Desde el "burnout" al "engagement": ¿una nueva perspectiva?

• Autores: Rosa María Grau Gumbau, Marisa Salanova Soria, Wilmar B. Schaufeli, José María Peiró Silla , Susana Llorens Gumbau
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 16, Nº 2, 2000 (Ejemplar dedicado a: Aproximaciones psicosociales y estudios diagnósticos sobre el síndrome de quemarse por el trabajo (burnout)), págs. 117-134
• Idioma: español
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 164 Citas
• Resumen
  • español

    Este estudio pone a prueba la estructura factorial del MBI-GS (Maslach Burnout Inventory-General Survey) y de un inventario sobre ‘engagement’, esto es, el constructo hipotético ‘opuesto’ al ‘burnout’. Los análisis factoriales confirmatorios realizados con una muestra de 514 trabajadores que utilizan tecnologías de la información en sus puestos, corroboran lostres factores esperados del ‘burnout’ (agotamiento, cinismo y reducida eficacia profesional)así como los tres factores esperados del ‘engagement’ (vigor, dedicación y absorción). Losanálisis de regresión múltiple jerárquicos adicionales ponen de manifiesto que las escalas de‘engagement’ añaden valor para la predicción de indicadores de bienestar psicológico subjetivo (compromiso organizacional, satisfacción laboral y entusiasmo laboral) cuando se controla el ‘burnout’. Finalmente, en este trabajo se analizan las limitaciones del estudio y algunas propuestas de investigación futuras sobre esta nueva perspectiva.

  • English

    This study examines the factorial structures of the Maslach Burnout Inventory-General Sur-vey (MBI-GS) and of an inventory that assesses engagement, the hypothesized ‘opposite’ of burnout. Confirmatory factor-analyses in a sample of 514 Spanish workers using informationtechnologies in the workplace, corroborated the expected three-factor structure of the MBI(i.e., exhaustion, cynicism, and reduced efficacy) as well as the hypothesized three-factorstructure of engagement (i.e. vigor, dedication, and absorption). Additional hierarchical multiple regression analysis show the added value of the engagement scales to predict indicators of subjective well-being (i.e. organizational commitment, job satisfaction, and job enthusiasm) when one controls for burnout. Finally, study limitations and perspectives for future research on burnout and engagement are discussed.

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