Oldenburg Burnout Inventory

1.    I always find new and interesting aspects in my work.
2.    There are days when I feel tired before I arrive at work.
3.    It happens more and more often that I talk about my work in a negative way.
4.    After work‚ I tend to need more time than in the past in order to relax and feel better.
5.    I can tolerate the pressure of my work very well.
6.    Lately‚ I tend to think less at work and do my job almost mechanically.
7.    I find my work to be a positive challenge.
8.    During my work‚ I often feel emotionally drained.
9.    Over time‚ one can become disconnected from this type of work.
10.After working‚ I have enough energy for my leisure activities.
11.Sometimes I feel sickened by my work tasks.
12.After my work‚ I usually feel worn out and weary.
13.This is the only type of work that I can imagine myself doing.
14.Usually‚ I can manage the amount of my work well.
15.I feel more and more engaged in my work.
16.When I work‚ I usually feel energized.
 
Disengagement‚ Exhaustion
 
 
(1) “strongly agree” to (4) “strongly disagree.”
Disengagement items are 1‚ 3(R)‚ 6(R)‚ 7‚ 9(R)‚ 11(R)‚ 13‚ 15. Exhaustion items are 2(R)‚ 4(R)‚ 5‚ 8(R)‚ 10‚ 12(R)‚ 14‚ 16.
 
This instrument can be found at: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.462.4931&rep=rep1&type=pdf
 

Halbesleben‚ J. R. B.‚ & Demerouti‚ E. (2005). The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory. Work & Stress‚ 19(3)‚ 208-220. 

Harrison‚ D. A.‚ Newman‚ D. A.‚ & Roth‚ P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behaviorial outcomes and time sequences. The Academy of Management Journal‚ 49(2)‚ 305-325.

Demerouti‚ E.‚ & Bakker‚ A. B. (2007). The Oldenburg Burnout Inventory: A good alternative to measure burnout (and engagement). Utrecht University and Erasmus University Rotterdam.

Demerouti‚ E.‚ Bakker‚ A. B.‚ & Mostert‚ K. (2010). Burnout and engagement: A thorough investigation of the independency of both constructs. Journal of Organizational Health Psychology‚ 15(3)‚ 209-222.