ArticlePloS one2026
Personality is predictive of burnout but not of work engagement: A one-year prospective cohort study.
Article in PloS one, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. An erratum has been issued. Cited by 1 paper.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
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Who cites it
1 citing paper in PubMed.
Corrections and comments
- Erratum issued
Authors and funding
2 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
This prospective cohort study aimed to longitudinally verify correlations between dimensions of the five-factor model of personality with work engagement and burnout. In the study, an online survey was conducted twice, with a one-year interval, targeting regular employees at a Japanese company (baseline survey: November-December 2022, follow-up survey: November-December 2023). Data from 500 individuals (299 men, 201 women) who responded to both surveys were used for analysis. Hierarchical multiple regression analysis was used. Baseline scores and demographic variables were adjusted. Personality did not significantly correlate with work engagement. However, among job resources, significant correlations were observed for extrinsic rewards (β = 0.15) and coworker support (β = 0.12). Meanwhile, significant correlations were noted for burnout with degree of job demands (β = 0.10), neuroticism (β = 0.08), and conscientiousness (β = -0.08). When implementing organizational measures focusing on worker personality, those for preventing burnout are more effective compared with those promoting work engagement.
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