2. Burnout + Work Engagement

Question 1

Work-related indicators of well-being

Answer 1

1) Burnout

2) Work Engagement

Question 2

Context-free indicators of well-being

Answer 2

1) Depressive symptoms

2) Life satisfaction

Question 3

Burnout (Freudenberger)

Answer 3

A negative, job related psychological state comprising of a set of symptoms such as physical fatigue, emotional exhaustion, and loss of motivation.

Question 4

Burnout (Maslach)

Answer 4

A multi-dimensional stress syndrome:

1) Emotional exhaustion: Mental fatigue
2) Depersonalization: Negative perceptions and feelings about clients or patients
3) Reduced personal accomplishment: a crisis in professional competence

Question 5

Negative impacts (costs) of burnout

Answer 5

Higher absenteeism, chronic work disability, hospital admissions due to mental and cardiovascular disorders, turnover, and poorer performance.

Question 6

Burnout vs. Work Engagement

Answer 6

1) Energy vs. Exhaustion
2) Involvement vs. Cynicism
3) Efficacy vs. Lack of Efficacy

Question 7

A positive, fulfilling state of mind that is characterized by vigor, dedication, and absorption.

Answer 7

Work Engagement

Question 8

Are burnout and work engagement distinct constructs?

Answer 8

Yes, they are independent according to a recent meta-analysis.

Question 9

Work engagement could protect from depression

Answer 9

Because engagement is an active and energetic psychological state which fosters the mobilization of resources even in mentally challenging conditions

Question 10

The opposite of exhaustion

Answer 10

Vigor

Question 11

Work-related well-being

Answer 11

1) Being work engaged (positive state)

2) Lacking burnout symptoms (negative state)

Question 12

General well-being

Answer 12

More than the lack of depressive symptoms (negative state), it is also constituted by the presence of a positive state.

Being satisfied with one’s life.

Question 13

Work engagement consequences

Answer 13

Decreases sickness absences, increases organizational commitment and work-family enrichment

Question 14

Life satisfaction outcomes

Answer 14

Reduced mortality in healthy population, increased organizational commitment, job performance and turnover intentions.

Question 15

Conservation of Resources Theory (COR): Burnout

Answer 15

Burnout results from long-term threats (too high job demands) to one’s energetic resources and/or actual loss of these resources after heavily investing in work without appropriate gains in return.

Initial resource loss is likely to lead to loss spirals. Future losses of other resources and to subsequent deteriorated well-being.

Burnout is related to several resource losses (decreased self-efficacy, increased work-family conflicts and poorer coping strategies)

Hence, because burnout is associated with progressive loss of resources which undermines the individual’s coping capabilities, we expect that this negative work-related state will spill-over and generalize into negative, context-free states like depressive symptoms and life dissatisfaction.

Question 16

Conservation of Resources Theory (COR): Work engagement

Answer 16

Gain spirals: those who possess resources, are likely to gain more resources over time.

Work engagement is often experienced in resourceful jobs (that include autonomy, support, feedback)

Feeling positive and energized (engaged) may be considered a surplus resource resulting from having a resourceful and meaningful job.

Being engaged at work may further increase personal resources such as self-efficacy and optimism, work-family enrichment, and workability, and may thereby also spill-over to context-free well-being by positively influencing life satisfaction and negatively influencing depressive symptoms.

Question 17

Measures for Work engagement

Answer 17

1) Vigor
2) Dedication
3) Absorption

Question 18

Measures for Burnout

Answer 18

1) Emotional exhaustion

2) Depersonalization

Question 19

Measures for Depressive symptoms

Answer 19

1) Negative emotions and attitudes

2) Performance difficulties and somatic complaints

Question 20

Results

Answer 20

1) Burnout and work engagement predict depressive symptoms and life satisfaction over time, rather than the other way around.
2) The effect of one measure cannot be reduced to that of the other one, and vice versa.

Question 21

Hypothesis

Answer 21

Work-related well-being (burnout and work engagement) spills over to other life domains and generalizes to depressive symptoms and life satisfaction.

Work-related well-being predicts context-free well-being in the long-term.

Question 22

Conclusions

Answer 22

It is important to consider simultaneously both negative (burnout) and positive (work engagement) states at work.

Although inter-related, their effects do not completely overlap. They contribute independently and uniquely to predicting depressive symptoms and life satisfaction.

Practically, workplace interventions to reduce burnout and foster work engagement may also extend their influence beyond work and build general well-being among employees.

Question 23

Spillover

Answer 23

Experiences at work are particularly important for the individual’s overall level of well-being and mental health in the long-term.

In contrast, for work-related well being other issues in life (life events, marital relationships) that influence general well-being may not be so important as those that are work-related.

Conclusion: work affects life, life doesn’t affect work so much.