Oldenburg Burnout Inventory

The Oldenburg Burnout Inventory (OLBI) is a self-report measure of burnout. It was developed by Evangelia Demerouti and colleagues at the University of Oldenburg in Germany in 1998. The OLBI has been translated into over 20 languages and is used in research and clinical settings around the world.

The OLBI consists of 16 items that assess two dimensions of burnout: exhaustion and disengagement.

  • Exhaustion refers to feelings of physical, emotional, and mental fatigue. People who are exhausted may feel tired, drained, and unable to cope with stress.
  • Disengagement refers to a loss of interest and motivation in work. People who are disengaged may feel cynical, apathetic, and uninvolved in their work.


The OLBI is scored on a 5-point scale, with 1 = “strongly disagree” and 5 = “strongly agree”. The total score for the OLBI is the sum of the scores for the exhaustion and disengagement subscales. A higher score indicates a higher level of burnout.

The OLBI has been shown to be a reliable and valid measure of burnout. It has been used to study burnout in a variety of settings, including healthcare, education, and business.

The OLBI can be used to assess burnout in individuals or groups. It can also be used to track changes in burnout over time. The OLBI is a valuable tool for researchers and clinicians who are interested in understanding and preventing burnout.

Here are some of the benefits of using the OLBI:

  • It is a reliable and valid measure of burnout.
  • It is easy to administer and score.
  • It has been translated into over 20 languages.
  • It can be used to assess burnout in individuals or groups.
  • It can be used to track changes in burnout over time.

If you are concerned about burnout, you can talk to your doctor or a mental health professional. They can help you assess your level of burnout and develop strategies for managing it.

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=

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.