Burnout and Work-Engagement in Organizations within the Framework of Job Demands-Resources Models : A Narrative Literature Review

Aulia Norva'izah, Afandi Fajar Fadilah, Ludfia Fath Hanafiah

Abstract


The Job Demands-Resources (JD-R) model is a theoretical framework that frequently used to predict burnout and work-engagement. Burnout occurs in employees who face high work demands, such as long working hours or excessive workload. Conversely, work-engagement is shown by employees through positive behaviors such as feelings of satisfaction with work, committed to organization, productive and enthusiasm. Previous research found that both burnout and work-engagement can affect employee performance and productivity. The JD-R model is a mechanism to explain the balance between job demands and job resources in organizations. The model explains how these two factors influence employee health and well-being through two main pathways: the motivational pathway, and the health impairment pathway. This study aims to demonstrate how the JD-R model functions as a theoretical framework in predicting burnout and work-engagement, as well as its impact on performance. By conducting a narrative literature review of six articles sourced from three databases: Semantic Scholar, Emerald Insight, and Science Direct, this study found that the JD-R model is an important theoretical framework in an organization to explain the predictors of work-engagement and burnout among employees. This insight can a serve as a foundation for future research and developing interventions aimed to enhancing employee well-being at work.

 

Job Demands-Resources (JD-R) merupakan model kerangka teoritis yang sering digunakan untuk memprediksi burnout dan work-engagement. Burnout dialami oleh karyawan ketika mendapatkan tuntutan kerja yang tinggi, seperti bekerja terlalu lama atau mendapatkan beban kerja yang terlalu banyak. Sementara work-engagement ditunjukkan karyawan melalui perilaku positif seperti perasaan puas terhadap pekerjaan, berkomitmen dengan organisasi, produktif dan bersemangat dalam bekerja. Penelitian sebelumnya mendapatkan hasil bahwa burnout dan work-engagement yang terjadi pada karyawan dapat mempengaruhi kinerja dan produktivitas karyawan. Model JD-R merupakan mekanisme untuk menjelaskan keseimbangan antara job demands (tuntutan pekerjaan) dan job resources (sumber daya pekerjaan) dalam organisasi. Model ini menjelaskan bagaimana kedua faktor tersebut mempengaruhi kesehatan dan kesejahteraan karyawan melalui dua jalur utama, yaitu jalur motivasional, dan jalur gangguan kesehatan. Penelitian ini bertujuan untuk memberikan gambaran bagaimana Model JD-R dapat menjadi kerangka teoritis dalam memprediksi burnout dan work-engagement serta berdampak pada kinerja. Dengan menggunakan narrative literature review dari 6 artikel yang dikumpulkan dari tiga basis data: Semantic Scholar, Emerald Insight, dan Science Direct, studi ini menemukan bahwa model JD-R merupakan kerangka teoritis penting dalam sebuah organisasi untuk menjelaskan prediktor work-engagement dan burnout pada karyawan. Pemahaman ini dapat menjadi dasar untuk penelitian selanjutnya dan mengembangkan intervensi yang berkaitan dengan peningkatan kesejahteraan karyawan di dalam pekerjaan.


Keywords


burnout, job demands-resources model, work-engagement

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References


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