confidence: 99%

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Schmitt

Hartog

Belschak

2016

J Occupat & Organ Psyc

219

215

View full text Add to dashboard Cite

show abstract

“…The relationship between burnout and engagement continues to be debated, however, and a recent approach has been to use dialectical theory to synthesize conflicting views on the two constructs, and to develop an alternate model.…”

Section: Defining Burnoutmentioning

confidence: 99%

Understanding the burnout experience: recent research and its implications for psychiatry

2016

View full text Add to dashboard Cite

The experience of burnout has been the focus of much research during the past few decades. Measures have been developed, as have various theoretical models, and research studies from many countries have contributed to a better understanding of the causes and consequences of this occupationally-specific dysphoria. The majority of this work has focused on human service occupations, and particularly health care. Research on the burnout experience for psychiatrists mirrors much of the broader literature, in terms of both sources and outcomes of burnout. But it has also identified some of the unique stressors that mental health professionals face when they are dealing with especially difficult or violent clients. Current issues of particular relevance for psychiatry include the links between burnout and mental illness, the attempts to redefine burnout as simply exhaustion, and the relative dearth of evaluative research on potential interventions to treat and/or prevent burnout. Given that the treatment goal for burnout is usually to enable people to return to their job, and to be successful in their work, psychiatry could make an important contribution by identifying the treatment strategies that would be most effective in achieving that goal.

show abstract

“…For example, some scholars proposed dynamic components (i.e., task-level view of engagement) out of the general construct (job-level view) and observed that task-level engagement can "spill-over" to subsequent tasks within a job [10]. In addition, the dialectical perspective on burnout and engagement argues that burnout and engagement can occur simultaneously and independently within-person as separate, dynamic states [11]. As such, appropriate measurement tools are needed to assess the fluctuating nature of burnout/engagement.…”

Section: Measuring Dynamic Constructsmentioning

confidence: 99%

A Comparison of Frequency- and Agreement-Based Response Formats in the Measurement of Burnout and Engagement

Tong

Bickmeier

Rogelberg

2020

IJERPH

View full text Add to dashboard Cite

The present research compares and contrasts frequency versus agreement response formats, two approaches to measuring job burnout and work engagement. Construct-based and measurement-based arguments for the superiority of the frequency response format in measuring burnout/engagement are provided, demonstrating that frequency-based measurements will explain relatively more variance in outcome variables. Fair comparison, time order counterbalance, and multiple measuring waves justify the comparison and reduce common method errors of self-report measures. Sample 1 (N = 242) was composed of employees from multiple organizations, while the participants in Sample 2 (N = 281) were employees from one company. Relative importance analysis showed that frequency outperforms the agreement response format in measuring burnout and engagement in both samples. These findings suggest that the frequency response format provides a more valuable method of detecting the dynamic nature of burnout/engagement, which offers methodological guidance for future research involving dynamic constructs. These findings can lead to improvements in the measurement of the dynamic experiences of burnout and engagement. This is one of the first studies to provide evidence whether the dynamic nature of the constructs would have any bearing on the response formats.

show abstract

A dialectical perspective on burnout and engagement

Cited by 40 publications

References 69 publications

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Understanding the burnout experience: recent research and its implications for psychiatry

A Comparison of Frequency- and Agreement-Based Response Formats in the Measurement of Burnout and Engagement

Contact Info

Product

Resources

About