On the one hand Maslach and Leiter assume that a continuum exists with burnout and engagement as two opposite poles.
[4] According to this approach, work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption.
[7] Work engagement as measured by the UWES is positively related with, but can nevertheless be differentiated from, similar constructs such as job involvement and organizational commitment,[8] in-role and extra-role behavior;[9] personal initiative,[10] Type A,[11] and workaholism.
[26] The Oldenburg Burnout Inventory (OLBI)[27][28] is an alternative instrument for the assessment of work engagement.
[29] The recently operationalized construct of drive was proposed as the key differentiating individual difference dimension of work engagement and has shown promising psychometric results.
[16] Measured on the basis of 13 facets and three aspects (passion, effort, ideation),[30] drive is argued to predict future motivation and engagement levels better than measuring these attributes directly at any point in time, in any given context.
[39] Other research has shown links between supervisor-ratings of performance and the work engagement of teachers[40] and administrative workers in financial services.