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ORIGINAL PAPER
Nofer Institute of Occupational Medicine, Łódź, Poland
International Journal of Occupational Medicine and Environmental Health 2024;37(4):1–19
https://doi.org/10.13075/ijomeh.1896.02434
WORK ENGAGEMENT AND BURNOUT
AMONG POLISH LABOUR MIGRANTS
MICHAŁ KULISZ1 and ANTONI WONTORCZYK2
Jagiellonian University, Kraków, Poland
1 Doctoral School in Social Sciences
2 Institute of Applied Psychology, Faculty of Management and Social Communication
Abstract
Objectives: e aim of the study was to examine the relationship between work engagement, burnout and coworker support, social climate at work,
work-language prociency and post-migration job skill change, among international migrant workers. Material and Methods: Polish versions
of Utrecht Work Engagement Scale, Burnout Assessment Tool, and the second Copenhagen Psychosocial Questionnaire were used for the measurement
of the studied variables. All participants were recruited using announcements at Polish diaspora online forums and snowball sampling. e ques-
tionnaire was submitted to them in aform of an anonymous online survey. Results: From 420 questionnaires lled in by the respondents, 411were
qualied for analysis. e results of amultiple regression analysis indicate that apositive perception of the social climate at work increases the scores
of general work engagement (β=–0.22, p=0.001), as well as all its subscales: dedication (β=–0.14, p=0.002), vigor (β=–0.20, p=0.001) and ab-
sorption (β=–0.22, p=0.001). Support received from coworkers has apositive inuence on the vigor dimension (β=–0.14, p=0.002). Further-
more, work-language prociency can be associated with more engagement F(1, 409)=37.66, p=0.000 and less burnout F(1, 409)=11.68, p=0.000
than limited work-language knowledge. Inasimilar manner, increased or similar job skill level compared to one’s last employment in the sending
country may be associated with better engagement F(2, 408)=33.88, p=0.000 and fewer symptoms of burnout F(1, 409)=7.96, p=0.005 than
post-migration decrease of job skill. Conclusions: e perception of social climate at work and coworker support have shown to be positive predic-
tors for particular dimensions of work engagement. Moreover, work language prociency and job skill have been shown to associate with work en-
gagement and burnout. Int JOccup Med Environ Health.2024;37(4)
Key words:
burnout, migration, work engagement, language prociency, coworker support, social climate at work
Received: Received: March 28, 2024. Accepted: August 28, 2024.
Corresponding author: Antoni Wontorczyk, Jagiellonian University, Institute of Applied Psychology, Faculty of Management and Social Communication, Łojasiewicza4,
30-348 Kraków, Poland (e-mail: antoni.wontorczyk@uj.edu.pl).
INTRODUCTION
According to estimates presented by the International La-
bour Organization[1], migrant workers constituted almost
5% of workforce of their receiving countries in 2019. As
estimated by the United Nations[2] during the upcom-
ing decades, migration will continue to be the sole driv-
er of population growth in high-income countries. Due to
the constantly diversifying workforce, receiving countries’
economies face the increasing challenges of migrant inte
-
gration, who are however reported to experience various
diculties on the labour market and in their workplace,
impeding successful adaptation in the receiving coun-
try. Among these barriers, one can mention precarious
employment conditions, such as reduced worker rights,
atypical working hours, or limited access to social secu-
rity[3–5], low development opportunities, e.g.,tempo-
rary employment, no access to promotions[6–8], as well
as work below qualications due to nonrecognition of di-
plomas[6,9,10], limited settlement or work permit[10],
discriminatory behaviours by co-workers and supervi-
sors[11,12], language barriers[10,13–15] and legal dif-
culties resulting from non-registered stay, illegal work
IJOMEH 2024;37(4)
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ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
by Bakker etal.[33], both variables are determined by the
presence of personal and organizational resources, as well
as various work demands. e more resources are available
to the worker, the more engaged he will be, and more neg-
ative eects of work demands will be buered.
As stated above, the situation of amigrant worker is marked
by deprivation of resources and cumulation of stressors
greater than those experienced by native employees[22].
Inthis article, the authors aim to focus on relationships of
work engagement and burnout with particular variables,
which can be interpreted as resources or demands, depend-
ing on the value they are taking for particular workers.
Co-worker support and language prociency
According to studies conducted in multinational orga-
nizations[19,34], support received from co-workers sig-
nicantly reduces migrants’ distress at work. As found by
Hoppe etal.[35] in their post-hoc interviews, migrants
are more prone than native workers to seek help among
co-workers in situations of distress and psychological
diculties. Further, according to Aalto etal.[5], lack of
professional support burdened migrants more than na-
tive workers. Support received at work, particularly from
co-workers, occurs therefore to be acrucial resource in the
work environment of an international migrant. However,
research shows that migrant workers nd it usually more
dicult to develop aective relationships based on trust
with native co-workers and managers[36], which leaves
them socially excluded.
A factor possibly underlying these diculties was iden-
tied in asurvey conducted by Amit etal.[17]. Migrant
workers mentioned their limited knowledge of local lan-
guage as the main cause for impaired communication with
their colleagues. e crucial importance of language knowl-
edge as abarrier in many aspects of work in the receiving
country was reported in numerous studies[10,13–15]. Be-
sides limiting interpersonal communication, lack of work-
language knowledge also leads to diculties e.g.,in using
or lack of civic rights guaranteed by citizenship[16,17].
Inconsequence, migrants oen perceive themselves as
alienated and discriminated[18], experience physical
health problems and psychological distress[19,20] as well
as reduced security in their daily life[21].
Migrants’ functioning at work, is therefore lled with ob-
stacles oen being greater than those faced by local pop-
ulation, which in turn leads to impairing of particular re-
sources and the need for increased eort to deal with dai-
ly-life problems[22,23]. Inthe context of work, asitua-
tion of increased distress and limited resources may lead,
as proposed by Bakker and Demerouti[24], to burnout
and decreased work engagement.
Work engagement and burnout
According to Schaufeli etal.[25], work engagement can
be dened as a“positive, fullling, work-related state of
mind that is characterized by vigor, dedication, and ab-
sorption”. ese 3 dimensions of work engagement are
linked to 3processes: emotionally-motivational, cognitive
and physiological-behavioural[26]. Among the organiza-
tional outcomes of work engagement, one can mention en-
hanced organizational citizenship[27], better job satisfac-
tion and job commitment[28], extra role performance[29]
and last but not least, increased job performance[30].
Burnout on the other hand, as defined by Schaufeli
etal.[31], is a“work-related state of exhaustion that oc-
curs among employees, which is characterized by extreme
tiredness, reduced ability to regulate cognitive and emo-
tional processes, and mental distancing”. Besides the harm-
ful inuence on employee health and well-being, conse-
quences of burnout can be also found on the occupational
level. Swider and Zimmerman[32] in their meta-analysis
name, among others, absenteeism, depersonalization and
decreased job performance.
Both work engagement and burnout were included in the
job demands-resources (JD-R) model[24], which was cho-
sen as the theoretical foundation of this research. As stated
IJOMEH 2024;37(4) 3
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
Considering the factors mentioned above, one can con-
clude that the migrant workers’ socialization process at
the organizational level may oen be challenging and cre
-
ate tensions, which persist long aer the initial onboard-
ing[43]. Feelings of discrimination and exclusion can fur-
ther result, for instance, in less motivation to engage in
voice behaviour beyond in-role duty[44], depletion of
one’s psychological capital[10], and repression of nega-
tive emotions leading to mental exhaustion[45]. On the
other hand, migrants who manage to become members of
their workplace-community may anticipate positive con-
sequences on their personal level, as increased job satis-
faction and better integration into host society[46–48].
Consequently, migrants have more salient needs for be
-
longing than native workers[4].
It seems therefore apparent that apositive perception of
social community at work serves as an important social re-
source for amigrant employee. Furthermore, knowledge
of work-language acts as an important condition for the
inclusion in workplace community[17,39]. erefore, the
authors hypothesize as follows:
–
H4: migrant workers with work-language procien-
cy will report experiencing better social community
at work than those with worse language knowledge.
–
H5: reported perception of social community at work
will positively predict work engagement of migrant
workers.
Job skill level
Living in their receiving countries, migrant workers oen
fall victims to the dualization of the labour market, ending
up in the secondary sector, regardless of their skills, educa-
tion, and human capital in general[3,49,50]. Consequent-
ly, they oen have to deal with the diculties of precari-
ous employment[51]. As shown by Martinescu etal.[16],
the higher the job skill level of performed work, the lesser
were depressive states exhibited by studied migrant workers.
ese in turn correlated negatively with work engagement.
the workplace equipment and facilities[17]. Personal con-
sequences of host country language knowledge among mi-
grants were identied by Aiyar etal.[37].
Considering the results mentioned above, one can state
that both support received from colleagues and work-lan-
guage knowledge can function as work resources in the
understanding of JD-R theory[33]. eir lack on the other
hand, due to creating additional diculties, can be in-
terpreted as work demands. Further, as shown by Amit
etal.[17] work-language knowledge is also acrucial fac-
tor determining the quality of communication with co-
workers, which might inuence the amount and quality
of support received from them. erefore, the authors hy-
pothesize as follows:
– H1: reported co-worker support will positively predict
work engagement of migrant workers.
–
H2: migrant workers with work-language prociency
will report receiving higher support from co-workers
than those with worse language knowledge.
–
H3: migrant workers with work-language prociency
will report higher work engagement and lower burnout
than those with worse language knowledge.
Social community at work
e feeling of social community at work can be dened as
asense of belonging to community and apositive percep-
tion of social climate at one’s workplace[38]. Such acon-
dition is relatively hard to reach for most migrant workers
due to language barriers, worse understanding of the local
culture’s societal norms as well as possible discrimination
and social exclusion[17,39]. e latter 2 can be attributed
to social processes of in-group favouritism and out-group
discrimination. Identifying with one’s group, individuals
favour its members and discriminate against members of
other groups[40]. As shown by numerous research re-
sults[35,41,42], this process takes place in the context of
multinational organizations, resulting in discriminatory
behaviours towards migrants by native workers.
IJOMEH 2024;37(4)
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ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
sons for eliminating particular participants were duration
of work abroad shorter than 2 months and naming Poland
or countries not being amember of the UN as their cur-
rent place of stay.
e nal sample included 113 men and 297 women (1par-
ticipant did not indicate gender). eir average age was
40.41 years (SD=11.02). e mean length of current stay
abroad was 11.30 years (SD=10.48) and for the dura-
tion of stay in the current receiving country 10.45 years
(SD=10.24). Of all respondents 289 worked full-time,
41were employed part-time, and 81 claimed that their
time schedule was not dened. e largest group of respon-
dents (67.6%) had obtained higher education, 22.1%indi-
cated secondary education, 6.3% answered they had re-
ceived technical education or aform of industry secondary
education, nally 2.7% mentioned they had received voca-
tional education. Of all surveyed, 74.7% reported procient
knowledge of dominant work language, 25.3% limited or
none. Private-owned companies, with 84.4% answers, were
the most prevalent type of employer among the surveyed,
15.6% claimed to have been working in public organiza-
tions or state-owned companies. Ingeneral, respondents
mentioned 27 host countries, among them most popular
were Germany (14.1%), Iceland (11.9%), Italy (11.4%),
Greece (7.8%) and the United Kingdom (7.0%). Among
them, mentioned were also countries from North Ameri-
ca (e.g.,5.8% from both USA and Canada), Asia (e.g.,2.9%
from Singapore) and Australia with 6.8%.
Measures
Four tools were used in the research: socio-demographic
questionnaire, work engagement questionnaire, burnout
scale, and the second edition of the Copenhagen Psycho-
social Questionnaire (COPSOQ-II).
Job skill level dierence and work language knowledge
e rst, socio-demographic sheet was developed by the
authors and consisted of purposeful demographic vari-
As reports show[52,53], migrant workers oen compare
their present situation with conditions of employment ex-
perienced in their sending country, which inuences per-
ceptions of their current job. Itis therefore possible that
migrants perceive their current job skill level in compar-
ison to requirements of their previous job in the send-
ing country and that this phenomenon has similar conse-
quences on engagement to those reported by Martinescu
etal.[16]. e authors therefore hypothesize that:
–
H6: migrants reporting lower job skill level compared to
the requirements of their last job in the sending coun-
try will report less work engagement and more burnout
than those, reporting asimilar or higher job skill level.
MATERIAL AND METHODS
e aim of the study has been to examine the associations
of work engagement and burnout with particular vari-
ables: co-worker support, social climate at work, work-lan-
guage prociency, and current job skill level compared to
one’s last job in the sending country.
Data for the study was collected in November–Decem-
ber2023 as part of alarger project investigating migrant
work engagement and burnout. Respondents were recruited
from Polish diaspora groups on social media by responding
to posts announcing the study and further, bythe snowball
method. Before agreeing to participate, respondents were
informed that the necessary conditions were: 2months of
minimum duration of work abroad and being 18 years old
as the lower age limit. All respondents have given informed
consent before participating in the research.
e study obtained apositive opinion from the ethical
commission of the Faculty of Management and Social
Communication at the Jagiellonian University in Kraków,
Poland.
Participants
Data from 420 respondents was collected. Aer excluding
9 surveyed workers, 411 were qualied for analysis. Rea-
IJOMEH 2024;37(4) 5
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
Social Community at Work from the Polish version of
COPSOQ II[38] translated from the original measure de-
veloped by Pejtersen etal.[57]. Each of the scales con-
tained 3 questions, which respondents were expected to
answer on a5-point Likers scale (from 1– “always”, to
5–“never/almost never”). As the study was aimed to in-
clude also migrants working singlehandedly (e.g.,sin-
gle entrepreneurs), the scales were optional to answer.
Cronbach’s α for the Social Support from Colleagues scale
was0.79, for Social Community at Work– 0.88.
Statistical analysis
Multiple regression analysis using stepwise forward se-
lection method, as well as Pearson’s correlation test and
one-way ANOVA have been conducted using IBM SPSS
andStatistica by StatSo.
RESULTS
Preliminary analysis
Table1 displays descriptive statistics as well as results of
Kolmogorov-Smirnov (K-S) test among the main study
variables. The respondents demonstrated on average
amoderate level of work engagement, burnout, and co-
worker support. Social climate at work remained at arel-
atively low level. e results of the K-S test show that all of
the variables, except general BAT value, display non-stan-
dard deviations. On the other hand, skewness and kurto-
sis indicators, located between –2 and 2, suggest that the
dispersion is not far from standard. Inorder to present the
data more clearly, the means for UWES and BAT dimen-
sions, as well as co-worker support and workplace social
climate are additionally presented in Figure 1.
Table2 presents results of ANOVA tests between work
engagement, burnout, co-worker support, social climate
at work and nominal variables: sex, job skill level com-
pared to requirements of the previous job in one’s send-
ing country and knowledge of language predominantly
used at work. Among eects of sex, the only statistical-
ables, involving job skill level dierence and work lan-
guage knowledge. e respondents were asked to choose
respectively whether their job skill level is lower, similar or
higher compared to their last employment in their country
of origin or if they assess their knowledge of the main lan-
guage used at work as procient, enough for simple com-
munication, based on afew words or to communicate lack
of its knowledge.
Work engagement
Work engagement was measured by the Polish version of
the 9 item Utrecht Work Engagement Scale (UWES-9) ques-
tionnaire developed by Szabowska-Walaszczyk etal.[54],
ashorter version of the UWES measure[55]. e scale
consisted of 9 items, where respondents were expected to
respond to 9 presented statements using a7-point Likert
scale (from 0– “never”, to 6– “always/every day”). e
UWES scale is based on 3 dimensions of commitment to
work– vigor, dedication, and absorption, each of them
having 3 questions assigned. Cronbach’s α for the scale
was0.92.
Burnout
Burnout was measured by the Polish version of Burnout As-
sessment Tool (BAT)[56], originally developed by Schaufe-
li etal.[31]. For the study, the authors decided to choose
ashortened version of BAT scale (BAT-C), measuring core
symptoms of burnout. e scale consisted of 4 subscales:
exhaustion, mental distancing, cognitive and emotional
impairment, 3 items each. Respondents were meant to re-
spond to each question on a5-point Likers scale (from 1–
“ never”, to5– “always). Cronbach’s α was 0.95 for the general
BAT-Cscale, 0.92 for exhaustion, 0.83 for mental distancing,
0.90 for cognitive and 0.89 emotional impairment.
Co-worker support and community at work
Co-worker support and community at work were mea-
sured by scales of Social Support from Colleagues and
IJOMEH 2024;37(4)
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ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
general results of UWES (F(2, 408)=33.88, p=0.000), as
well as its subscales: vigor (F(2, 408)=19.50, p=0.000),
dedication, (F(2, 408)=39.84, p=0.000) and absorption
(F(2, 408)=22.83, p=0.000). e eect of job skill lev-
el dierence was also signicant on general BAT result
(F(2, 408)=7.16, p=0.000) and its subscales: exhaustion
(F(2, 408)=13.91, p=0.000) and mental distancing (F(2,
408)=7.03, p=0.001). e following pattern is to be ob-
served: the higher the job skill level, compared to the last
job in the sending country, the more work engagement was
reported by respondents. On the other hand, lowest burn-
out scores were reached by those whose jobs required simi-
lar skill to their previous job in their country of origin. e
dichotomic variable of work language knowledge can be
associated with intergroup dierences for all scales of work
engagement: general results of (UWES F(1, 409)=37.66,
p=0.000), vigor (F(1, 409)=20.46, p=0.000), dedi-
cation, (F(1, 409)=41.40, p=0.000) and absorption,
ly signicant dierence can be found for exhaustion sub-
scale of BAT (F(1, 408)=13.91, p=0.000). Job skill lev
-
el dierence has shown statistically signicant eects for
Table1. Descriptive statistics and Kolmogorov-Smirnov tests results of 411 migrants of Polish origin, November–December 2023
Tool/subscale Participants
[n]
Score Skew-
ness SE Kurtosis SE D p
min. max M SE
Utrecht Work Engagement Scale (UWES) 411 0 45 3.33 9.90 –0.71 0.12 0.07 0.24 0.095 <0.01
vigor 411 0 15 1.20 3.57 –0.74 0.12 0.19 0.24 0.095 <0.01
dedication 411 0 15 1.67 3.65 –0.77 0.12 –0.09 0.24 0.121 <0.01
absorption 411 0 15 9.46 3.83 –0.62 0.12 –0.15 0.24 0.136 <0.01
Burnout Assessment Tool (BAT ) 411 11 55 24.33 6.46 0.48 0.12 0.72 0.24 0.106 <0.01
exhaustion 411 3 15 7.95 2.72 0.42 0.12 –0.24 0.24 0.057 <0.15
mental distancing 411 2 10 5.33 1.88 0.12 0.12 –0.46 0.24 0.126 <0.01
cognitive impairment 411 3 15 5.96 2.04 0.56 0.12 0.66 0.24 0.112 <0.01
emotional impairment 411 3 15 5.09 2.01 0.99 0.12 1.26 0.24 0.150 <0.01
Copenhagen Psychosocial Questionnaire,
second version (COPSOQ II)
Social Support from Colleagues 328 3 15 7.75 2.81 0.58 0.13 –0.24 0.24 0.161 <0.01
Social Community at Work 373 3 15 5.95 2.56 1.04 0.13 0.91 0.27 0.135 <0.01
D and p according to the Kolmogorov-Smirnov test.
The number of respondents in the analysis of Social Support from Colleagues (N=328) and Social Community at Work (N=373) is lower since the scales were not obligatory
toll out for people working solitarily.
0
3
6
9
12
Score (M)
UWES_vig
UWES_ded
UWES_abs
BAT_exh
BAT_dist
BAT_cong
BAT_emot
Cow_sup
Cow_clim
Tool/subscale
BAT_cogn– Burnout Assessment Tool (BAT) cognitive impairment subscale;
BAT_dist– BAT mental distancing subscale; BAT_emot– BAT emotional impairment
subscale; BAT_exh– BAT exhaustion subscale; Cow_clim– Copenhagen Psychosocial
Questionnaire, second edition (COPSOQ II) Social Community at Work;
Cow_sup– COPSOQ II Social Support from Colleagues; UWES_abs– Utrecht Work
Engagement Scale (UWES) absorption subscale; UWES_ded– UWES dedication
subscale; UWES_vig– UWES vigor subscale.
Figure 1. Mean scores obtained for the subscales of work engagement,
burnout, and the scales of Social Support from Colleagues and Social Community
at Work on 411 migrants of Polish origin, November–December 2023
IJOMEH 2024;37(4) 7
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
Table2. ANOVA tests results of 411 migrants of Polish origin, November–December 2023
Variable
Score Participants
(N=411)
[n]
F p
M SE
Utrecht Work Engagement Scale (UWES)
total 30.33 9.90 411
sex 0.53 0.469
male 30.90 0.93 113
female 30.11 0.58 297
job skill level 33.88 0.000
higher 33.92 0.74 156
similar 31.02 0.79 137
lower 24.77 0.85 118
work language knowledge 37.66 0.000
procient 32.00 0.54 307
less procient or none 25.39 0.93 104
vigor
sex 0.77 0.382
male 10.46 0.34 113
female 10.11 0.21 297
job skill level 19.50 0.000
higher 11.13 0.27 156
similar 10.53 0.29 137
lower 8.59 0.31 118
work language knowledge 20.46 0.000
procient 10.65 0.20 307
less procient or none 8.87 0.34 104
dedication
sex 0.38 0.539
male 10.84 0.34 113
female 10.59 0.21 297
job skill level 39.84 0.000
higher 12.09 0.27 156
similar 10.94 0.29 137
lower 8.47 0.31 118
work language knowledge 41.40 0.000
procient 11.31 0.20 307
less procient or none 8.77 0.34 104
IJOMEH 2024;37(4)
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ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
Variable
Score Participants
(N=411)
[n]
F p
M SE
Utrecht Work Engagement Scale (UWES)– cont.
absorption
sex 0.22 0.636
male 9.60 0.36 113
female 9.40 0.22 297
job skill level 22.83 0.000
higher 10.70 0.29 156
similar 9.55 0.31 137
lower 7.70 0.34 118
work language knowledge 29.28 0.000
procient 10.03 0.21 307
less procient or none 7.76 0.36 104
Burnout Assessment Tool (BAT )
total 24.33 6.46 411
sex 0.67 0.414
male 23.88 0.61 113
female 24.47 0.37 297
job skill level 7.16 0.001
higher 23.65 0.51 156
similar 23.50 0.54 137
lower 26.20 0.59 118
work language knowledge 7.96 0.005
procient 23.81 0.37 307
less procient or none 25.87 0.63 104
exhaustion
sex 3.99 0.046
male 7.51 0.25 113
female 8.11 0.16 297
job skill level 13.91 0.000
higher 7.54 0.21 156
similar 7.49 0.23 137
lower 9.03 0.24 118
work language knowledge 11.68 0.001
procient 7.69 0.15 307
less procient or none 8.73 0.26 104
Table2. ANOVA tests results of 411 migrants of Polish origin, November–December 2023 – cont.
IJOMEH 2024;37(4) 9
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
Variable
Score Participants
(N=411)
[n]
F p
M SE
Burnout Assessment Tool (BAT ) – cont.
mental distancing
sex 0.00 0.979
male 5.32 0.18 113
female 5.31 0.11 297
job skill level 7.03 0.001
higher 5.14 0.15 156
similar 5.07 0.16 137
lower 5.86 0.17 118
work language knowledge 6.85 0.009
procient 5.19 0.11 307
less procient or none 5.74 0.18 104
cognitive impairment
sex 0.69 0.407
male 5.82 0.19 113
female 6.01 0.12 297
job skill level 0.67 0.514
higher 5.96 0.16 156
similar 5.83 0.17 137
lower 6.13 0.19 118
work language knowledge 0.02 0.876
procient 5.95 0.12 307
less procient or none 5.99 0.20 104
emotional impairment
sex 0.78 0.378
male 5.23 0.19 113
female 5.03 0.12 297
job skill level 0.25 0.776
higher 5.01 0.16 156
similar 5.11 0.17 137
lower 5.18 0.19 118
work language knowledge 3.41 0.065
procient 4.98 0.11 307
less procient or none 5.40 0.20 104
Table2. ANOVA tests results of 411 migrants of Polish origin, November–December 2023 – cont.
IJOMEH 2024;37(4)
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ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
out. e latter in turn, correlated negatively with both sup-
port from colleagues and social community.
Supplementary analysis
To verify the hypotheses assuming particular variables pre-
dicting work engagement, amultiple regression analysis us-
ing stepwise forward selection method has been conducted.
e results of the analysis are presented in Table4.
e following independent variables have been incorpo-
rated to the regression equation: mental distancing, ex-
haustion, cognitive and emotional impairment as well as
Social Community at Work and Social Support from Col-
leagues. e analysis was conducted separately for the gen-
eral UWES scale, as well as for its subscales. Among all di
-
mensions of work engagement, regression equation was
most predictive for vigor, explaining 48% of the variance
(ΔR2=0.48).
All independent variables except cognitive impairment
have been ultimately included in the equation for vigor.
e analysis indicated exhaustion as the strongest predic-
tor with β=–0.37. Further variables predicting work en-
gagement were: Social Community at Work (β=–0.20),
(F(1, 409)=29.28, p=0.000). For burnout, the eect
was signicant on general BAT scale (F(1, 409)=7.96,
p=0.005) and subscales of: exhaustion (F(1, 409)=11.68,
p=0.001) and mental distancing (F(1, 409)=6.85,
p=0.009). Ingeneral, respondents who claimed advanced
language knowledge demonstrated higher scores of work
engagement and lower scores of burnout than those who
reported limited language knowledge. Moreover, those
who had work-language prociency reported receiving
better support from their colleagues (F(1, 326)=7.76,
p=0.006) and experiencing better workplace social cli-
mate (F(1, 371)=24.14, p=0.000). Itshould be noted that
the results for co-worker support and Social Community at
Work have not been reversed for analysis purposes, there-
fore the lower the score on those scales, the better the lev-
el of perceived support/climate.
Table3 contains results of correlation tests for UWES,
BAT, their subscales, as well as co-worker support and
Social Community at Work. All relationships reached asta-
tistically signicant level. Work engagement measures cor-
related positively with co-worker support and Social Com-
munity at Work, on the other hand negatively with burn-
Variable
Score Participants
(N=411)
[n]
F p
M SE
Copenhagen Psychosocial Questionnaire (COPSOQ II)
Social Support from Colleagues
work language knowledge 7.76 0.006
procient 7.50 0.18 246
less procient or none 8.49 0.31 82
Social Community at Work
work language knowledge 24.14 0.000
procient 5.57 0.15 277
less procient or none 7.02 0.25 96
The results of Social Support from Colleagues and Social Community at Work have not been reversed for analysis purposes, therefore the lower the score on those scales,
thebetter the level of perceived support/climate.
Table2. ANOVA tests results of 411 migrants of Polish origin, November–December 2023 – cont.
IJOMEH 2024;37(4) 11
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
mental distance (β=–0.17), Social Support from Col-
leagues (β=–0.14) and emotional impairment (β=0.12).
Besides the last variable, all predictors showed negative
associations.
In other words, vigor grows when exhaustion and men-
tal distancing remain low, assuming no existing emotion-
al impairment. Inaddition, growth of vigor is also sup-
ported by good social climate and colleague support. It is
crucial to mention that the results for co-worker support
and Social Community at Work have not been reversed
foranalysis purposes, therefore they are in line with the-
oretical assumptions.
It is also worth mentioning that co-worker support was
asignicant predictor only for vigor. For other variables:
absorption, dedication and general work engagement, co-
worker support would not be included in the model.
Prediction equations for dedication (ΔR2=0.35) and
absorption (ΔR
2
=0.23) were not as strong as for vigor.
Inthe case of dedication, 4 variables entered the equa-
tion: exhaustion (β=–0.24) as the strongest predictor,
mental distancing (β=–0.21), Social Community at Work
(β=– 0.14) and emotional impairment (β=0.09). e
latter dimension of work engagement, absorption, was
explained by only 3 predictors: exhaustion (β=–0.41),
mental distancing (β=–0.26) and Social Community at
Work (β=–0.22).
Summarizing the results, one should emphasize that
among the analysed predictors, mental exhaustion was
the strongest for all 3 subscales of work engagement. Sur-
prising, on the other hand, was the weak or even no pre-
diction of absorption and dedication by co-worker sup-
port and Social Community at Work.
DISCUSSION
Based on the JD-R theory[24], the study contributes to the
relatively small body of research[58,59] addressing con-
textual and personal resources as factors related to work
engagement and burnout among international migrants.
Table3. Correlations tests results of 411 migrants of Polish origin, November–December 2023
Tool and subscale Pearson’s r
1234567891011
1. Utrecht Work Engagement Scale (UWES)
2. UWES vigor 0.871***
3. UWES dedication 0.922*** 0.721***
4. UWES absorption 0.895*** 0.634*** 0.759***
5. Burnout Assessment Tool (BAT ) –0.478*** –0.520*** –0.452*** –0.321***
6. BAT exhaustion –0.537*** –0.610*** –0.482*** –0.362*** 0.836***
7. BAT mental distancing –0.442*** –0.424*** –0.431*** –0.337*** 0.696*** 0.533***
8. BAT cognitive impairment –0.206*** –0.234*** –0.217*** –0.107* 0.708*** 0.394*** 0.302***
9. BAT emotional impairment –0.189*** –0.214*** –0.178*** –0.119* 0.716*** 0.438*** 0.275*** 0.447***
10. COPSOQ II Social Support from Colleagues –0.397*** –0.455*** –0.332*** –0.286*** 0.300*** 0.323*** 0.182*** 0.154*** 0.216***
11. COPSOQ II Social Community at Work –0.517*** –0.552*** –0.465*** –0.378*** 0.467*** 0.481*** 0.347*** 0.229*** 0.293*** 0.670***
COPSOQ II– Copenhagen Psychosocial Questionnaire, second edition.
The number of respondents in the analysis of Social Support from Colleagues (N=328) and Social Community at Work (N=373) is lower since the scales were not obligatory to ll out for people working solitarily.
* p<0.05; ** p<0.01; *** p<0.001.
IJOMEH 2024;37(4)
12
ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
erate level of work engagement, which is in line with the
ndings made by Turska and Mochnacka[59] on agroup
of Polish migrant workers in Great Britain as well as by
To the best of the authors’ knowledge, no study using
theBAT[31,56] on agroup of international migrants has
been published yet. e respondents demonstrated amod-
Table4. Results of the multiple regression analysis of 411 migrants of Polish origin, November–December 2023
UWES
Burnout Assessment Tool (BAT ) COPSOQ II
Statistic values
exhaustion mental distancing emotional
impairment
cognitive
impairment
Social Support
from Colleagues
Social Community
at Work
Total
t 6.308 –3.788 2.651 n.s. n.s. –4.496
β –0.37** –0.17** 0.11* n.s. n.s. –0.22**
adjusted R20.44
ΔR20.42
F of Δ 38.926
p of Δ 0.001
Vigor
t –6.308 –3.788 3.074 n.s. –3.008 –3.978
β –0.37** –0.17* 0.12* n.s. –0.14* –0.20**
adjusted R20.48
ΔR20.48
F of Δ 64.094
p of Δ 0.001
Absorption
t –4.660 –4.241 n.s. n.s. n.s. –4.379
β –0.41** –0.26** n.s. n.s. n.s. –0.22**
adjusted R20.24
ΔR20.23
F of Δ 21.116
p of Δ 0.001
Dedication
t –4.445 –4.374 2.121 n.s. n.s. –2.705
β –0.24** –0.21** 0.09*** n.s. n.s. –0.14*
adjusted R20.36
ΔR20.35
F of Δ 38.182
p of Δ 0.001
COPSOQ II – Copenhagen Psychosocial Questionnaire, second edition; UWES – Utrecht Work Engagement Scale.
n.s. – not signicant.
The number of respondents in the analysis of Social Support from Colleagues (N=328) and Social Community at Work (N=373) is lower since the scales were not obligatory
to ll out for people working solitarily.
* p=0.002; ** p=0.001; *** p=0.05.
IJOMEH 2024;37(4) 13
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
parent that apositive perception of one’s community at
work can be interpreted as awork resource, leading to in-
creased work engagement. is was conrmed by results
of this study, as reported perception of social community
at work positively predicted work engagement, support-
ing the assumptions of the h hypothesis. Consequent-
ly, social community at work can be interpreted as awork
resource in the understanding of the JD-R theory[24].
Finally, job skill change has been shown to associate with
work engagement and burnout. Respondents who report-
ed that their current job requires lower skills than their
last job in the sending country have reported less engage-
ment and more symptoms of burnout than those who per-
form work requiring similar or higher skills. ese results
are in line with the assumptions made in H6. Apossible
explanation for this association is that migrants tend to
compare their current occupational situation with their
previous experience rather than with other migrants’ sim
-
ilar situation in the receiving country. Such acompari-
son pattern has been identied in qualitative studies in
the past[7,52]. Inasituation of deskilling, results of such
comparisons, among others, are job dissatisfaction and
feeling of resignation when the opportunities for advance-
ment are perceived as very limited[3,61]. Furthermore,
low-skilled jobs are oen awed with characteristics of
precarious employment, such as limited job security, mo-
notonous, fragmented work, low autonomy and feedback,
which discourage workers from work engagement and po-
tentially lead to burnout[16,51].
Commenting further on the results one should note that
intergroup dierences for language prociency and job
skill change were found in the general scale of burnout,
as well as in subscales of exhaustion and mental dis-
tancing but not in cognitive and emotional impairment
(H3andH6). Apossible explanation is that due to their
work ethics Polish migrants tend to declare performing
their work eciently and do not report weaknesses con-
sidering their cognitive or emotional engagement. Indeed,
Martinescu etal.[16] on amultinational group of inter-
national migrants.
e vigor dimension of work engagement clearly increased
when migrants experienced support from co-workers.
Nosuch relationship was found for other dimensions, as
well as for the general work engagement scale. erefore,
this result partially conrms the assumptions of the rst
hypothesis, which were consistent with the assumptions
of JD-R theory[24,33].
As found by Amit etal.[17] an essential factor limiting co-
worker communication in multinational companies is the
lack of work-language knowledge. Ingeneral, knowledge
of the language predominantly used at work can improve
various aspects of functioning at the workplace, e.g.,use of
equipment[17] and quality of customer service[60], be-
ing thus an important resource as well as potentially fos-
tering the application of further resources as communica-
tional so skills. Inconsequence, as conrmed by results
of this study, migrant workers with better work-language
knowledge reported receiving better support from their
colleagues, which conrms the assumptions of the second
hypothesis. Moreover, they also, achieved higher work en-
gagement scores and reported lower symptoms of burn-
out than those with worse language-knowledge, which
is in line with the assumptions of the third hypothesis.
Good communicational skills can also interact with the
perception of workplace community. As assumed in the
fourth hypothesis migrants with work-language pro-
ciency reported experiencing better social community
at work than those with worse language skills. ese re-
sults are in line with previous reports[17,39] of work-
language prociency acting as an important condition
for the inclusion into co-worker community. For inter-
national migrants, the feeling of community in the social
environment of one’s workplace has many positive reper-
cussions on the personal level, e.g. better integration into
host society[46–48] as well as in the occupational do-
main, e.g.,more voice behaviours[44]. Itis therefore ap-
IJOMEH 2024;37(4)
14
ORIGINAL PAPER M. KULISZ AND A. WONTORCZYK
Last but not least, the interaction between job skill change
and work engagement may have amore complex nature
than investigated in this study. Jobs vary in particular
characteristics, which in turn have dierent eects on
work engagement and burnout. ese eects may exert
contradictory inuences and, in consequence, act in away
that one variable weakens the eect of another. Although
it has been mentioned that highly skilled jobs usually of-
fer better working conditions[51], the skill-demanding
tasks may potentially act as demands in asituation when
aperson earlier performed work on alower skill level.
Limitations
A limitation of the results obtained in this study is the fact
that the collected data were based on respondents’ declara-
tions. Inthe case of measuring professional skills, self-re-
porting by respondents may be biased. Limitations also ap-
ply to the research sample (small number of people≥50).
As arecent study has shown[70], younger and better ed-
ucated migrants adapt more quickly to the environment
of anew country. Moreover, the variables were measured
at asingle point of time, therefore observation of the dy-
namics of the formation of work engagement or the emer-
gence of burnout symptoms was not possible. Another lim-
itation of the survey was the data collection method, which
was based upon contacting respondents via aweb appli-
cation. Despite its many advantages, this method of data
collection has several drawbacks, e.g.,not being able to
ask for details in the case of open-ended questions or lack
of possibility of controlling the setting of the study envi-
ronment. Finally, the study was dominated by female par-
ticipants (twice as many as men). As shown by Milewski
and Ruszczak-Żbikowska[49], the work activity (type of
job) of migrant women diers signicantly from that of
men, which may also be related to the process of build-
ing social relationships. Further research should pay at-
tention to this social aspect of migrant women’s and men’s
labour activity.
as described by Friberg[11], Polish migrant workers in
Norway try to adapt to astereotype of ahardworking and
conscientious Pole and therefore strive to create aposi-
tive image of themselves irrespective of their actual symp-
toms of burnout.
Another phenomenon which can be identied from the
results is that those who performed work that was skilled
higher than their last job in their sending country have
reported higher work engagement but on the other hand
higher burnout as well. ese results may seem interesting,
considering the fact that work engagement and burnout, as
dened by authors of the JD-R theory, are to some extent
opposite constructs[62,63] and have been shown to corre-
late negatively[56]. is contradiction is, however, ostensi-
ble. Migrant workers are oen forced to maintain high e-
ciency during their work to keep up with supervisor expec-
tations and demanding competition with their co-workers.
Such work performance is oen based upon afear of nega-
tive evaluation from the foreign supervisor and, in conse-
quence, losing one’s employment[11,64]. While working
in anew country employees may simultaneously experi-
ence other stressors, such as culture shock[65], which can
have an unexpected, sudden and profound impact on an
individual’s identity[66,67]. Moreover, workers migrating
to new countries may also potentially experience the Jeru-
salem syndrome or other psychological phenomena linked
to adaptation to anew environment, which can also act as
contextual stressors[68,69]. Insuch circumstances, pro-
ductive work combined with ahigh level of work engage
-
ment may lead to astrong fear of rejection, as well as var-
ious environmental stressors, which may further lead to
extensive stress and in consequence to burnout. Finally, it
should be noted that the intergroup dierences in burnout
between those performing work requiring higher and sim-
ilar skills are relatively small and, for some subscales, in-
signicant. Future research should therefore replicate these
results to nd out if they cannot be attributed to the eect
of other potential factors.
IJOMEH 2024;37(4) 15
POLISH LABOUR MIGRANT WORK ENGAGEMENT AND BURNOUT ORIGINAL PAPER
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CONCLUSIONS
e present study contributes to the growing body of re-
search on work of international migrants, particularly ex-
tending the limited knowledge regarding factors related
to their work engagement and burnout. e perception of
social climate at work has been shown to positively inu-
ence work engagement. Moreover, co-worker support oc-
curred to be asignicant predictor for the vigor dimen-
sion of work engagement, but not for dedication and ab-
sorption. Among all dimensions of work engagement, vig-
or was best explained by the study variables. Emotional ex-
haustion, as the dimension of burnout, proved to be the
strongest predictor for every dimension of engagement.
Results also highlight the importance of work language
prociency and job skill, both of which have been shown
to associate with work engagement and burnout. More-
over, the study emphasizes the role of language procien-
cy, as it was found to be associated with better perception
of social climate at work and more frequently reported co-
worker support. Finally, to the best of the authors’ knowl-
edge, this study is the rst to apply the BAT among inter-
national migrant workers.
Author contributions
Research concept: Michał Kulisz, Antoni Wontorczyk
Research methodology: Michał Kulisz, Antoni Wontorczyk
Collecting material: Michał Kulisz
Statistical analysis: Antoni Wontorczyk
Interpretation of results: Michał Kulisz,
AntoniWontorczyk
References: Michał Kulisz
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