Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study

By Wilmar B. Schaufeli, Arnold B. Bakker. 2004

9,455 citations recorded by the source corpus.

Subfields: General Health Professions, Social Psychology

View Paper: https://www.semanticscholar.org/paper/701ccb802ffc5b4d8496236672daee4b94fee287

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In General Health Professions

In Social Psychology

Citations in the corpus

Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work (2018, background): “Research on engagement is often building on the JDR model (Schaufeli and Bakker, 2004).”
Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies (2009, background): “Work engagement has been linked to good health and positive work affect (Demerouti, Bakker, De Jonge, Janssen, & Schaufeli, 2001 ), job performance (Bakker et al, 2008 ), and a lower tendency to leave the organization (Schaufeli & Bakker, 2004 ).”
A three-wave study of job resources, self-efficacy, and work engagement among Italian schoolteachers (2011, background): “Vigour and dedication are considered to be the core components of work engagement (Schaufeli & Bakker, 2004 ), whereas absorption seems similar to flow, that is, a state of optimal experience (Csikszentmihalyi, 1990 ).”
The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers (2019, methodology): “…therefore functional in achieving work and individual goals, stimulating personal growth and development, facilitating learning and personal development, providing instrumental help or specific information for goal achievement, and inducing employees to meet their goals (Schaufeli & Bakker, 2004).”
Job demands and resources as antecedents of university teachers’ exhaustion, engagement and job satisfaction (2020, methodology): “University teachers’ work engagement was measured by the 9- item Utrecht work engagement scale developed by Schaufeli and Bakker (2004).”
What makes employees engaged with their work? The role of self-efficacy and employee’s perceptions of social context over time (2016, methodology): “Even if, within the JD-R model (Schaufeli and Bakker, 2004), the role of some social aspects (resources) as determinants of work engagement has been studied, our study simultaneously encompasses the three levels of social context (supervisor, colleagues and top management), providing support that im”
Work-Life Balance: an Integrative Review (2017, background): “…in work and nonwork domains; & social support at work (e.g., Anaton 2013; Greenhaus and Beutell 1985; Lee and Kim 2013; Parasuraman et al. 1992; Schaufeli and Bakker 2004; Thomas and Ganster 1995; Whiston and Cinamon 2015; also see literature review in Byron 2005)–through increases support…”
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. (2009, background): “Furthermore, the few studies in which researchers have examined the outcomes of engagement have found that it is associated with higher performance (Harter, Schmidt, & Hayes, 2002) and lower turnover intentions (Halbesleben & Wheeler, 2008; Schaufeli & Bakker, 2004).”
Why resilient workers perform better: The roles of job satisfaction and work engagement (2018, neutral): “In addition, they have values that match those of the organization, they are intrinsically motivated and work is fun for them (Schaufeli & Bakker, 2004).”
Development and validation of the job crafting scale (2012, background): “Cynicism is defined as a distant or indifferent attitude towards work (Schaufeli & Bakker, 2004).”
Burnout, workplace support, job satisfaction and life satisfaction among social workers in Spain: A structural equation model (2013, background): “As Schaufeli and Bakker (2004) showed, workplace resources are related to well-being and engagement, either through satisfaction of basic needs or by achieving job targets.”
Work-related flow and energy at work and at home: A study on the role of daily recovery (2012, background): “It represents the dimension that flow and work engagement (as conceived by Schaufeli and Bakker (2004)) have in common.”
High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis (2018, background): “Another useful employee-level outcome is employee work engagement, defined as the positive and rewarding work-related state of mind that inspires individuals to undertake their jobs in ways most favourable to organizational success (Schaufeli & Bakker, 2004).”