Burnout and engagement at work as a function of demands and control.

By PhD Evangelia Demerouti, PhD Arnold B Bakker, PhD Jan de Jonge, PhD Peter PM Janssen, PhD Wilmar B Schaufeli. Scandinavian Journal of Work, Environment and Health, 2001

946 citations recorded by the source corpus.

OBJECTIVES The present study was designed to test the demand-control model using indicators of both health impairment and active learning or motivation. METHODS A total of 381 insurance company employees participated in the study. Discriminant analysis was used to examine the relationship between job demands and job control on one hand and health impairment and active learning on the other. RESULTS The amount of demands and control could be predicted on the basis of employees' perceived health impairment (exhaustion and health complaints) and active learning (engagement and commitment). Each of the four combinations of demand and control differentially affected the perception of strain or active learning. Job demands were the most clearly related to health impairment, whereas job control was the most clearly associated with active learning. CONCLUSIONS These findings partly contradict the demand-control model, especially with respect to the validity of the interaction between demand and control. Job demands and job control seem to initiate two essentially independent processes, and this occurrence is consistent with the recently proposed job demands-resources model.

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

View Paper: https://www.semanticscholar.org/paper/2ae822ae8449acb269e3bfc72adeaffd2aaf3bf8

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Citations in the corpus

Defining and measuring work engagement : Bringing clarity to the concept (2010, background): “According to Frese and Fay (2001), personal initiative comprises selfstarting behavior, proactivity, and persistence.”
Health Among Leaders: Positive and Negative Affect, Engagement and Burnout, Forgiveness and Revenge (2007, background): “Additionally, many studies have investigated engagement’s relationship with negative health outcomes such as depression and other health complaints and found significant negative relationships (Demerouti et al., 2001; Schaufeli and Bakker, 2004; Treadgold, 1997).”
JOB DEMANDS, JOB RESOURCES AND WORK ENGAGEMENT OF ACADEMIC STAFF IN SOUTH AFRICAN HIGHER EDUCATION INSTITUTIONS (2006, neutral): “An assumption of the JD-R model is that although every occupation may have its own specific work characteristics associated with well-being, it is possible to model these characteristics in two broad categories, namely job demands and job resources (Demerouti et al., 2001).”
Being engaged at work and detached at home: A week-level study on work engagement, psychological detachment, and affect (2008, background): “For example, an employee who enjoys his or her work and is generally highly dedicated to it most probably experiences higher levels of positive affect after a working period than a person who lacks this enjoyment and dedication.”
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. (2009, background): “In particular, it is believed that resources enable employees to be engaged (Demerouti et al., 2001), but work interference with family has been conceptualized as a demand that takes away resources (Montgomery et al., 2003).”
Job demands, job resources and work engagement of employees in a manufacturing organisation : research article (2007, background): “Fourthly, work engagement is positively related to organisational commitment (Demerouti et al. 2001) and is expected to affect employee performance (Kahn 1990).”
Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa (2013, background): “Researchers have also presented evidence that work engagement and organisational commitment have a complementary relationship (Demerouti et al., 2001; Macey & Schneider, 2008).”