Reviewof literature Theaim of the study is to determine the relationship of Type A – Type BPersonality on work engagement and burnout.
Earlier studies of the variableschosen for the current study have been analyzed and presented.Studieson Personality (Type A – Type B), work engagement and burnout. Study led by Lukasz Baka and Romuald Derbis (2012), examined the’relation of job stressors, job burnout and work engagement and the mediatingrole of work family conflict and type A behavior pattern’.
The aim was to studyif work family conflict and type A personality plays a role in job stressors,job burnout and work engagement. The researchers keeping in mind the jobdemands – resources model, presumed that job stressors could play a role in jobburnout and engagement through the work family conflict factor while type Apersonality can regulate the result of job pressures on job burnout andengagement. The sample taken for the study was 282 medical staff which includedphysiotherapists, nurses and physicians. Findings proved their assumption.
Astudy conducted by UlrikaE.Hallberg, Gunn Johansson, and Wilmar B.Schaufeli(2007) assessed the relationship of ‘Type A behavior and the work situationswith burnout and work engagement’. The research was conducted on 329 Swedishinformation communication technology consultants. Results were obtained by ahierarchical regression and proved that type A behavior and work situation wasrelated to work engagement and burnout. The main conclusions were that theachievement factor of type A Personality was associated with work engagementonly and the eagerness or oversensitivity factor is related to burnout symptoms AStudy carried out byUlrika Eriksson Hallberg (2005)examined work engagement, type A behavior and burnout.
The thesis concentratedon the interaction of work engagement and type A behavior on job burnout. TheSample taken for the study was healthcare employees and informationcommunication technology professionals. The findings proved that theaccomplishment aspect of type A personality was linked with engagement, whilethe irritability aspect was linked with lower levels of engagement and highlevels of burnout.Studieson Personality (Type A – Type B), and work engagement. Another study directed by Stephen A.Woods and Juilitta A. Sofat (11-1-2013) on the topic ‘personality andengagement at work; the regulating role of psychological meaningfulness’ testedthe link of personality variables of the big five model with engagement and therole of optimistic psychological meaningfulness.
The participants for the studywere 238 working adults (UK). They concluded that Conscientiousness has twoaspects that is orderliness and industriousness. Industriousness means how muchan individual is working hard and is interested, orderliness means whether theperson is organized or not. Results showed that orderliness and industriousnessare forecasters of engagement and both showed effects regulated bypsychological meaningfulness. A study carried out by Richardsen,Astrid M. Burke,Ronald J. Martinussen,and Monica (2006) on ‘work and health outcomes and the intermediating roleof cynicism and engagement’ studied the link between type A behavior, jobdemands and resources and cynicism and engagement.
The study also focused onthe regulating role of cynicism and engagement in determining work – healthconsequences. The sample used for the study was 150 police officers (Norway).Questionnaires were distributed for data collection. Findings proved type Apersonality was linked with engagement and cynicism. A research done on, ‘Type ABehavior, Its Prevalence and Consequences Among Women Nurses on October 1991 by Vishwanath V Baba and Muhammad Jawad Jamalstudied type A personality (occurrence as well as consequences) in nurses.Eight metropolitan hospitals were selected for this in Canada.
The sample sizewas 1148 and questionnaires were distributed to them. Results proved that agewas the main variable that predicted the presence of type A behavior. And theconsequences these individuals faced were high levels of stress, too much workload, and intentions to quit than individuals who were type B. Type Aindividuals also showed good engagement and attendance.