Building personalized tools to model the interaction between job demands-resources and burnout symptoms and develop just-in-time interventions

The number of burned-out employees keeps on rising and carries a considerable societal cost (RIZIV, 2023). The Job Demands-Resources model (Bakker & Demerouti, 2014) offers insights into the role of job characteristics (job demands and job resources) in the development of burnout. Studies building on this model have identified various job characteristics that predict which employee groups
are at risk of developing burnout, leading to one-size-fits-all solutions for burnout prevention. Generally, we know which job demands and -resources are harmful 'to most people most of the time' (Bakker & Demerouti, 2016), but we are not yet able to specifically determine which ones are important for an individual to address their personal burnout triggers. The latter insight is essential to initiate the journey towards personalized treatment and prevention. Addressing this gap, we apply the GIMME-model (Beltz et al., 2016), which allows simultaneous examination of group-level (nomothetic) and individual-level (idiographic) relationships between job demands, -resources and burnout dimensions. Additionally, this model facilitates a dynamic systems approach, enabling us to
study the unique role of job characteristics in individual burnout development. In doing so, this project and the resulting tool aims to enable a more precise monitoring of employees’ risk factors and burnout development, and to contribute to the creation of tailor-made interventions and personalized burnout treatment.