Objectives. The current study aims to examine whether four burnout-engagement cluster groups could be identified based on burnout and engagement dimension scores, and to investigate whether these...Show moreObjectives. The current study aims to examine whether four burnout-engagement cluster groups could be identified based on burnout and engagement dimension scores, and to investigate whether these four cluster groups differed significantly in terms of job demands and job resources. Methods. A cross-sectional study, involving 877 professionals working at the Emergency Department, was carried out in 19 hospitals in the Netherlands in 2017. Burnout was assessed by the Utrecht Burnout Scale, work engagement with the 9-item Utrecht Work Engagement Scale, and job demands and job resources by the Leiden Quality of Work Questionnaire for nurses and doctors, and the Quality of Labor Questionnaire. Results. K-means cluster analysis revealed that four groups could be identified with varying levels of burnout complaints and engagement. However, CH-index showed that two main clusters, the burnout and engagement group, were best at describing the data. Subsequent MANOVA analysis revealed that the groups differed in terms of job demands and resources. Additionally, it was found that the engaged group experienced high resources and low demands compared to the burnout group with low resources and high demands. Conclusion. This study found evidence for a distinction between the burnout-engagement cluster groups regarding the burnout and engagement dimension scores. Furthermore, the findings provide confirmation that the burnout and engagement group significantly differed in terms of job demands and job resources. Future research should focus on various perceptions of Emergency Department professionals and longitudinal research.Show less
