De Lange, De
Witte &
Notelaers (2008)
Hakanen,
Perhonierni &
Toppinen-Tanner
(2008a)
Hakanen,
Schaufeli
& Ahola
(2008b)
Finnish dentists
(n = 2,555, 73.5%
women, mean
age = 45.5)
Two-wave full panel
design with 3-year lag
SEM
Finnish dentists
(n= 2,555, 73.5%
women, mean
age = 45.5)
Two-wave full panel
design with 3-year lag
SEM
Health impairment
path of the J.D--R
model was also
tested (burnout as an
outcome)
Work-related
variables
Job
resources:
Social support
from colleagues
Supervisor
support
Autonomy
Departmental
resources
Job resources:
Overall latent
factor including
craftsmanship.
pride in one's
profession. and
direct and longterm results
Others:
Personal
initiative
Job resources:
Overall latent
factor including
craftsmanship,
professional
contacts.
long-term and
immediate result
Job demands:
Overall latent
factor including
workload
work contents
stressfulness, and
physical work
environment
Others:
Home resources
and demands (for
example family/
Measurement of
WE
Overall mean
score
Overall latent
factor including
the dimensions
of vigor,
dedication and
absorption
Overall latent
factor including
the
dimensions of
vigor
and dedication
Traditional causality
model supported:
Job resources at
T1positively predicted
WE at T2:
Job demands at T1
negatively
predicted WE at T2
partner support,
quantitative
home demands)
Llorens,
Schaufeli,
Bakker &
Salanova (2007)
Lorente,
Salanova,
Martinez &
Schaufeli (2008)
Mauno,
Kinnunen &
Ruokolainen
(2007)
Schaufeli,
Bakker &
van Rhenen
(2009)
Finnish healthcare
personnel (n = 409, 88%
women, mean age = 46.4)
Two-wave panel design
with 2-year lag
Hierarchical regression
analysis (baseline of
dependent variable was
controlled for)
Dutch telecom
company managers
and executives
(n = 201 , 89% men,
mean age = 44.3)
Task/job
resources: Time
control Method
control
Job resources:
Autonomy
Support climate
Job demands:
Quantitative
overload Mental
and emotional
demands
Role ambiguity
Role conflict
(each predictor
analyzed
separately)
Others:
Personal
resources:
Mental
competence
Emotional
competence
Job resources:
Job control
Organizationbased selfesteem
Management
quality
Job demands:
Job insecurity
Time demands at
work
Work-to-family
conflict
(each predictor
analyzed
separately)
Job resources:
Overall latent
factor including
social support,
autonomy,
Overall mean
score including,
vigor and
dedication
Traditional causality
model supported.
Task resources at T I
predicted efficacy beliefs
at T2, which in turn,
predicted WE at T2
(lagged effect
Dimensionspecific analysis
for:
Vigor
Dedication
Traditional causality
model supported
Other causality models
were not tested
Role ambiguity at T1
negatively predicted the
dimension of dedication
at T2 Work overload
positively predicted the
dimension of dedication
at T2
Dimensionspecific analysis
for:
Vigor Dedication
Absorption
Traditional causality
model supported:
Other causality models
were not tested
Job control at T1
positively predicted
dedication at T2 Job
insecurity at T1
negatively predicted
dedication at T2
Overall latent
factor including
the
dimensions of
vigor
Xanthopoulou,
Bakker,
Demerouti
& Schaufeli
(2009a)
Xanthopoulou,
Bakker,
Demerouti
& Schaufeli
(2009b)
Xanthopoulou,
Bakker, Heuven,
Demerouti
& Schaufeli
(2008)
Greek employees
working for a fast- food
company
= 42, 71% men,
mean age = 29 years)
A diary study over 5
consecutive workdays
Multilevel analysis
learning
opportunities
and performance
feedback
Job demands:
Overall score of
work overload.,
emotional
demands and
workhome
interference
Others:
Sickness absence
Job resources at
day
level:
Autonomy
Supervisory
Coaching Team
climate
(each resource
analyzed
separately)
Others:
Day-level
financial
returns
Job resources:
Overall score
of autonomy,
social support
supervisory
coaching,
performance
feedback, and
opportunities V
for professional
development
Job resources:
Day level
Colleague
support
Others: day-level
and dedication
Day-level WE as
overall mean
score
of containing 3
dimensions
Overall mean
score containing
3
dimensions
Overall mean
score of day
level WE
containing 3
dimensions
which,
in turn, associated
positively
with WE at T2
Traditional causality
model supported:
Colleague support was
associated with WE over
time, which, in turn, was
consecutive destinations
Multilevel analysis
work-related
self-efficacy
Job performance
Overall mean
score measured
before the dairy
study (that is,
WE as a traittype experience)