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Early predictors of job burnout and engagement.
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Abstract
A longitudinal study predicted changes in burnout or engagement a year later by identifying
2 types of early indicators at the initial assessment. Organizational employees (N
= 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year
interval. Those people who showed an inconsistent pattern at Time 1 were more likely
to change over the year than were those who did not. Among this group, those who also
displayed a workplace incongruity in the area of fairness moved to burnout at Time
2, while those without this incongruity moved toward engagement. The implications
of these 2 predictive indicators are discussed in terms of the enhanced ability to
customize interventions for targeted groups within the workplace.
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