P.J.G. Schreurs's research while affiliated with Radboud University and other places

... Some studies have stated that the relationship between gender and EE is inconsistent (Bakker et al., 2002; Bekker et al., 2005; Schaufeli & Enzmann, 1998; Van Horn et al., 1997a, b). The relationship between gender and EE differs (Greenglass et al., 1998), because some studies report larger magnitudes of EE for females (Bakker et al., 2002; Rupert & Morgan, 2005; Schaufeli & Enzmann, 1998), while other studies show larger scores for males (Bekker et al., 2005; Van Horn et al., 1997a, b). However, Rubino et al. (2013) propose the potential presence of an external factor, which influences the relationship between gender and EE, and they emphasize the need to investigate the potential mediators and moderators of this relationship. ...

... Burnout is a common phenomenon occurring among today's employees (Taris & Schreurs, 2009). Studies have proven that individual health and workplace productivity are both negatively impacted by burnout (Bakker et al., 2004(Bakker et al., , 2008. ...

... Previous longitudinal studies showed that burnout is rather stable over time (e.g., Hakanen et al., 2008;Schaufeli & Enzmann, 1998;Taris et al., 2005). This finding is intriguing because the first operationalizations of burnout highlighted that this syndrome should change over time (Freudenberger, 1974;Maslach, 1982). ...

... Teachers' occupational health refers to their evaluations of various aspects of their job (van Horn et al., 2004). The multifaceted construct incorporates affective, cognitive, professional, social, and psychosomatic dimensions (van Horn et al., 2004). ...

... Every organization has its own values and beliefs which not necessarily rely on religious concepts (Weston 2002), but elements like, participants' job expertise and knowledge of the organizational context can be identified as important supplement to the expertise of managers. And intervention experts during intervention planning and implementation activities, ty to use workplaces aspects characterized by good job design and even employee health may provide conditions that allow employees the time and resources to become involved in participative interventions (Taris 2003). Workplace values as a term is broadened and furthered into workplace Spirituality, and such values are used to improve organizational performance (Giacalone 2004). ...

... The other job demands however -role-finding and workload/effort -had a significant impact on career doubts. Career doubts can be interpreted as an indicator for low commitment to professional learning, and although findings are mixed, some studies reported negative relationships between job demands and self-reported learning behaviour among teachers (Toon et al. 2003). While moderate demands seem to enhance the commitment to professional learning, they can lead to exhaustion and decreased commitment if demands become too pressuring (in de Wal et al. 2020). ...

... Burnout has three components, namely emotional exhaustion, depersonalisation and feelings of low accomplishment (Jackson et al., 1998;Leiter & Maslach, 2017;Maslach et al., 2001;Taris et al., 2001). The exhaustion component represents the individual experience of being overextended and depleted physically and emotionally (Maslach et al., 2001). ...

... This hypothesis was partly supported as teachers' good teacher-working environment fit was related to the experienced lower levels of cynicism towards the professional community over time. This implies that receiving recognition and a constructive climate are likely to buffer cynicism and thus prevent disengagement from the professional community (Taris et al. 2004;Sullanmaa et al. 2022). However, the perceived teacher-working environment fit did not predict other burnout dimensions during the five-year follow-up. ...

... One of the major advantages of MBI is that MBI can clearly distinguish perceived work-related burnout from other mental syndromes such as anxiety and depression, because of the nature of burnout defined as jobrelated by Maslach and Jackson (1979). Another popular survey is MBI-General Suvey (MBI-GS, Schutte et al., 2000;Taris et al., 1999). However, MBI-GS is rather generic and the items refer to work itself rather than to one's personal relationships at work. ...

... Being happy with your work may have to do with having nice colleagues and an average workload. Individual and group performance is not directly the result of employee satisfaction or motivation, but is achieved through the involvement and commitment of workers' representation, HRM practices and work organisation (Judge et al. 2001;Taris et al. 2008). For instance, organisational commitment can be brought about by an organisational design that provides job autonomy, possibilities of consulting others, learning opportunities etc. (Karasek and Theorell 1990). ...