Utrecht Work Engagement Scale Research Articles

Mejorando la predicción y comprensión del éxito académico: el rol de las facetas de personalidad y el compromiso académic

In predicting academic success and adopting a broader view of the factors involved, personality and, recently, academic engagement have emerged as relevant constructs. This study examined the predictive ability of the Five-Factor Model (domains and facets; Big Five Questionnaire) for academic achievement and engagement (Spanish Version Student Utrecht Work Engagement Scale) and the mediating role of engagement in the relationship between personality and achievement. Results obtained in a sample of 611 Spanish adolescents show that (1) Conscientiousness (domains and facets) have positive direct and indirect effects on academic achievement through engagement and (2) Openness shows only indirect effects; its facets display a pattern of opposing, unequal effects. These results do not vary by sex and underline the importance of examining more specific personality traits than those defined by the basic dimensions to increase the understanding of the relationships between personality and academic achievement and, with it, the ability to design strategies to improve it.

Improving the prediction and understanding of academic success: The role of personality facets and academic engagement

In predicting academic success and adopting a broader view of the factors involved, personality and, recently, academic engagement have emerged as relevant constructs. This study examined the predictive ability of the Five-Factor Model (domains and facets; Big Five Questionnaire) for academic achievement and engagement (Spanish Version Student Utrecht Work Engagement Scale) and the mediating role of engagement in the relationship between personality and achievement. Results obtained in a sample of 611 Spanish adolescents show that (1) Conscientiousness (domains and facets) have positive direct and indirect effects on academic achievement through engagement and (2) Openness shows only indirect effects; its facets display a pattern of opposing, unequal effects. These results do not vary by sex and underline the importance of examining more specific personality traits than those defined by the basic dimensions to increase the understanding of the relationships between personality and academic achievement and, with it, the ability to design strategies to improve it.

Psychological Distress Among Occupational Health Professionals During Coronavirus Disease 2019 Pandemic in Spain: Description and Effect of Work Engagement and Work Environment.

The impact of the coronavirus disease 2019 (COVID-19) pandemic on the mental health of hospital health professionals has been widely described, but few studies have focused on occupational health professionals. Therefore, the objective of this study was to assess psychological distress (PD) of occupational health workers and its relationship with their work engagement (WE) and work environment characteristics. A cross-sectional survey was conducted. A sample of 499 nurses and physicians participated in the study. Variables included demographic data, work environment characteristics, work engagement Utrecht Work Engagement Scale (UWES-9) and psychological distress General Health Questionnaire (GHQ-12). The Chi-square Automatic Interaction Detection method was performed for data analysis. Data collection took place via the internet between April 23 and June 24, 2020. A total of 65.53% of the participants had PD, and the total mean score of the UWES-9 scale was 34.80 (SD = 10.69). Workload, conflicts, stressful situations, and less job satisfaction were significantly related to a higher percentage of PD (p < 0.05). Participants with low engagement showed higher levels of PD (76.7%; p < 0.001). The dedication was revealed as the most significant dimension. Interventions aimed at promoting resilience and coping strategies are suggested. WE should be fostered as a preventive measure against PD among occupational health workers. By protecting workers, occupational health departments have a shared responsibility with public health in containing the pandemic. Therefore, it is essential to prevent the psychological impact that this responsibility may have on occupational health workers by implementing prevention measures.

The Associations Between Job Strain, Workplace PERMA Profiler, and Work Engagement.

Our purpose was to examine the relationship between job strain, work engagement, and the dimensions of well-being according to the workplace PERMA (Positive Emotion, Engagement, Relationships, Meaning, Accomplishment) model. Three hundred ten workers completed a web-based questionnaire, namely, the Brief Job Stress Questionnaire, Utrecht Work Engagement scale, and the workplace PERMA profiler. Regression analyses were conducted on well-being and each scale of job strain, including job demands, job control, supervisor support, and coworker support. Job control, supervisor support, and coworker support were significantly correlated with the scores of five dimensions, and happiness of the PERMA profiler (except for between supervisor support and Accomplishment). Job demands was only significantly correlated with Engagement and Meaning. All well-being dimensions were commonly influenced by job control and workplace support, while Engagement and Meaning were also facilitated by challenging job demands.

Work Addiction and Work Engagement: a Network Approach to Cross-Cultural Data

This study aimed to investigate direct relationships of work addiction symptoms with dimensions of work engagement. We used three samples in which work addiction was measured with the Bergen Work Addiction Scale and work engagement was measured with the Utrecht Work Engagement Scale. One sample comprised responses from working Norwegians (n1 = 776), and two samples comprised responses from working Poles (n2 = 719; n3 = 715). We jointly estimated three networks using the fused graphic lasso method. Additionally, we estimated the stability of each network, node centrality, and node predictability and quantitatively compared all networks. The results showed that absorption and mood modification could constitute a bridge between work addiction and work engagement. It suggests that further investigation of properties of absorption and mood modification might be crucial for answering the question of how engaged workers become addicted to work.

The perception of the leader as an attachment figure: can it mediate the relationship between work engagement and general/citizenship performance?

The study aimed to explore the perception of the leader as a security provider as a potential mediator of the relationship between work engagement and perceived general and citizenship work performance. Five hundred and forty-two adults completed the Leader as a security provider scale, Utrecht work engagement scale, General work performance questionnaire, and Citizenship organizational behavior questionnaire to self-report on their organizational behaviors. The perception of the leader as a secure attachment figure partially mediated loyalty and adherence to the organization's rules in engaged employees. Perceived separation distress can increase interpersonal citizenship performance; however, it can decrease organizational compliance in engaged employees. Fear of losing the leader can potentially harm the organizational goals by favoring the personal relationships before organizational compliance.

Spiritual Intelligence as a Predictor of Work Engagement and Quality of Work Life among Nurses

Background: Any organization's success is largely determined by how it recruits, motivates, and maintains its staff. As a result, organizations must implement a strategy that improves employees' quality of work life in order to meet both organizational and employee needs. When dealing with changes at work and boosting performance, employee engagement and spiritual intelligence are crucial aspects to consider. Aim: to assess the relationship between spiritual intelligence, work engagement and the quality of work life among nurses at Zagazig University Hospitals. Study design: The researchers utilized a descriptive correlational study design. The study took place at Zagazig University Hospitals (Academic Hospitals), Egypt. Study subjects: A stratified random sample was used and 384 nurses were chosen from the above mentioned setting. Tools of data collection: The data was gathered utilizing a four-part questionnaire sheet for staff nurses: Personal characteristics, spiritual intelligence self-assessment questionnaire, Utrecht Work Engagement Scale (UWES), and quality of work life survey. Results: revealed that 74.5% of staff nurses have moderate quality of work life, while 95.3% and 82.6% of them had high spiritual intelligence and work engagement respectively with all domains. Conclusion: Spiritual intelligence was a good predictor of nurses' work engagement and quality of work life, with a statistically significant difference between all spiritual intelligence dimensions, work engagement, and quality of work life. Recommendation: It is suggested that a fair reward system be developed that includes both financial and non-financial rewards, as well as reducing feelings of nervousness, strain, frustration, and stress at work in order to improve the perceived quality of work life and enhance nurses' spiritual intelligence by encouraging them to participate in problem solving and decision-making, as well as providing adequate help and support.

The association between the practice environment and selected nurse educator outcomes in public nursing education institutions: A cross-sectional study

AimThe purpose of this study is to describe the association between the practice environment and nurse educator outcomes (burnout, engagement, incivility, job satisfaction and intention to leave) in public nursing education institutions in the Gauteng province of South Africa. BackgroundThe practice environment holds the most promise for recruiting and retaining a qualified and engaged nurse workforce; however, the association between the practice environment and nurse educator outcomes has been relatively unexplored. DesignCross-sectional design. MethodsThe Gauteng province was purposively selected, as it has the highest number of public nursing education institutions in South Africa. All-inclusive sampling was applied to public nursing educations institutions in Gauteng province (N = 6) and then to Heads of Department (N = 30; n = 17) and nurse educators (senior lecturers [N = 162; n = 45] and lecturers [N = 257; n = 80]). Data were collected during March to November 2018. The data were collected using the Practice Environment Scale of the Nursing Work Index; Maslach Burnout Inventory - Educators Survey; Utrecht Work Engagement Scale (UWES); Incivility in Nursing Education-Revised (INE-R); job satisfaction and Propensity to Leave Scale. ResultsThe results show that nurse educators are an aging population, with limited numbers having master’s and doctoral qualifications. The most job dissatisfaction is regarding wages (M=2.0; SD 1.07); appreciation, recognition and rewards for good work (M=2.1; SD 1.01); and opportunities for advancement (M=2.2; SD 1.01). The nurse educators do not experience their public nursing education institutions as having a positive practice environment. Nurse educators experienced high levels of work engagement, moderate levels of burnout and low levels of incivility, that were highly correlated with the subscale of foundations of quality outcomes. They experienced moderate levels of job satisfaction but did not intend to leave their places of employment, which was highly correlated with the subscale of manager’s ability, leadership and support. ConclusionsA positive practice environment improves nurse educator outcomes. The subscale of foundations of quality outcomes and manager’s ability, leadership and support had the most impact on nurse educator outcomes, thus quality teaching practices should be cultivated and recognised; and managers must have the necessary skill and knowledge to lead effectively, while also including nurse educators in decisions that impact them and involving them in the affairs of the nursing education institution. There is a shortage of qualified nurse educators globally and in South Africa and urgent attention must be given to factors that influence the recruitment and retention of nurse educators. Twitter abstractThe practice environment holds the most promise for recruiting and retaining a qualified and engaged nurse educator workforce, especially regarding foundations of quality outcomes and manager’s ability, leadership and support.

Providing Context to the Engagement-Behavior Linkage: A Facet-Level Examination

ABSTRACT This two-study investigation utilized two popular engagement measures, the Utrecht Work Engagement Scale (UWES) and the Shirom-Melamed Vigor Measure (SMVM), to explore how facets of state-affective experience related to discrete behavioral outcomes by distinguishing proactive from contextual and in-role behavior. Two independent samples of working adults were used to test various structural models across Study 1 and Study 2, with Study 2 examining behaviors at different time lags (i.e., one-week and one-month). The findings indicated that aspects of engagement signifying a cognitive immersion in work may have unique associations with proactive behaviors such as taking charge. We concluded that these findings provide a deeper understanding of how facets of engagement relate to distinct performance outcomes, as well as how these relationships hold across time.

Teachers’ autonomous motivation and work engagement: The role of the principal’s democratic leadership style and psychological climate

Introduction. The dependence of autonomous motivation of teachers on the principal’s leadership style was previously considered on the basis of the concept of transformational leadership by B. Bass, whereas its relationship with the styles described in the concept of K. Levin is understudied. The mediators of relations between leadership styles and teachers’ motivation are not sufficiently studied. According to the self-determination theory, such mediators can include psychological climate.Aim. The aim of the current research was to develop an integrative concept of leadership styles by K. Lewin and the theory of self-determination by E. Deci and R. Ryan model of dependence of teachers’ professional motivation and work engagement on the principal’s leadership styles. An additional task was to analyse the mediating role of the psychological climate of the school staff.Methodology and research methods. The correlational research was realised with the sample comprising 238 secondary school teachers in Biysk. The participants answered the Professional Motivation Questionnaire, Utrecht Work Engagement Scale, Style of Leadership Questionnaire and Group Atmosphere Scale. During processing of obtained data the authors used correlation analysis, t-tests for comparison of means and structural equation modelling.Results. The elaborated structural model demonstrates that the democratic leadership style of the school principal is positively related to the autonomous motivation of teachers directly and indirectly through the psychological climate. The principal’s liberal leadership style is inversely related to teachers’ work engagement. In terms of self-determination theory, these results reflect different opportunities to meet the basic psychological needs of employees in teams with different psychological climate and principal’s leadership style.Scientific novelty includes elaborated model describing the relationship of principals’ leadership styles according to K. Lewin’s typology with autonomous motivation and work engagement of teachers. The revealed effect of partial mediation of relations between democratic leadership style and autonomous motivation of teachers through psychological climate clarifies the ideas about the system of socio-psychological factors of professional motivation.Practical significance consists in usage of the results for improvement of psychological training of principals, optimisation of their leadership style for creating better psychological atmosphere and support for teachers’ productive motivation.

Burned or engaged teachers? The role of mindfulness, self-efficacy, teacher and students’ relationships, and the mediating role of intrapersonal and interpersonal mindfulness

This study had the goal to examine factors that are associated with burnout and engagement among teachers from diverse educational stages. Among these factors, we analyzed socio-demographic aspects, such as gender, age and years of experience, and other psychological teacher-related variables like teacher’s self-efficacy and teacher-student relationships. We also considered the potential mediating role of mindfulness in these relationships. The sample was made up by 425 Spanish teachers who answered an online survey. We administered the following measures: Revised version of the Teacher’s Burnout Questionnaire, Utrecht Work Engagement Scale, Mindfulness in Teaching Scale –which distinguished between intrapersonal and interpersonal mindfulness-, Teacher’s Sense of Self-efficacy Scale, and some questions related to the relationships between students and teachers in the classroom. We conducted a mediational analysis through structural equation modeling (SEM). Our findings indicated that both intrapersonal and interpersonal mindfulness mediated the relation between self-efficacy, which played a direct and an indirect role, the teacher-student relationship, and burnout and engagement. The socio-demographic variables of gender and years of experience played a significant role in mindfulness. The teachers with more self-efficacy were more likely to pay attention to their daily activity and to show more receptivity with their students, which resulted in lower burnout and more engagement. In addition, better relationships with students led to higher intrapersonal mindfulness levels, which mediated the relation with burnout and engagement. These relations varied depending on specific burnout and engagement dimensions. We discuss the implications of these findings for improving teachers´ implication in the education field.

Testing the redundancy between work engagement and job attitudes: A replication and extension of the affective events theory in human resource development

AbstractThe purpose of the study was two‐fold. First, the study tested the claim suggested by Newman et al. (2011) (Human Resource Development Quarterly, 22, 37–47) that data from the Utrecht Work Engagement Scale appears to be redundant with the variance that is uniquely common to job satisfaction, affective organizational commitment, and job involvement. Second, the study tested the hypothesis that the variance in work engagement that is uniquely common to the set of job attitudes studied in Newman et al. is largely positive affect. Analyses not conducted in Newman et al. (2010) (Handbook of Employee Engagement: Perspectives, Issues, Research, and Practice, pp. 43–61) were performed to deconstruct the explained variance in work engagement into commonality coefficients representing all possible subsets of variables. The findings demonstrate that variance uniquely common to job satisfaction, affective organizational commitment, and job involvement did not dominate the regression effect as previously suggested. Further, the study found that almost 50% of the variance that was uniquely common to the job attitudes studied was common with positive affect. The results of this study will help scholars and scholar‐practitioners understand the complex relationships between work engagement, job attitudes, and positive affect.

Value-Semantic Measurement of Commitment: an Empirical Study

The article considers the value-semantic dimension of commitment using the case of students’ involvement in classroom activities. Commitment is a state that appears if the person and the environment match each other. Commitment has several levels: as a current state, as motivation and values, and as an integral characteristic of human life. Meanings and values are responsible for the relations between the person and the environment, which are expressed as emotions, e.g., life satisfaction, psychological well-being, etc. The research objective was to determine the nature of the relationship between the current state of students' involvement in educational and professional activities and their motives, life orientations, life satisfaction, and psychological well-being. The Utrecht Work Engagement Scale (UWES-17) was used to diagnose commitment as a current state (W. Schaufeli, A. Bakker). The value-semantic aspects of commitment were measured using the Academic Motivation Scale (T. O. Gordeeva, O. A. Sychev, E. N. Osin), the Test of Life-Purpose Orientations (D. А. Leontiev), the Questionnaire of Life Orientations (E. Yu. Korzhova), the Scale of Psychological Well-Being (C. Ryff, in N. N. Lepeshinsky’s modification), and Life Satisfaction Index (A. O. Neugarten et al., adapted by N. V. Panina). The data were analyzed separately for secondand third-year students of Amur State University with high, moderate, and low commitment. The comparative analysis was based on ANOVA. Commitment as a current state appeared to correlate more with academic motivation, life-purpose orientations, and life satisfaction than with life subject-object orientations and psychological well-being. The results obtained can help psychological counselors to organize events aimed at increasing students’ commitment.

Work engagement of nurses and the influence of spiritual climate of hospitals: A cross-sectional study.

This investigation was endeavoured to study the influence of the hospital's spiritual climate on nurse's work engagement in Saudi Arabia. Creating a safe clinical environment for nurses to express their spirituality despite preferences or religiosity is essential to increase work productivity, satisfaction and commitment. This quantitative and cross-sectional research surveyed a convenience sample of 302 nurses employing the 'Utrecht Work Engagement Scale' and 'Spiritual Climate Scale'. The overall average of the respondents in work engagement was 4.33 (SD = 1.10), with more nurses reporting high or very high work engagement (53.7%). The hospital, age and spiritual climate were recognized as significant predictors of 'vigour'. The hospital's spiritual climate was the only significant factor influencing nurses' 'dedication'. The hospital and spiritual climate significantly influenced the variable 'absorption'. Having a positive hospital spiritual climate was associated with better work engagement among nurses. The findings underscore the significance of ensuring that hospitals have positive spiritual climate and a clinical area that respects, accepts and welcomes various spirituality of nurses. Therefore, nurse managers should ensure that the spirituality of nurses has a safe home in the hospital.

Occupational self-efficacy and work engagement associated with work ability among an ageing work force: A cross-sectional study.

Occupational self-efficacy (OSE) is an appropriate adaption capability to react to continuous changes in work life today. While self-efficacy is an important component in work context, there is less knowledge regarding older workers' OSE. This study examined the relationship between work ability, OSE and work engagement among a middle-aged workforce, and whether there were any differences between age groups and between professionals in different work context. Data were collected by questionnaire, which included Work Ability Index (WAI), Occupational Self-Efficacy Scale, and Utrecht Work Engagement Scale. A total of 359 home care workers and engineers (response rate 43%) participated. The average age was 54 (SD±5.3) years, 69%were women. The results of logistic regression analyses revealed an association between WAI, OSE (OR 0.66; 95%CI 0.52 to 0.86) and work engagement (OR 0.61; 95%CI 0.47 to 0.78). Higher OSE and work engagement were related to higher work ability. No difference in OSE (5.9; ±0.8) between professional groups was seen, but the home care workers scored considerably higher work engagement (5.1; ±0.9) than the engineers (4.5; ±1.3). Improving OSE could be worthwhile to support work ability among middle-aged workers, despite dissimilarities in work context and educational level.

Factors Contributing to Students Engagement: A Case Study at the Institute of Medicine at SUT

In higher education, much attention has been focused on the enhancement of the educational experience, allowing students to successfully develop and thus make the most of not only their potential, but also the numerous other benefits education has to offer. Being engaged both institutionally and academically plays a vital part in developing their potential and performance. Therefore, this paper studied the engagement level towards the academics at the Institute of medicine. Factors contributing to institutional engagement were also analyzed. The participants include 229 medical students. Each participant was asked to answer a general demographic questionnaire, the Institute engagement questionnaire, the Utrecht Work Engagement Scale–Student version (UWES-S) questionnaire, and a questionnaire of all relevant factors. Student engagement was assessed through statistical analysis. These included percentage, mean, standard deviation, and stepwise multiple regression of the constituent factors. The Institute engagement level was 3.73. Factors that significantly pertained to the engagement level were teachers (p = 0.01*), staff (p = 0.01*), friends (p = 0.02*), and seniors peers (p = 0.03*), respectively. Academic engagement was found to vary by the level of study. Medical students in their 1st, 2nd, and 3rd years exhibited engagement levels of 4.94, 4.87, and 4.55, respectively. Given the group, students’ engagement toward the university was of a high level. The most important contributing factors were their relationship with teachers, staff, friends, and senior peers. However, the academic engagement level tended to decrease as study progressed. It was conjectured that this notable decrease resulted from increasing complexity in the program as specified by the curriculum. Positively engaged students better adapt to the academic context of higher education. Hence, they are much likely to succeed.

Subtypes of nurses\u2019 mental workload and interaction patterns with fatigue and work engagement during coronavirus disease 2019 (COVID-19) outbreak: A latent class analysis

BackgroundNurses play critical roles when providing health care in high-risk situations, such as during the COVID-19 outbreak. However, no previous study had systematically assessed nurses’ mental workloads and its interaction patterns with fatigue, work engagement and COVID-19 exposure risk.MethodsA cross-sectional study was conducted via online questionnaire. The NASA Task Load Index, Fatigue Scale-14, and Utrecht Work Engagement Scale were used to assess nurses’ mental workload, fatigue and work engagement, respectively. A total of 1337 valid questionnaires were received and analyzed. Nurses were categorized into different subgroups of mental workload via latent class analysis (LCA). Cross-sectional comparisons, analysis of covariance (ANCOVA), and multivariate (or logistic) regression were subsequently performed to examine how demographic variables, fatigue and work engagement differ among nurses belonging to different subgroups.ResultsThree latent classes were identified based on the responses to mental workload assessment: Class 1 – low workload perception & high self-evaluation group (n = 41, 3.1%); Class 2 – medium workload perception & medium self-evaluation group (n = 455, 34.0%); and Class 3 – high workload perception & low self-evaluation group (n = 841, `62.9%). Nurses belonging into class 3 were most likely to be older and have longer professional years, and displayed higher scores of fatigue and work engagement compared with the other latent classes (p < 0.05). Multivariate analysis showed that high cognitive workload increased subjective fatigue, and mental workload may be positively associated with work engagement. Group comparison results indicated that COVID-19 exposure contributed to significantly higher mental workload levels.ConclusionsThe complex scenario for the care of patients with infectious diseases, especially during an epidemic, raises the need for improved consideration of nurses’ perceived workload, as well as their physical fatigue, work engagement and personal safety when working in public health emergencies.

Work Engagement as a Mediator of the Influence of Coworker Support on Task Performance of Indonesian Army (TNI-AD) Soldiers Serving in Vulnerable Areas (Papua)

Army is one of particular profession which has extremely high-risk job. Most of Indonesian Army member will be deployed to a danger area that has dynamics situation. Coworker support is needed for them to increase soldier work engagement and enabling them to show their best performance in a deployment. Data collection methods used in this research was survey method by using Coworker Support Scale Items (2002), Individual Work Performance Questionnaire (2012), and Utrecht Work Engagement Scale/ UWES (2002). The participants of the study were 541 Indonesian Army whom deployed in danger area. Data processing and analysis were using Hayes PROCESS Procedure model 4 program (Simple Mediation). The result shows that the presence of high Coworker’s support would increase for work engagement and eventually enabling soldiers to perform their best on the deployment.

The importance of formal versus informal mindfulness practice for enhancing psychological wellbeing and study engagement in a medical student cohort with a 5-week mindfulness-based lifestyle program

PurposeMedical students commonly experience elevated psychological stress and poor mental health. To improve psychological wellbeing, a 5-week mindfulness-based lifestyle course was delivered to a first-year undergraduate medical student cohort as part of the core curriculum. This study investigated the effects of the program on mental health, perceived stress, study engagement, dispositional mindfulness, and whether any improvements were related to amount of formal and/or informal mindfulness practice.MethodsParticipants were first year undergraduate medical students (N = 310, 60% female, M = 18.60 years) with N = 205 individuals completing pre and post course questionnaires in a 5-week mindfulness-based lifestyle intervention. At pre- and post-intervention, participants completed the Mental Health Continuum-Short Form, the Perceived Stress Scale, the Utrecht Work Engagement Scale for Students, the Freiburg Mindfulness Inventory, and the Mindfulness Adherence Questionnaire.ResultsMental health, perceived stress, study engagement, and mindfulness all improved from pre- to post-intervention (all p values < .001). Improvements on these outcome measures were inter-related such that PSS change scores were negatively correlated with all other change scores, FMI change scores were positively correlated with MHC-SF and UWES-S change scores, the latter of which was positively correlated with MHC-SF change scores (all p values < .01). Finally, observed improvements in all of these outcomes were positively related to informal practice quality while improved FMI scores were related to formal practice (all p values < .05).ConclusionsA 5-week mindfulness-based program correlates with improving psychological wellbeing and study engagement in medical students. These improvements particularly occur when students engage in informal mindfulness practice compared to formal practice.

Burnout, stress and Type D personality amongst hospital/emergency physicians

IntroductionIn previous studies, physicians have been identified as a high-risk group for burnout.Although the work environment has received more attention than specific determinants of personality traits, the latter might contribute to burnout.Study objective.We aimed to investigate the association of Type D personality, job and organizational determinants with burnout, stress and work engagement as outcome factors among emergency physicians and hospital physicians working in intensive care and surgery departments.We specifically focused on our group of emergency physicians.MethodsIn this cross-sectional study, self-report questionnaires were distributed via social media using a specific survey link to 531 Belgian hospital physicians working at the Emergency Department, Intensive Care, and Surgery Department between October 21, 2018, and April 11, 2019. The survey instrument included questions about sociodemographic characteristics, job characteristics, organizational factors, job satisfaction, social support by supervisors and colleagues (Leiden Quality of Work Questionnaire for Medical Doctors) and Type D personality (Distress Scale-14) and as outcomes burnout (Oldenburg Burnout Inventory) and work engagement (Utrecht Work Engagement Scale). A multiple regression analysis was used to examine the associations between the determinants and each of the outcomes with emergency physicians as the study population.ResultsEligible data were available for 436 questionnaires and involved 212 emergency physicians, 162 other hospital physicians (Intensive Care and Surgery Department) and 62 residents concerning both groups of physicians. Type D personality ranged from 28.5 to 29.1% in emergency physicians and other hospital physicians. Additionally, even after correcting for job-related and organizational factors, emergency physicians with Type D personality were seven times more likely to have a high risk for burnout.ConclusionAs a result, this study offers a new perspective on the associations between burnout, stress and Type D personality. Type D personality might be a personality-related risk factor for burnout among emergency physicians. Therefore, we recommend enhanced prevention measures that take into account this individual factor in the further development of coaching programs. Improving the professional well-being of emergency physicians is necessary, especially in the scope of the recent COVID-19 pandemic, which has put a high demand on acute and emergency care departments.