Work engagement and burnout: testing the robustness of the Job Demands-Resources model

179 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base (2010, background): “, job aspects that are functional in achieving work goals, stimulating personal growth and development, and reducing job demands) (Hakanen, 2002; Korunka et al., 2009; Rothmann & Joubert, 2007).”
Job demands-resources and early retirement intention: Differences between blue-and white-collar workers (2011, background): “Most studies, as this study, rely on the fairly blunt distinction between blue-collar and white-collar jobs or between broad occupational fields (Demerouti et al., 2001), and sometimes the occupational groups are not described in detail (Korunka et al., 2009; Schutte et al., 2000).”
Challenge job demands and job resources to university teacher well-being: the mediation of teacher efficacy (2020, result): “Previous studies have consistently reported high reliabilities of these two scales (e.g. Hakanen, Bakker, and Schaufeli 2006; Korunka et al. 2009).”
The Job Demands-Resources Model: An Analysis of Additive and Joint Effects of Demands and Resources. (2011, result): “Spanishwhite collar employees (Llorens et al., 2006) and Chinese blue collarworkers (Hu& Schaufeli, submitted for publication). Our study found that job demands were negatively associated with work engagement, although this effect was rather weak compared to that of job resources. In fact, Llorens e”