Burnout and engagement in a welfare organization: the Job Demands-Resources Model and the influence of work location and Organizational Based Self Esteem

Abstract

This study tested the Job Demands-Resources Model in which burnout and engagement play a mediating role in the relationship between job demands and job resources on the one hand, and health problems and organizational outcomes on the other. In addition, this study also tested the influence of work location and Organizational Based Self Esteem on the presumed relationships in the model. Organizational Based Self Esteem (OBSE) is defined as the degree to which an employee believes to be capable, significant and valuable as an organizational member. Data collection took place using a digital questionnaire among employees of a large welfare organization (N = 230). The hypotheses were tested by correlations, hierarchical multiple regression analyses and analyses of variance. The results confirm that burnout partially mediates the relationship between job demands en health problems. This means that the relationship between job demands and health problems proceeds entirely and partially (via burnout). Engagement acts as a partial mediator in the relationship between job resources and positive organizational outcomes. It was also found that job resources have a buffering (weakening) effect on the relationship between job demands and burnout. Furthermore, burnout causes negative organizational outcomes. Work location was proved to have influence on the amount of perceived job demands, job resources, burnout and engagement. OBSE has a positive effect on organizational outcomes and a partially mediating effect on the relationship between job resources and engagement. Furthermore, OBSE results in less burnout symptoms. Limitations of the current study and practical implications for HR policy are discussed.