USER MANUALBURNOUTASSESSMENT
TOOL
Version 2.0 – July 20201

Wilmar Schaufeli,Hans De Witte&
Steffie Desart

1 Citation: Schaufeli, W.B., De Witte, H. & Desart, S. (2019). User Manual – Burnout Assessment Tool (BAT) – Version 2.0.

KU Leuven, Belgium: Internal report.

© 2020 Wilmar Schaufeli, Hans De Witte & Steffie Desart, Belgium
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, ortransmitted, in any form or by any means, electronic, mechanical, photocopying, recording, orotherwise, without prior written permission of the authors.

BURNOUT ASSESSMENT TOOLUSER MANUAL

PrefaceThis user manual provides a handy guideline for the practical use of the full and wellas the short version of the Burnout Assessment Tool (BAT). For more detailed
information, please consult the comprehensive, scientific test manual that can be
downloaded from the website www.burnoutassessmenttool.be. This user manual aims
to explain in a simple and transparent way how the BAT is constructed and how it canbe used in practice.

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Contents
PREFACE

3

CONTENTS

41.

5

HOW TO USE THE BAT?
1.1.

6

1.1.1.

Instruction

7

1.1.2.

Scoring7

1.1.3.

Subscales and items

7

1.2.
2.

ADMINISTERING THE BATFULL OR SHORT VERSION?

10

INTERPRETATION

11

2.1.

Calculating average scores

11

2.2.

Interpreting average scores

12

2.2.1.

Norms

13

2.2.1.1.

Statistical norms for Flemish employees

14

2.2.1.2.

Statistical norms for Dutch employees

15

2.2.2.

Cut-off values

16

2.2.2.1.

Cut-off values for Flemish employees

16

2.2.2.2.

Cut-off values for non-working Flemish individuals

17

REFERENCES

19

APPENDIX

20

Work-related version of the BAT

20

General version of the BAT

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1. How to use the BAT?
Before practically using the BAT in, it is important to consider three principles.
Principle 1. No burnout diagnosis
The BAT should not be used for diagnosing burnout, instead it is a measure to assessburnout complaints. More specifically, the scientific manual states:“Of course no burnout diagnosis can be drafted solely on the basis of
the BAT, or any other self-report burnout questionnaire for that matter.
This requires a more extensive assessment, including an anamnestic
and diagnostic interview by a trained professional. However, the BAT
can be a valuable tool to use in the individual assessment process for
estimating the individual’s level of burnout symptoms.”
Manual BAT - Version 2.0, p. 124

Principle 2. Different versions of the BATThe BAT can be used for individual as well as group assessment. Regardless of whether
the assessment is individual or groupwise, you can also choose between two versionsof the BAT:•

Work related version
This version is specifically aimed at "workers". This implies that the items refer totheir work situation.

•

General, context-free version
This version is specifically aimed at "those who are not currently working".
Because they are absent from work for a longer period of time, they have little
or no bonding with it. Therefore, with the exception of the scale "mental
distance", the items of the general version of the BAT do not refer to the work
situation. In addition, the items regarding secondary burnout symptoms arealways context-free, irrespectively of being included in the work related or
general version.

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Principle 3. The BAT taps burnout complaints
The BAT only measures burnout complaints, not the causes or consequences ofburnout. Other questionnaires can be used for this for that purpose, such as the Energy
Compass (Schaufeli, 2017) or the Short Inventory to Monitor Psychological Hazards(SIMPH; Notelaers, De Witte, Van Veldhoven & Vermunt, 2007).
In addition, the BAT is also not suitable for making a differential diagnosis. By only using
the BAT, no distinction can be made between burnout on the one hand and, forinstance, depression, work engagement, workaholism and other aspects of wellbeing at work on the other. For this you need to use other questionnaires that measurethese concepts, such as the Four-Dimensional Symptom Questionnaire (4DSQ; Terluin,
Van Rhenen, Schaufeli & De Haan, 20094), the Utrecht Work Engagement Scale(UWES; Schaufeli, Bakker & Salanova, 2006; Schaufeli et al., 2019) and the Dutch
Workaholism Scale (DUWAS; Schaufeli, Taris & Bakker, 2008).

1.1. Administering the BATFilling out the BAT is easy and takes about 5 minutes for the full version, and for the shortversion even less. The BAT is only available as paper-and-pencil questionnaire.
However, one might choose to integrate the BAT into an online platform so thatparticipants may also automatically receive their test-score.
Depending on one’s purpose (e.g., individual or group assessment) particularheadings should be avoided and excluded from the BAT test sheet (e.g., “Burnout
Assessment Tool” or “Exhaustion”). After all, as explained in the scientific manual, these
could evoke a negative connotation in the respondents:“Because the term "burnout" might have a negative connotation, it is
not mentioned in the title of the questionnaire. Instead, the neutral"work experience survey" (or "well-being survey" for the general version)is used.”Manual BAT - Version 2.0, p. 102

For this reason you find in the Appendix a version of the BAT without subscale labels.
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BURNOUT ASSESSMENT TOOLUSER MANUAL

1.1.1. Instruction
Two instructions for the BAT exist, depending on the version used; one refers to the jobof the person who is to complete the questionnaire and the other refers to his or her
day-to-day life in general.
Work related version
The following statements are related to your work situation and how you experience
this situation. Please state how often each statement applies to you.
General version
The following statements are related to how you feel. Please state how often eachstatement applies to you.

1.1.2. Scoring
The statements in both versions are all assessed in a similar way:
Never
1

Rarely2Sometimes
3

Often
4

Always5

1.1.3. Subscales and items
The BAT includes 5 subscales:•

Four core symptoms tapped by four scales each (exhaustion, mental distance,
cognitive impairment, and emotional impairment) that can be interpreted
separately or together as a composite score. The full version of the BAT includes
23 items, whereas the short version includes 12 items.

•

Secondary symptoms consisting of two scales (psychological distress andpsychosomatic complaints) that are always added together and interpreted
as a whole (secondary distress symptoms).
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BURNOUT ASSESSMENT TOOLUSER MANUAL

Figure 1: The structure of the BAT
Exhaustion
Mentaldistancing
Coresymptoms

1 score or 4 separate scores
Cognitive
impairment
Emotional
impairment

Burnout

Secondarysymptoms

Psychologicaldistress+

Psychosomatic
compliants

1 scoreHow many scores one chooses to interpret depends on the goal of using the
BAT. The scientific manual states.
“The total score of the (shortened) BAT can be used to assess the levelof burnout, whereas the scores on the four core dimensions,
supplemented with secondary symptoms, may further differentiate thepicture. This kind of differentiation is particularly important for individual
burnout assessment.”
Manual BAT - Version 2.0, p. 102/103

Work related version
Below the items of the work-related version of the BAT are displayed.
Exhaustion
1)

At work, I feel mentally exhausted*2)

Everything I do at work requires a great deal of effort

3)

After a day at work, I find it hard to recover my energy*

4)

At work, I feel physically exhausted*

5)

When I get up in the morning, I lack the energy to start a new day at work

6)

I want to be active at work, but somehow I am unable to manage

7)

When I exert myself at work, I quickly get tired

8)

At the end of my working day, I feel mentally exhausted and drained8

BURNOUT ASSESSMENT TOOLUSER MANUAL

Mental distance1) I struggle to find any enthusiasm for my work*2) At work, I do not think much about what I am doing and I function on
autopilot
3) I feel a strong aversion towards my job*4) I feel indifferent about my job5) I’m cynical about what my work means to others*

Cognitive impairment
1)

At work, I have trouble staying focused*2)

At work I struggle to think clearly3)

I’m forgetful and distracted at work

4)

When I’m working, I have trouble concentrating*5)

I make mistakes in my work because I have my mind on other things*

Emotional impairment
1)

At work, I feel unable to control my emotions*2)

I do not recognize myself in the way I react emotionally at work*

3)

During my work I become irritable when things don’t go my way

4)

I get upset or sad at work without knowing why

5)

At work I may overreact unintentionally*

Psychological distress1)

I have trouble falling or staying asleep

2)

I tend to worry

3)

I feel tense and stressed4)

I feel anxious and/or suffer from panic attacks

5)

Noise and crowds disturb me

6)

I have trouble falling or staying asleep

Psychosomatic complaints
1) I suffer from palpitations or chest pain2) I suffer from stomach and/or intestinal complaints3) I suffer from headaches
4) I suffer from muscle pain, for example in the neck, shoulder or back5) I often get sickNote: * Short version.

General version
Below the items of the general version of the BAT are displayed.
Exhaustion
1)

I feel mentally exhausted*2)

Everything I do requires a great deal of effort

3)

At the end of the day, I find it hard to recover my energy*

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BURNOUT ASSESSMENT TOOL
4)

I feel physically exhausted*

5)

When I get up in the morning, I lack the energy to start a new day

6)

I want to be active, but somehow I am unable to manage

7)

When I exert myself, I quickly get tired

8)

At the end of my day, I feel mentally exhausted and drained

USER MANUAL

Mental distance1)

I struggle to find any enthusiasm for my work*

2)

I feel a strong aversion towards my job*

3)

I feel indifferent about my job

4)

I’m cynical about what my work means to others*

Cognitive impairment
1)

I have trouble staying focused*2)

I struggle to think clearly3)

I’m forgetful and distracted

4)

I have trouble concentrating*5)

I make mistakes because I have my mind on other things*

Emotional impairment
1)

I feel unable to control my emotions*2)

I do not recognize myself in the way I react emotionally*3)

I become irritable when things don’t go my way

4)

I get upset or sad without knowing why

5)

I may overreact unintentionally*

Note: * Short version

1.2. Full or short version?
The psychometric properties of the shortened version of the BAT, which consists of 12questions, are similar to that of the full BAT, which consists of 23 questions (see Part III of
the Manual). This means that, technically speaking, the shortened version can be usedjust as well as the full version. This is especially true when the BAT is used forbenchmarking, whereby the level of burnout complaints of a group of employees iscompared to that of the average Flemish or Dutch employee.
However, it is better to use the full version for individual assessment and for screening
purposes with the aim of identifying those wo are at risk for burnout. First, because thescores on the full version are more accurate (i.e., more differentiated), simply because
the full version contains more questions, resulting in a finer-grained score distribution.
Secondly, the discriminative power of the shortened version is slightly less than that of
the full version (see pp. 118-121 of the Manual). This means that burnout cases and10

BURNOUT ASSESSMENT TOOLUSER MANUAL

non-burnout cases are less adequately distinguished from each other. Both reasonsespecially apply for the subscales of the short version; the total score can be used forindividual assessment and screening if one is not interested in a breakdown into
different core symptoms.

2. Interpretation
Although it takes only 5 minutes to complete the BAT, correct interpretation requires
more time, of course.
As mentioned above, depending one’s goal, one may calculate and interpret
different scores. The scientific manual elaborates on that:“The average scores on the BAT scales are calculated by adding the scoreson all items of a particular scale and then divide this sum by the number of
items of that scale. The following scoring categories are used: 1 "never", 2"rarely", 3 "sometimes", 4 "often", and 5 "always". This means that the valueof the average scale scores varies from 1 to 5. By adding the scores on all
BAT items and dividing the sum by 23, the total score is obtained, which also
ranges between 1 and 5. The same procedure is mutatis mutandis followed
for calculating the total score of the 10 secondary symptoms.”
Manual BAT - Version 2.0, p. 102

In essence, one always has to calculate an average score - which ranges between 1
and 5 - before it can be interpreted. This is explained below using the fictional
respondents X, Y and Z as examples.

2.1. Calculating average scores•

If one wants to determine a person’s overall level of burnout, one should
consider the total score on the four core dimensions.
oFirst add each score of each item to calculate the total sum score.
Respondent
Total score (Total – core)

X
55

Y
60

Z
75

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BURNOUT ASSESSMENT TOOLo

USER MANUAL

Next, divide this sum score by the number of items - in this case 23 - andround to 2 decimals. The short version includes 12 items and therefore
the sum scores should be divided by 12.
Respondent
Average score (Total – core)

•

X
2.39

Y
2.61

Z
3.26

In case one prefers a more differentiated picture, the average score for eachof the 5 dimensions should be computed separately.
oThe same steps as above should be followed; first add up the scores on
the items for each dimension separately and then divide that sum scoreby the number of questions for the particular dimension involved.
Number of
items
BAT-23
BAT-12

Exhaustion
8
3

Mentaldistance
4 or 5*
3

Emotional
impairment
5
3

Cognitive
impairment
53

Secondarysymptoms
1010* The general and work related versions of the BAT include 4 and 5 items, respectively.

oTake, for example, exhaustion of the full version:§

All 8 items of this dimension are added to compute the sum score.
Respondent
Total score (Exhaustion)

§

X
20

Y
25

Z
28

Because the exhaustion subscale includes 8 items, the sum score
should be divided by 8. For the short version divide by 3.
Respondent
Average score (Exhaustion)

X
2.50

Y
3.13

Z
3.50

2.2. Interpreting average scores
Basically, the average score(s) that have been calculated can be interpreted in two
different ways, either using statistical norms or clinical cut-off scores2.

2

For more information about the distinction between statistical norms and clinical cut-off values see the Manual –Part III: Practical use.

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BURNOUT ASSESSMENT TOOL•USER MANUAL

If one prefers to use statistical norms, the obtained BAT-score(s) can becompared with the average scores of the Flemish or Dutch workforce. Morespecifically, four categories exist: low, medium, high and very high. "Low" meansthat the observed BAT-score corresponds to the 25% lowest scoring employees,
and "high" that it corresponds to the 25% highest scoring employees. “Veryhigh” corresponds with the top 5% scoring employees.
oStatistical norms are interesting because they provide information about
how the score of an individual or group compares to a specificreference group. Therefore statistical norms

might be relevant fororganizations that want to know whether their employees score betteror worse than the national workforce.
oHowever, the disadvantage is that it is unknown whether the observed
score is, in fact, “problematic”. For example, an employee may score“high” compared to the average workforce, but that does notnecessarily mean that that he or she suffers from burnout.

•

If one prefers to use clinical cut-off values, the observed BAT-scores can becompared with the scores of patients who – according to trained professionals– suffer from severe burnout complaints.
o Cut-off values are interesting because they indicate whether or not theindividual’s score is “problematic”. More specifically, these cut-off values
indicate to what extend the individual’s score is comparable with those
who have been diagnosed as being “burned-out” by trained
professionals. Therefore, cut-offs play an important role in individual
assessment of burnout.
oBased on clinical cut-off values, three categories are distinguished, by
analogy with a traffic light: green (no risk of burnout), orange (at risk forburnout) or red (very high risk of burnout).

2.2.1. Norms
For the work-related version of the BAT, statistical norms are available for Flanders andthe Netherlands, whereas clinical cut-off values are available for Flanders only. For the13

BURNOUT ASSESSMENT TOOLUSER MANUAL

general version of the BAT, only cut-off values for Flanders are available as well.
Statistical norms and cut-off values for other countries are currently being developed3.

2.2.1.1. Statistical norms for Flemish employees
Table 1. Statistical norms for Flemish employees (BAT-23)
Total-core

Exhaustion
1.00 – 1.75

Mentaldistance
1.00 – 1.20

Emotional
impairment
1.00 – 1.20

Cognitive
impairment
1.00 – 1.80

Secondarysymptoms
1.00 – 1.70

Low

1.00 – 1.60

Average

1.61 – 2.40

1.76 – 2.70

1.21 – 2.40

1.21 – 2.19

1.81 – 2.59

1.71 – 2.75

High

2.41– 3.29

2.71 – 3.74

2.41 – 3.59

2.20 – 3.19

2.60 –3.39

2.76 – 3.50

Very high3.30 – 5.00

3.75 – 5.00

3.60 – 5.00

3.20 – 5.00

3.40 – 5.00

3.51– 5.00

Manual BAT - Version 2.0,Tables 60/62, p.109/110

1. If one seeks to determine the overall level of burnout, Table 1 above can be
consulted. Using the 2nd column (Total-core) and applying this information to
our fictious in respondents X, Y and Z yields the following interpretation:
Respondent
Average score (Total)
ClassificationX
2.39
Average

Y
2.61
High

Z
3.26
High

Specifically this means that, compared to the Flemish working population, thelevel of burnout of respondent X should be considered “average”. In contrast,
the degree of burnout of respondents Y and Z is “high” as compared to theFlemish working population. This means that Y and Z belong to the group of 25%
highest-ranking Flemish employees (and thus 75% of the working Flemish
working population scores lower).
2. If one seeks to determine a more differentiated picture, the 3rd (exhaustion) to
the 7th column (secondary symptoms) of Table 1 should be consulted. If, forexample, the exhaustion scores of respondents X, Y and Z should be interpreted,the 3rd column of Table 1 should be used. This yields the following interpretation:

3 Preferably,

when available, BAT-scores of employees from a particular country should be compared with local
statistical norms, which should be derived from a national representative sample of that country. In a similar vein,
clinical cut-off scores should also be based on local samples.

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BURNOUT ASSESSMENT TOOLUSER MANUAL

Respondent
Average (Exhaustion)
ClassificationX
2.50
Average

Y
3.13
High

Z
3.50
High

Specifically this means that, compared to the Flemish working population, thelevel of exhaustion of respondent X should be considered “average”, whereas
respondents Y and Z have “high” levels of exhaustion, as compared to theFlemish working population. In other words, 75% of working Flemish employees
feel less exhausted.
Table 2. Statistical norms for Flemish employees (BAT-12)*Total-core

Exhaustion
1.00 –1.66

Mentaldistance
1.00

Emotional
impairment
1.00

Cognitive
impairment
1.00 – 1.66

Low

1.00 –1.50

Average

1.51 – 2.35

1.67 – 2.99

1.01 – 2.65

1.01 – 2.00

1.67 – 2.33

High

2.36– 3.17

3.00 – 3.99

2.66 – 3.99

2.01 – 3.00

2.34 –3.32

Very high

3.18 – 5.00

4.00 – 5.00

4.00 – 5.00

3.01 – 5.00

3.33 – 5.00

Note: * Secondary symptoms are not included in the table because no short version of this scale exists. Manual BAT Version 2.0, Table 69, p.116.

2.2.1.2. Statistical norms for Dutch employees
The Dutch statistical norms are interpreted in a similar way as the Flemish, except thatthese are based on a representative sample of the Dutch workforce.
Table 3. Statistical norms Dutch employees (BAT-23)
Total-core

Exhaustion
1.00 – 1.75

Mentaldistance
1.00 – 1.20

Emotional
impairment
1.00 – 1.20

Cognitive
impairment
1.00 – 1.40

Secondarysymptoms
1.00 – 1.45

Low

1.00 – 1.55

Average

1.56 – 2.79

1.76 – 2.99

1.21 – 2.99

1.21 – 2.79

1.41 – 2.60

1.46 – 2.79

High

2.80 – 3.64

3.00 - 3.99

3.00 – 3.99

2.80 – 3.99

2.61 – 3.79

2.80 – 3.59

Very high3.65 – 5.00

4.00 – 5.00

4.00 – 5.00

4.00 – 5.00

3.80 – 5.00

3.60 – 5.00

Manual BAT - Version 2.0, Table 64, p.111

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BURNOUT ASSESSMENT TOOLUSER MANUAL

Table 4. Statistical norms Dutch employees (BAT-12)*Total-core

Exhaustion

Low

1.00 –1.50

1.00 – 1.66

Average

1.51 – 2.79

1.67 – 2.67

High

2.80 – 3.66

Very high

3.67– 5.00

Mentaldistance
1.00

Emotional
impairment
1.00

Cognitive
impairment
1.00 – 1.33

1.01 – 2.99

1.01 – 2.67

1.34 – 2.67

2.68 - 3.99

3.00 – 3.99

2.68 – 3.59

2.68 – 3.66

4.00– 5.00

4.00– 5.00

3.60– 5.00

3.67– 5.00

Note: * Secondary symptoms are not included in the table because no short version of this scale exists. Manual BAT Version 2.0, Table 71, p.117.

2.2.2. Cut-off values
2.2.2.1. Cut-off values for Flemish employees
Table 5. Cut-off values for Flemish employees (BAT-23)
Total-core

Exhaustion
1.00 – 3.05

Mentaldistance
1.00 – 2.49

Emotional
impairment
1.00 – 2.09

Cognitive
impairment
1.00 – 2.69

Secondarysymptoms
1.00 – 2.84

Green

1.00 – 2.58

Orange2.59 – 3.01

3.06 – 3.30

2.50 – 3.09

2.10 – 2.89

2.70 – 3.09

2.85 – 3.34

Red

3.02 – 5.00

3.31 – 5.00

3.10 – 5.00

2.90 – 5.00

3.10 – 5.00

3.35 – 5.00

Manual BAT - Version 2.0, Table 66, p. 113•

If one prefers to assess the overall degree of burnout, the 2nd column Total -core)of Table 5 should be consulted. Taking respondents X, Y and Z as an example
the following interpretation emerges:
Respondent
Average score (Total -core)Classification

X
2.39
Green

Y
2.61
OrangeZ
3.26
Red

In concrete terms, this means that respondent X falls in the green zone
and is therefore not at risk for burnout, while respondent Y falls in theorange zone and hence is at risk of burnout. Finally, respondent Z falls in
the red zone and exhibits very high risk of burnout.
•

If one prefers to determine a more differentiated picture, the 3rd (exhaustion) to
the 7th column (secondary symptoms) of Table 5 should be used. Taking
respondents X, Y and Z and "exhaustion" as an example, considering the 3rdcolumn leads to the following interpretation:
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BURNOUT ASSESSMENT TOOLUSER MANUAL

Respondent
Average score (Exhaustion)
Classification

X
2.50
Green

Y
3.13
OrangeZ
3.50
Red

Specifically, this means that respondent X is falls the green zone and istherefore not at risk for burnout, while respondent Y falls in the orange
zone and is at risk of burnout. Respondent Z falls in the red zone and thus
has a very high risk of burnout.
Table 6. Cut-off values for Flemish employees (BAT-12)
Total-core

Exhaustion
1.00 – 3.16

Mentaldistance
1.00 – 2.16

Emotional
impairment
1.00 – 2.16

Cognitive
impairment
1.00 – 2.82

Green

1.00 – 2.53

Orange2.54 – 2.95

3.17 – 3.50

2.17 – 3.16

2.17 – 2.82

2.83 – 3.16

Red

2.96 – 5.00

3.51 – 5.00

3.17 – 5.00

2.83 – 5.00

3.17 – 5.00

Note: * Secondary symptoms are not included in the table because no short version of this scale exists.

•

For individual diagnostics it is recommended to use only the total score of theBAT-12 because particularly the sensitivity of the “red” cut-off values in is toolow (see table 73 in the BAT Manual 2.0). Optionally, the "orange" cut-off valuesof the subscales of the BAT-12 can be used.

2.2.2.2. Cut-off values for non-working Flemish individuals
The clinical cut-off values displayed in Table 7 below are used in a similar way as thosefor Flemish employees (Table 5), except that these refer to the general version of theBAT.
Table 7. Clinical cut-off values for non-working Flemish individuals (BAT-23)
Total-core

Exhaustion
1.00 – 3.30

Mentaldistance
1.00 – 2.49

Emotional
impairment
1.00 – 2.09

Cognitive
impairment
1.00 – 2.69

Green

1.00 –2.58

Orange2.59 – 3.01

3.31 – 3.80

2.50 – 3.09

2.10 – 3.49

2.70 – 3.49

Red

3.02 – 5.00

3.81 – 5.00

3.10 – 5.00

3.50 – 5.00

3.50 – 5.00

Manual BAT - Version 2.0, Table 68, p. 115

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BURNOUT ASSESSMENT TOOLUSER MANUAL

Table 8. Clinical cut-off values for non-working Flemish individuals (BAT-12)
ExhaustionGreen

1.00 – 3.49

Mentaldistance
1.00 – 2.16

Emotional
impairment
1.00 – 2.82

Cognitive
impairment
1.00 – 2.82

Orange3.50 – 4.16

2.17 – 3.16

2.83 – 3.82

2.83 – 3.49

Red

4.17 – 5.00

3.17 – 5.00

3.83 – 5.00

3.50 – 5.00

Manual BAT - Version 2.0, Table 74, p. 121

Unfortunately, cut-off values for the total score of the shortened non-work-related
version of the BAT are missing.

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References
Notelaers, G., De Witte, H., Van Veldhoven, M., & Vermunt, J. (2007). Construction andvalidation

of

the

Short

InventorytoMonitorPsychological

Hazards.

Arbeidsgezondheidszorg & Ergonomie, 44, 11-17.
Schaufeli, W.B. (2017). The Job Demands-Resources model; A ‘how to’ guide toincrease work engagement and prevent burnout. Organizational Dynamics,
46, 120-132.
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultrashort measure for work engagement: The UWES-3 validation across fivecountries. European Journal of Psychological Assessment, 35, 577-591.
Schaufeli, W.B., Bakker, A.B. & Salanova, M. (2006). The measurement of work
engagement with a short questionnaire: A cross-national study. Educationaland Psychological Measurement, 66, 701-716.
Schaufeli, W.B., Taris, T.W. & Bakker, A.B. (2008). It takes two to tango. Workaholism isworking excessively and working compulsively. In R.J. Burke & C.L. Cooper(Eds.), The long work hours culture. Causes, consequences and choices (pp.
203-226). Bingley, UK: Emerald.
Schaufeli, W.B., De Witte, H. & Desart, S. (2019). Manual – Burnout Assessment Tool
(BAT). KU Leuven, Belgium: Internal report.
Terluin, B., Van Rhenen, W., Schaufeli, W.B. & De Haan, M (2004). The Four-Dimensional
Symptom

Questionnaire(4DSQ):

Measuring

distressinaworking

population. Work & Stress, 18, 187-207.

19

BURNOUT ASSESSMENT TOOLUSER MANUALAPPENDIX
Work-related version of the BAT
Instruction
The following statements are related to your work situation and how you experience thissituation. Please state how often each statement applies to you.
Scoring
Never
1

Rarely2Sometimes
3

Often
4

Always5Core symptoms
Never

RarelySometimes

Often

Always

1. At work, I feel mentally exhausted*

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2. Everything I do at work requires a
great deal of effort
3. After a day at work, I find it hard to
recover my energy*
4. At work, I feel physically exhausted*

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5. When I get up in the morning, I lackthe energy to start a new day atwork
6. I want to be active at work, butsomehow I am unable to manage
7. When I exert myself at work, I quickly
get tired
8. At the end of my working day, I feel
mentally exhausted and drained
9. I struggle to find any enthusiasm for
my work*
10. At work, I do not think much about
what I am doing and I function on
autopilot
11. I feel a strong aversion towards myjob*
12. I feel indifferent about my job

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13. I’m cynical about what my workmeans to others*
14. At work, I have trouble staying
focused*15. At work I struggle to think clearly
16. I’m forgetful and distracted at work

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© Schaufeli, De Witte, Desart (2019)

BURNOUT ASSESSMENT TOOL
17. When I’m working, I have trouble
concentrating*
18. I make mistakes in my work because
I have my mind on other things*
19. At work, I feel unable to control myemotions*
20. I do not recognize myself in the way I
react emotionally at work*
21. During my work I become irritable
when things don’t go my way
22. I get upset or sad at work without
knowing why
23. At work I may overreact
unintentionally*

USER MANUAL
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Never

RarelySometimes

Often

Always

1. I have trouble falling or staying
asleep2. I tend to worry

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3. I feel tense and stressed

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4. I feel anxious and/or suffer frompanic attacks
5. Noise and crowds disturb me

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6. I suffer from palpitations or chestpain
7. I suffer from stomach and/or
intestinal complaints
8. I suffer from headaches

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9. I suffer from muscle pain, forexample in the neck, shoulder orback
10. I often get sick

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Note: * Short version

Secondary symptoms© Schaufeli, De Witte, Desart (2019)

BURNOUT ASSESSMENT TOOLUSER MANUAL

General version of the BAT
Instruction
The following statements are related to how you feel. Please state how often each statement
applies to you.
Scoring
Never
1

Rarely2Sometimes
3

Often
4

Always5

Never

RarelySometimes

Often

Always

1. I feel mentally exhausted*
2. Everything I do requires a great dealof effort
3. At the end of the day, I find it hard
to recover my energy*
4. I feel physically exhausted*

☐
☐

☐
☐

☐
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☐
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☐
☐

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5. When I get up in the morning, I lackthe energy to start a new day
6. I want to be active, but somehow I
am unable to manage
7. When I exert myself, I quickly get
tired
8. At the end of my day, I feel mentally
exhausted and drained
9. I struggle to find any enthusiasm for
my work*
10. I feel a strong aversion towards myjob*
11. I feel indifferent about my job

☐

☐

☐

☐

☐

☐

☐

☐

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12. I’m cynical about what my workmeans to others*
13. I have trouble staying focused*

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14. I struggle to think clearly

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15. I’m forgetful and distracted
16. I have trouble concentrating*

☐
☐

☐
☐

☐
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☐
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17. I make mistakes because I have mymind on other things*
18. I feel unable to control my emotions*

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☐

☐

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☐

☐
☐

☐
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☐
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☐
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19. I do not recognize myself in the way I
react emotionally*
20. I become irritable when things don’t
go my way
21. I get upset or sad without knowing
why
22. I may overreact unintentionally*
Note: * Short version.

© Schaufeli, De Witte, Desart (2019)