The aim of the current study was to show that Type D personality—a personality trait characterized by high levels of negative affectivity and high levels of social inhibition—can explain a significant amount of variance in emotional exhaustion and work engagement above and beyond the variance explained by job demands and job resources. An Internet survey was conducted in a large, representative sample of the Dutch working population. In line with our hypotheses, results showed that when controlling for the effects of job demands and job resources, employees with a Type D personality experience more emotional exhaustion and less work engagement than employees without a Type D personality. The main effects of job demands and job resources were in line with our hypotheses, except for the relation between job demands and work engagement; job demands appeared to enhance work engagement. This study contributes to knowledge in several ways. First, this study shows the importance of Type D personality in the development of emotional exhaustion and work engagement next to job demands and job resources. Second, our results add to a growing body of evidence showing that job demands, job resources, and personality should be incorporated in 1 model in order to predict emotional exhaustion and work engagement in an optimal way.

中文翻译：

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解释情绪耗竭和工作投入：工作需求-资源和 D 型人格的作用。

当前研究的目的是表明 D 型人格——一种以高度负面情感和高度社会抑制为特征的人格特质——可以解释情绪耗竭和工作投入的显着差异，超出所解释的差异通过工作需求和工作资源。一项互联网调查是在荷兰工作人口的大型代表性样本中进行的。与我们的假设一致，结果表明，在控制工作需求和工作资源的影响时，具有 D 型人格的员工比没有 D 型人格的员工经历更多的情绪耗竭和更少的工作投入。除了工作需求与工作投入之间的关系外，工作需求和工作资源的主效应与我们的假设一致；工作需求似乎提高了工作投入。这项研究在几个方面有助于知识。首先，本研究显示了 D 型人格在除工作需求和工作资源之外的情绪耗竭和工作投入发展中的重要性。其次，我们的结果增加了越来越多的证据，表明工作需求、工作资源和个性应纳入 1 个模型，以便以最佳方式预测情绪耗竭和工作投入。