Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well‐being?

By Wilmar B. Schaufeli, Toon W. Taris, W. van Rhenen. 2008

1,534 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/4ec3f45dc02842ec966fd32eccf046f45a16c52a

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Citations in the corpus

Procedural Justice, Work Engagement, and Job Outcomes: Evidence from Nigeria (2011, result): “The findings pertaining to the impacts of work engagement on affective organizational commitment, job performance, and extra-role customer service are consistent with recent studies (Schaufeli et al., 2008; Xanthopoulou et al., 2008).”
Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes (2019, methodology): “Work engagement was measured using a nine-item Utrecht Work Engagement Scale (UWES) developed by [127].”
Burnout Assessment Tool (BAT)—Development, Validity, and Reliability (2020, result): “These results concur with Schaufeli, Taris, and Van Rhenen’s [73], who conclude that engagement, workaholism, and burnout can be distinguished from each other empirically, as well as with Schaufeli and Salanova [45] who theorize about the differences between burnout, job boredom, and engagement.”
How obstacles and facilitators predict academic performance: the mediating role of study burnout and engagement (2010, background): “So far, there is evidence for a positive relationship between engagement and performance at work (Demerouti & Bakker, 2006 ; Harter, Schmidt, & Hayes, 2002 ; Salanova, Agut, & Peiro, 2005a; Schaufeli, Taris, & Van Rhenen, 2008 ), as well as in learning and academic settings.”
Principal self-efficacy and work engagement: assessing a Norwegian Principal Self-Efficacy Scale (2011, background): “This concept is different from burnout (Schaufeli and Bakker 2010; Schaufeli et al. 2002), job involvement (Hallberg and Schaufeli 2006), organizational commitment (Hallberg and Schaufeli 2006) and workaholism (Schaufeli et al. 2008).”
Work engagement: On how to better catch a slippery concept (2011, background): “As a matter of fact, it seems that this compulsive tendency is more toxic than working very hard (Schaufeli et al., 2008).”