The central question of this study is whether buffering, boosting and exacerbating effects of the Big Five personality factors extraversion, openness to experience, agreeableness, conscientiousness and neuroticism can be demonstrated in the relationship between two job demands (i.e., work pressure and working overtime) and both burnout and work engagement in 257 Dutch judges. It is important to better understand the interaction effects between various job demands (work pressure and working overtime) and personality on both burnout and work engagement in judges given their increased risk of burnout and lower work engagement due to cognitively and their emotionally demanding work. Three hypotheses were tested in a cross-sectional design study. Moderation analyses showed that, as expected, conscientiousness significantly boosted the relationship between working overtime and work engagement. Hence, high scorers on conscientiousness showed more work engagement when working overtime. Also, extraversion moderated the relation between working overtime and work engagement, but only at a low level of extraversion. Thus, contrary to expectations, introverts showed more work engagement when they work overtime. Also, significant main effects were found. Work pressure and neuroticism related positively to burnout, while extraversion and agreeableness related negatively to burnout. Moreover, extraversion, agreeableness and conscientiousness related positively to work engagement. In our study, conscientiousness, extraversion and agreeableness can be considered as personal resources for judges, in line with the Conservation of Resources (COR) theory. Especially conscientiousness can facilitate judges to cope with challenging working circumstances and introversion ensures that judges stay engaged despite working overtime.

本研究的核心问题是，外向性、经验开放性、宜人性、尽责性和神经质这五大人格因素的缓冲、促进和加剧作用是否可以在两种工作需求（即工作压力和加班）之间的关系中得到体现。以及 257 名荷兰法官的职业倦怠和工作投入度。鉴于法官因认知和情感要求高而导致倦怠风险增加和工作投入度降低，更好地了解各种工作要求（工作压力和加班）和性格之间的相互作用对法官的倦怠和工作投入度非常重要。在横断面设计研究中测试了三个假设。调节分析表明，正如预期的那样，责任心显着增强了加班和工作投入之间的关系。因此，责任心得分高的人在加班时表现出更多的工作投入。此外，外向性调节了加班和工作投入之间的关系，但只是在外向性水平较低的情况下。因此，与预期相反，内向者在加班时表现出更多的工作投入。此外，还发现了显着的主效应。工作压力和神经质与倦怠呈正相关，而外向性和宜人性与倦怠呈负相关。此外，外向性、宜人性和尽责性与工作投入呈正相关。在我们的研究中，尽责性、外向性和宜人性可以被视为法官的个人资源，符合资源保护（COR）理论。尤其是责任心可以帮助法官应对充满挑战的工作环境，而内向性可以确保法官在加班的情况下仍能保持专注。