Social demands and resources predict job burnout and engagement profiles among Finnish employees.

Latent profiles of employees' job burnout (e.g., exhaustion, cynicism, feelings of inadequacy) and work engagement (e.g., energy, dedication, absorption) were examined. Moreover, the role of social work-related (multicultural, interpersonal, and project work demands) and personal demands (relationship demands) and social work-related resources (servant leadership, team climate) and personal resources (resilience, self-efficacy) in predicting the latent profiles were examined. This study is a part of an Occupational Health Study in which 766 employees participated twice. The results were analyzed using latent profile analysis. Two longitudinal profiles of burnout and engagement could be identified, namely high engagement (84% of the participants) and increasing burnout (16%) profiles. Employees who experienced high work-related social resources (servant leadership) and high personal resources (resilience, self-efficacy) were more likely to belong to the high engagement group than to the increasing burnout group. Employees who experienced high work-related social demands (multicultural, interpersonal, and project work demands) and personal social demands (relationship demands) more often belonged to the increasing burnout group. Social resources may help in promoting employees' job engagement, whereas social demands are often associated with increasing burnout symptoms.