Burnout and Work Engagement: The JD-R Approach

被引：1364

作者：

Bakker, Arnold B. ^{[1
,2
]}

Demerouti, Evangelia ^{[3
]}

Isabel Sanz-Vergel, Ana ^{[4
]}

机构：

[1] Erasmus Univ, Dept Work & Org Psychol, NL-3000 DR Rotterdam, Netherlands

[2] Lingnan Univ, Dept Appl Psychol, Tuen Mun, Hong Kong, Peoples R China

[3] Eindhoven Univ Technol, Dept Ind Engn & Innovat Sci, NL-5600 MB Eindhoven, Netherlands

[4] Univ Autonoma Madrid, Biol & Hlth Psychol Dept, E-28049 Madrid, Spain

来源：

ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 1 | 2014年 / 1卷

关键词：

employee engagement; job demands-resources model; job design; CORE SELF-EVALUATIONS; DEMANDS-RESOURCES MODEL; JOB DEMANDS; EMPLOYEE ENGAGEMENT; METAANALYTIC EXAMINATION; OBJECTIVE PERFORMANCE; PROACTIVE PERSONALITY; LIFE SATISFACTION; SICKNESS ABSENCE; PREDICT BURNOUT;

D O I：

10.1146/annurev-orgpsych-031413-091235

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Whereas burnout refers to a state of exhaustion and cynicism toward work, engagement is defined as a positive motivational state of vigor, dedication, and absorption. In this article, we discuss the main definitions and conceptualizations of both concepts used in the literature. In addition, we review the most important antecedents of burnout and work engagement by examining situational and individual predictors. We also review the possible consequences of burnout and engagement and integrate the research findings using job demands-resources theory. Although both burnout and work engagement are related to important job-related outcomes, burnout seems to be more strongly related to health outcomes, whereas work engagement is more strongly related to motivational outcomes. We discuss daily and momentary fluctuations in burnout and work engagement as possibilities for future research.

引用

页码：389 / 411

页数：23

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