Boredom at work is perceived to result from lacking job stressors as opposed to exhaustion that is a response to excessive job stressors. Employee boredom and exhaustion have thus been considered as antithetical states, and yet they are found to be positively related. It is therefore unclear how boredom and exhaustion manifest among workers. We build on research literature on boredom and challenge - hindrance stressor framework to argue that some employees may be both bored and exhausted depending on distinct job stressors. We employed latent profile analysis and Latent Transition Analysis across two studies to uncover these employee groups and examine if their experiences change over time. In Study 1, we used data from 301 employees to identify four profiles that we labelled “neither bored nor exhausted”, “somewhat bored, somewhat exhausted”, “exhausted and somewhat bored” and “bored and exhausted”. In Study 2, where we used data from 2452 employees at two measurement points across 18 months, we replicated three of the four profiles. Challenge stressors were associated with exhaustion dominant profiles whereas hindrance stressors predicted membership in profiles characterized by both boredom and exhaustion. Profile membership was highly stable over the measurement period. Increases in challenge and hindrance stressors over the measurement period increased the likelihood of transitioning across profiles. This study extends literature on employee well-being by suggesting that boredom and exhaustion can occur in tandem. Further, we show that challenge and hindrance stressors can deteriorate well-being in different ways.

工作中的无聊被认为是由于缺乏工作压力造成的，而不是由于工作压力过大而导致的疲惫。因此，员工的无聊和疲惫被认为是对立的状态，但人们发现它们是正相关的。因此，尚不清楚工人中如何表现出无聊和疲惫。我们以无聊和挑战-障碍压力源框架的研究文献为基础，认为一些员工可能会因为不同的工作压力源而感到无聊和疲惫。我们采用了潜在轮廓分析以及两项研究中的潜在转变分析，以揭示这些员工群体并检查他们的经历是否随着时间的推移而变化。在研究 1 中，我们使用 301 名员工的数据来识别四种档案，我们将其标记为“既不无聊也不疲惫”、“有些无聊、有些疲惫”、“疲惫且有些无聊”和“无聊又疲惫”。在研究 2 中，我们使用了 18 个月内两个测量点的 2452 名员工的数据，我们复制了四个档案中的三个。挑战压力源与疲惫主导特征相关，而阻碍压力源则预测以无聊和疲惫为特征的特征的成员资格。在测量期间，个人资料成员资格高度稳定。测量期间挑战和障碍压力源的增加增加了跨档案转变的可能性。这项研究通过表明无聊和疲惫可能同时发生，扩展了有关员工福祉的文献。此外，我们还表明，挑战和障碍压力源会以不同的方式恶化幸福感。