Early predictors of job burnout and engagement.

By C. Maslach, Michael Leiter. Journal of Applied Psychology, 2008

2,381 citations recorded by the source corpus.

A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time 1 were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to burnout at Time 2, while those without this incongruity moved toward engagement. The implications of these 2 predictive indicators are discussed in terms of the enhanced ability to customize interventions for targeted groups within the workplace.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/20764d27235a795b601bc2c28c9ece76b14e540b

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

FINDING SOLUTIONS TO THE PROBLEM OF BURNOUT (2017, background): “For example, a longitudinal study (Maslach & Leiter, 2008) found that organizational employees who were experiencing a mismatch in the area of fairness were more likely to score higher on burnout the following year.”
Vigor as a Positive Affect at Work: Conceptualizing Vigor, Its Relations with Related Constructs, and Its Antecedents and Consequences (2011, background): “In empirical research, studies that followed the bipolar approach often reverse-scored emotional exhaustion/ fatigue items to construct a measure of vigor as the antipode of burnout (e.g., Bakker & Demerouti, 2008; Maslach & Leiter, 2008).”
Work engagement: An emerging concept in occupational health psychology (2008, neutral): “Those who follow Maslach and Leiter's (1997, 2008 ) approach can use the MBI (Maslach et al, 1996 ) to assess energy (low score on exhaustion), involvement (low score on cynicism), and professional efficacy (high score on efficacy).”
Research on work engagement is well and alive (2011, background): “Every year, dozens of empirical studies on work engagement are published (e.g., Bakker & Xanthopoulou, 2009; Maslach & Leiter, 2008; Rich, LePine, & Crawford, in press; Schaufeli, Bakker, & van Rhenen, 2009), and edited volumes attract the scientific community’s particular attention (Albrecht,…”
Do job resources moderate the effect of emotional dissonance on burnout (2011, background): “She further illustrated that surface acting intensified cynicism, which “represents the interpersonal context dimension of burnout and refers to a negative, callous, or excessively detached response to various aspects of the job” ( Maslach and Leiter, 2008”
Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. (2010, background): “…2010, Vol. 95, No. 5, 834–848 0021-9010/10/$12.00 DOI: 10.1037/a0019364 834 vational process and that job demands contribute to burnout—a syndrome of weariness with work characterized by exhaustion, cynicism, and inefficacy (Maslach & Leiter, 1997, 2008)—through an energy depletion process.”
Engagement research: Some thoughts from a burnout perspective (2011, background): “Early signs of burnout can be markers for potential problems in need of intervention (Maslach & Leiter, 2008), so would early signs of work engagement be important markers of progress toward a desired goal?”
Job insecurity and emotional exhaustion: Testing psychological contract breach versus distributive injustice as indicators of lack of reciprocity (2015, background): “On the other hand, plenty of research has linked burnout to job characteristics (e.g. Maslach & Leiter, 2008).”
Developing and Testing a Dynamic Model of Workplace Incivility Change (2017, background): “…to suggest that individuals subjected to workplace incivility on a recurring and increasing basis will respond by disengaging psychologically from their work in an effort to detach emotionally and mentally from their workplace surroundings (Cole, Bruch, & Vogel, 2006; Maslach & Leiter, 2008).”
The person-oriented approach to burnout: A systematic review (2016, methodology): “As different domains of the work environment are known to be differently associated with the symptoms of burnout (see Maslach & Leiter, 2008; Maslach et al., 2001), identifying burnout types can be used as a tool for developing interventions tailored to individual needs.”