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Burnout and work engagement: Independent factors or opposite poles? · Study

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ArticleBurnout and work engagement: Independent factors or opposite poles?

Vicente González‐Romá2005

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Articlegreen2005

Burnout and work engagement: Independent factors or opposite poles?

Vicente González‐Romá · Wilmar B. Schaufeli · Arnold B. Bakker · Susana Lloret

910 citations·0/0 files stored·Journal of Vocational Behavior

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Stress and Burnout Research Job Satisfaction and Organizational Behavior Workaholism, burnout, and well-being

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References

2001Job Burnout 2002The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach 2004Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study 1996A meta-analytic examination of the correlates of the three dimensions of job burnout.1993A Review and an Integration of Research on Job Burnout 1997The Truth about Burnout: How Organizations Cause Personal Stress and What to Do about It 2017Professional Burnout: Recent Developments in Theory and Research 1999On the bipolarity of positive and negative affect.

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2005The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory 2020Burnout Assessment Tool (BAT)—Development, Validity, and Reliability 2014What Do We Really Know About Employee Engagement?2010Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model 2012Customer Engagement With Tourism Brands

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Details

Year2005

Typearticle

Published2005-03-05

VenueJournal of Vocational Behavior

ISSN-L0001-8791

Languageen

Citations910

Files0 public / 0

ShelfStress and Burnout Research

Identifiers

doi10.1016/j.jvb.2005.01.003

openalex_workW2168064208

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2007Efficacy or inefficacy, that's the question: Burnout and work engagement, and their relationships with efficacy beliefs

2005Burnout and work engagement: Do individual differences make a difference?

2013Examining workplace mindfulness and its relations to job performance and turnover intention