Burnout and work engagement: Do individual differences make a difference?

Langelaan, Saar; Bakker, Arnold B.; Doornen, Lorenz J.P. van; Schaufeli, Wilmar B.

doi:10.1016/j.paid.2005.07.009

Cited by 421 publications

(313 citation statements)

References 30 publications

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“…Therefore, it seems that affectivity, especially positive emotions, plays a central role in work engagement. All these results confirmed those found in previous studies concerning the relationships between personality traits and work engagement (e.g., Bakker et al, 2012;Langelaan et al, 2006). Overall, it appears that workers that are more prone to experience work engagement are those who tend to be emotionally stable, to frequently experience positive emotions, to be reflective, methodological, and perseverant, and who need to be active in their dailylife.…”

Section: Uwes-9supporting

confidence: 89%

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

Zecca

Györkös

Becker

et al. 2015

European Review of Applied Psychology

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a b s t r a c tIntroduction. -Work engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind. Objectives. -In this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity. Method. -For this purpose, 661 French-speaking workers (M age = 40.86, SD age = 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17, the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised (NEO-FFI-R).Results. -Results showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others. Discussion. -Thus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.

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Section: Uwes-9supporting

confidence: 89%

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

Zecca

Györkös

Becker

et al. 2015

European Review of Applied Psychology

View full text Add to dashboard Cite

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“…The high stability coefficients found for work engagement in this study raise, however, an important further question: how much influence do personal factors have on work engagement? The role of personality in work engagement is not yet well understood, although a recent study (see Langelaan et al 2006) revealed that work engagement was related to high levels of extraversion and low levels of neuroticism. However, more studies on work engagement and personality are needed before further conclusions can be drawn.…”

Section: Work Engagement Is a Highly Stable Constructmentioning

confidence: 99%

The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence

et al. 2008

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This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71-92). Furthermore, the study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated three-factor structure-vigor, dedication, absorption-of both UWES scales. However, while the structure of the UWES-17 did not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9 has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized, Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly, work engagement seems to be a highly stable indicator of occupational well-being.

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“…Lastly, from an empirical perspective, the time-wise separation of predictor and outcome variables and the inclusion of important control variables (i.e. neuroticism and negative affect), which have been linked to burnout in the past (Iverson, Olekalns, & Erwin, 1998;Langelaan, Bakker, Van Doornen, & Schaufeli, 2006), add to the robustness of the findings.…”

Section: Introductionmentioning

confidence: 96%

Transformational leadership and burnout: The role of thriving and followers’ openness to experience.

Hildenbrand

Sacramento

Binnewies

2018

Journal of Occupational Health Psychology

156

165

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Grounding our research in conservation of resources theory, we set out to shed light on the relationship between transformational leadership (TFL) and employee burnout. Specifically, we considered both thriving at work, a personal resource, and employees' openness to experience (OTE), a key resource, to uncover whether all employees benefit equally from TFL (a contextual resource). In detail, we argued that the negative effect of TFL on employee burnout is mediated by employee thriving at work, and that employees' OTE constitutes a boundary condition of this process. Our moderated mediation model was tested with 2 waves of data from 148 employees from a midsized German manufacturing company. The results supported our hypotheses and revealed that employees' thriving at work mediated the link between TFL and reduced burnout. As predicted, these relationships were moderated by employees' personality in such a way that TFL affected thriving and hence burnout of employees high on OTE, but not of employees low on OTE. Taken together, our findings suggest that TFL serves as a resource that protects employees from burning out, but also highlights the need to consider employees' personality in perceptions of and reactions to leadership.

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Burnout and work engagement: Do individual differences make a difference?

Cited by 421 publications

References 30 publications

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence

Transformational leadership and burnout: The role of thriving and followers’ openness to experience.

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