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An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout

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  • Neda Bebiroglu

    (Psychological Sciences Research Institute, Université Catholique de Louvain, 1348 Louvain-la-Neuve, Belgium
    Observatory of Research and Scientific Careers—F.R.S.-FNRS, 1000 Brussels, Belgium)

  • Marie Bayot

    (Psychological Sciences Research Institute, Université Catholique de Louvain, 1348 Louvain-la-Neuve, Belgium
    Department of Clinical Sciences, Université de Liège, 4000 Liège, Belgium)

  • Benjamin Brion

    (Research and Development, Moodwalk, 2 bis rue Vermenton, 60 200 Compienge, France)

  • Léopold Denis

    (Research and Development, Moodwalk, 2 bis rue Vermenton, 60 200 Compienge, France)

  • Thomas Pirsoul

    (Psychological Sciences Research Institute, Université Catholique de Louvain, 1348 Louvain-la-Neuve, Belgium)

  • Isabelle Roskam

    (Psychological Sciences Research Institute, Université Catholique de Louvain, 1348 Louvain-la-Neuve, Belgium)

  • Moïra Mikolajczak

    (Psychological Sciences Research Institute, Université Catholique de Louvain, 1348 Louvain-la-Neuve, Belgium)

Abstract

The goal of the present paper was to develop a valid and reliable instrument to operationalize the balance between job demands and resources in order to predict job burnout. After generating the items, we first conducted a cross-sectional study (Study 1) based on 656 participants, which provided preliminary evidence for the validity of the balance. We then conducted a longitudinal study (Study 2) based on 882 participants to improve and validate the final version of the balance. In study 1, the (im)balance between risks and resources explained a high percentage of variance in job burnout (44%) and a significant percentage in job turnover intention (27%) as well as subjective health (12%). In study 2, results indicated that a change in the balance produced significant change in job burnout scores over time. In addition, balance scores positively predicted positive outcomes (i.e., overall job satisfaction and subjective health) and negatively predicted negative outcomes (i.e., job turnover intention, counterproductive behaviors at work, depression, alcohol use, sleep disorders and somatic complaints). Findings support the usefulness of the Balance for clinicians, companies and researchers interested in assessing job demands and resources.

Suggested Citation

  • Neda Bebiroglu & Marie Bayot & Benjamin Brion & Léopold Denis & Thomas Pirsoul & Isabelle Roskam & Moïra Mikolajczak, 2021. "An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout," IJERPH, MDPI, vol. 18(17), pages 1-13, September.
    • Handle: RePEc:gam:jijerp:v:18:y:2021:i:17:p:9416-:d:630173
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    References listed on IDEAS

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    1. Vivi Gusrini Rahmadani & Wilmar B. Schaufeli & Jeroen Stouten & Zhenduo Zhang & Zulkarnain Zulkarnain, 2020. "Engaging Leadership and Its Implication for Work Engagement and Job Outcomes at the Individual and Team Level: A Multi-Level Longitudinal Study," IJERPH, MDPI, vol. 17(3), pages 1-21, January.
    2. Jari J. Hakanen & Annina Ropponen & Hans De Witte & Wilmar B. Schaufeli, 2019. "Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries," IJERPH, MDPI, vol. 16(24), pages 1-17, December.
    3. Sophie Brasseur & Jacques Grégoire & Romain Bourdu & Moïra Mikolajczak, 2013. "The Profile of Emotional Competence (PEC): Development and Validation of a Self-Reported Measure that Fits Dimensions of Emotional Competence Theory," PLOS ONE, Public Library of Science, vol. 8(5), pages 1-8, May.
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