Daniel Hultell

A psychometric evaluation of the Scale of Work Engagement and Burnout (SWEBO).

OBJECTIVE Burnout and work engagement are generally defined as psychological states but the methods used to measure these constructs are more in line with methods used to assess psychological traits. Thus, a new instrument called the Scale of Work Engagement and Burnout (SWEBO) measuring the state mood of burnout and work engagement was developed during the fall of 2007. The purpose of the present study was to evaluate the SWEBO using psychometrical methods. PARTICIPANTS The sample consisted of 2,266 newly graduated Swedish nurses and teachers. METHODS Measurement models of both burnout and work engagement were evaluated using confirmatory factor analysis (CFA). Both burnout and work engagement were also tested for measurement invariance across occupation and age. RESULTS The fit of the measurement model of burnout was satisfactory and it was invariant across both occupation and age. The measurement model of work engagement as initially defined did not fit the data satisfactorily. The model was therefore revised and reanalyzed. The revised model had a satisfactory fit and was invariant across occupation. Analysis of its invariance across age, however, gave ambiguous results that were difficult to interpret. CONCLUSIONS The SWEBO presents a psychometrically sound alternative for measuring burnout and work engagement.

Factors affecting burnout and work engagement in teachers when entering employment

OBJECTIVE When entering employment many beginning teachers experience a reality shock and a crisis of competence. These two factors, in combination with high levels of job demands and low levels of job resources, may lead to the development of burnout. The purpose of the study was to investigate how individual characteristics, the educational context, and the work context predicted levels of burnout and work engagement during this transition period. PARTICIPANTS The sample consisted of 1290 beginning teachers from Sweden. METHODS Data were collected using surveys during the final year of education and during the initial period of employment. Data were analyzed using hierarchical regression. RESULTS Job demands, job resources, and spillover between private life and work accounted for the largest amount of explained variance in both burnout and work engagement. Job demands were more strongly related to burnout, whereas job resources more strongly related to work engagement. The predictors with the greatest relative influence on both burnout and work engagement were unmet expectations and mastery of skills. CONCLUSIONS The results support the importance of the work contexts impact on burnout and work engagement. Additionally, the interaction between private life and work should be further studied in future studies.