Walking the tightrope between work and home: the role of job/home resources in the relation between job/home demands and employee health and well-being

The present study investigated the role of job/home resources in the relation between job/home demands and exhaustion, job satisfaction, work-home interference, and home-work interference during the COVID-19 pandemic. We explored the prevalence of job/home demands and resources during the COVID-19 pandemic, and examined whether working at different locations (i.e., working from home or at the office) affects how both job/home demands and resources are associated with employees' health and well-being. An online cross-sectional survey study using self-report questionnaires was carried out among the networks of the International Commission on Occupational Health (ICOH) association (N=153). The findings of this study illustrated that (1) cognitive job demands/resources and emotional home demands/resources were crucial in predicting employee health and well-being; (2) a conceptual match was detected between corresponding demands and resources; (3) subgroup analysis showed that employees were not heavily affected by the different working locations during the pandemic. In conclusion, this study confirms the positive role of job/home resources. We suggest that cultivating specific job/home resources and establishing an appropriate match between specific job/home resources and corresponding job/home demands is necessary to ensure employees' health and well-being in times of a pandemic.

Symptoms of complicated grief and depression following job loss: Can engagement in non-work activities bring relief?

The present study aimed to examine whether day-level engagement in non-work activities can mitigate the adverse outcomes of job loss. Based on Jahoda's latent deprivation model, we hypothesized that engaging in such activities (e.g., meeting others) can fulfil five basic needs (e.g., need for time structure) and that fulfilment of these needs mitigates the negative consequences of job loss. A diary study was conducted on five consecutive days among 236 participants who had involuntarily lost their job, yielding 1046 daily measures of the time spent on activities, the evaluation of these activities, and emotional distress. Multilevel regression analyses showed that time spent on daily activities was associated with the degree of fulfilment of the basic needs and emotional distress, yet the effect sizes were small. Perceived utility of these daily activities showed more solid effect sizes with the basic needs and emotional distress. However, the mediation effect of the basic needs regarding the association between activities and emotional distress could not be confirmed. The present results suggest that, in addition to stimulating individuals who experience job loss-related emotional distress to undertake certain activities, the evaluation of these activities should also be taken into account in tailor-made interventions and preventive measures.

Job loss-related complicated grief symptoms: A cognitive-behavioral framework

In a significant minority of people, involuntarily job loss can result in symptoms of job loss-related complicated grief (JLCG). The present cognitive-behavioral framework is introduced to explain the underlying processes that may lead to the development and maintenance of JLCG symptoms. Three core processes play a central role, namely (1) negative cognitions related to the job loss and misinterpretation of one's grief reactions; (2) anxious and depressive avoidance strategies to cope with the job loss and its consequences; and (3) insufficient integration of the job loss into the autobiographical memory. These core processes are assumed to interact and reinforce each other, leading to JLCG symptoms. The three core processes can be influenced by certain risk factors, including circumstances surrounding the loss, personality traits, and characteristics of the social environment. JLCG symptoms can lead to additional psychological and practical problems, such as anxiety and depressive symptoms, lower employability, and reduced likelihood of re-employment. This paper explains and illustrates the three core processes with vignettes. Implications of the model for preventive measures and psychological interventions are introduced. It concludes with suggestions for future research on JLCG symptoms.

Stimulating Employability and Job Crafting Behaviour of Physicians: A Randomized Controlled Trial

The demanding work context of physicians challenges their employability (i.e., their ability and willingness to continue to work). This requires them to proactively manage their working life and employability, for instance, through job crafting behaviour. This randomized controlled intervention study aimed to examine the effects of a personalized feedback report on physicians’ employability and job crafting behaviour. A total of 165 physicians from two hospitals in a large Dutch city were randomly assigned to a waitlist control or intervention group in May 2019. Physicians in the intervention group received access to a personalized feedback report with their employability scores, suggestions to improve these and to engage in job crafting. Participants completed a pre-test and eight weeks later a post-test. RM MANOVAs and RM ANOVAs showed that the intervention enhanced participants’ perceptions of their mental (F (1,130) = 4.57, p < 0.05) and physical (F (1,135) = 16.05, p < 0.001) ability to continue working. There was no effect on their willingness to continue to work. Furthermore, while job crafting behaviour significantly increased over time, the personalized feedback report did not account for this change. This low-investment intervention is relevant for organizations to stimulate employees’ proactivity and create positive perceptions of their ability to continue to work. Moreover, this study contributes to the literature by examining a novel approach of a job crafting intervention that does not require many resources to implement.

Burn-out and employability rates are impacted by the level of job autonomy and workload among Dutch gastroenterologists

Background

Increasing burn‐out rates among gastroenterologists make it necessary to find ways to prevent burn‐out and to stimulate their ability and willingness to continue working (i.e., their employability). Understanding their antecedents might help organizations to prevent burn‐out and to enhance employability among this occupational group.

Objective

The purpose of this study is to provide insight in the relationship between job characteristics and job crafting behavior on the one hand and job outcomes (burn‐out symptoms and employability) on the other hand.

Methods

Data from two surveys in 2020 and 2021 were collected in a longitudinal study among 238 Dutch gastroenterologists. The data were analyzed with multiple linear regression analyses and paired‐samples t‐tests.

Results

Job characteristics, specifically job aspects that require sustained physical and/or psychological effort or skills (i.e., job demands), are important predictors of burn‐out symptoms among gastroenterologists. Specifically, high quantitative and emotional workload are significantly related to more burn‐out symptoms. No strong relationship was found between job crafting and burn‐out symptoms. Furthermore, job aspects that reduce the negative impact of these demanding aspects and that help to achieve work goals (i.e., job resources), and job demands to some extent, significantly predict employability. In particular, high job autonomy is related to higher employability, and high quantitative workload is associated with lower employability. Job crafting does not significantly affect employability. Furthermore, levels of burn‐out symptoms and employability differed only little across time.

Conclusion

In gastroenterologists, a high quantitative workload and emotional workload are associated with a higher burn‐out risk, while low job autonomy and high quantitative workload are associated with more negative perceptions of employability. To prevent burn‐out and to create positive perceptions of employability, it is important to take these aspects into account.

In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and Their Implications for Employee's Well-Being

Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined: (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation sample (Study 1, n = 514), we found that job demands and resources can be appraised as both challenges and hindrances. In addition, challenge appraisals can mitigate the detrimental impact of job demands on engagement and burnout; and hindrance appraisals can strengthen the detrimental effects of job demands on burnout. Further, hindrance appraisals of job resources reduce their beneficial effects on engagement and burnout. Study 2 (n = 316 nurses in a hospital) further showed that challenge appraisals of job demands can reduce their impact on burnout while challenge appraisals of job resources will strengthen their positive effect on employee engagement and burnout. We discuss study implications as well as future research directions.

The Benefits of Forgiveness at Work: A Longitudinal Investigation of the Time-Lagged Relations Between Forgiveness and Work Outcomes

Forgiveness has received increasing attention in the work context. Although recent cross-sectional studies have found a positive link between forgiveness and work outcomes, further research examining the temporal dynamics between these variables is needed to establish causality. This preregistered panel study investigated the time-lagged relations between forgiveness and work outcomes, and specifically addressed the question whether forgiving a coworker benefits work outcomes. Longitudinal survey data were collected at four time points among 139 Chinese employees working at least 20 hours per week. Results from cross-lagged panel models revealed that forgiving an offending coworker with whom one has a relatively good work relationship predicted better work outcomes (i.e., higher job satisfaction, higher work engagement, and lower burnout) over time, while controlling for perceived severity of the offense. Evidence for the reverse effect (with work outcomes predicting forgiveness) was not found. Our findings thus suggest that forgiveness facilitates well-being-related work outcomes. Implications for a better understanding of forgiveness in work relationships are discussed.

A Career Crafting Training Program: Results of an Intervention Study

This intervention study examined the effects of a career crafting training on physicians' perceptions of their job crafting behaviors, career self-management, and employability. A total of 154 physicians working in two hospitals in a large Dutch city were randomly assigned to a waitlist control group or an intervention group. Physicians in the intervention group received an accredited training on career crafting, including a mix of theory, self-reflection, and exercises. Participants developed four career crafting goals during the training, to work on in the subsequent weeks, after which a coaching conversation took place over the phone. Physicians in the control group received no intervention. A pre- and post-test 8 weeks later measured changes in job crafting and career self-management (primary outcomes) and employability (secondary outcome) of 103 physicians that completed the pre- and post-test. RM ANOVAs showed that the intervention enhanced perceptions of career self-management and job crafting behavior to decrease hindering job demands. No support was found for the effect of the intervention on other types of job crafting and employability. This study offers novel insights into how career crafting can be enhanced through training, as this is the first empirical study to examine a career crafting intervention. HR managers can use the outcomes to develop tailored career policies and career development practices.

Grief reactions, depression, and anxiety following job loss: patterns and correlates

Background: Research on grief, depression, and anxiety reactions following job loss is sparse. More insight in this matter could be important for the development of preventive and curative interventions targeting different manifestations of emotional distress following job loss, including grief reactions.Objective: The aim of this study was to examine job loss-related grief reactions in relation to depression and anxiety symptoms.Method: A sample of 525 Dutch workers (59.8% women, mean age of 50.6 years) who had lost their job was recruited. Latent class analysis was used to examine whether separate classes could be distinguished based on the endorsement of grief reactions and symptoms of depression of anxiety. We also examined factors associated with class membership.Results: Four classes were identified, including a so-called 'mixed', a 'grieving', a 'depressed', and a 'resilient' class. Job loss circumstances and coping strategies (but not socio-demographic and work characteristics) were associated with class membership.Conclusion: These results shed light on unique characteristics that might be targeted with specific clinical methods to increase mental health of different subgroups of individuals confronted with job loss.

Reinforcement sensitivity theory at work: punishment sensitivity as a dispositional source of job‐related stress

Gray's reinforcement sensitivity theory (RST) describes two important personality constructs; sensitivity to reward and sensitivity to punishment. In two studies, we examine whether these constructs can be considered dispositions to work stress. Results of Study 1 (N = 105 employees in different occupations) indicated that employees with strong punishment sensitivity reacted more strongly to work stressors than others. This idea was confirmed in a longitudinal design in Study 2. Reward sensitivity was unrelated to stress in both studies. Overall, results strongly support the idea that punishment sensitivity is a dispositional source of work stress. Results further confirm that RST and its derived personality measures can contribute to theorizing about personality–environment interactions in a highly relevant daily setting, namely the working environment. Copyright © 2007 John Wiley & Sons, Ltd.

Career Crafting Training Intervention for Physicians: Protocol for a Randomized Controlled Trial

BACKGROUND

Physicians work in a highly demanding work setting where ongoing changes affect their work and challenge their employability (ie, their ability and willingness to continue working). In this high-pressure environment, physicians could benefit from proactively managing or crafting their careers; however, they tend not to show this behavior. The new concept of career crafting concerns proactively making choices and adapting behavior regarding both short-term job design (ie, job crafting) as well as longer-term career development (ie, career self-management). However, so far, no intervention studies have aimed at enhancing career crafting behavior among physicians. Given that proactive work and career behavior have been shown to be related to favorable outcomes, we designed an intervention to support career crafting behavior and employability of physicians.

OBJECTIVE

The objectives of this study were to describe (1) the development and (2) the design of the evaluation of a randomized controlled career crafting intervention to increase job crafting, career self-management, and employability.

METHODS

A randomized controlled intervention study was designed for 141 physicians in two Dutch hospitals. The study was designed and will be evaluated based on parts of the intervention mapping protocol. First, needs of physicians were assessed through 40 interviews held with physicians and managers. This pointed to a need to support physicians in becoming more proactive regarding their careers as well as in building awareness of proactive behaviors in order to craft their current work situation. Based on this, a training program was developed in line with their needs. A number of theoretical methods and practical applications were selected as the building blocks of the training. Next, participants were randomly assigned to either the waitlist-control group (ie, received no training) or the intervention group. The intervention group participated in a 4-hour training session and worked on four self-set goals. Then, a coaching conversation took place over the phone. Digital questionnaires distributed before and 8 weeks after the intervention assessed changes in job crafting, career self-management, employability, and changes in the following additional variables: job satisfaction, career satisfaction, work-home interference, work ability, and performance. In addition, a process evaluation was conducted to examine factors that may have promoted or hindered the effectiveness of the intervention.

RESULTS

Data collection was completed in March 2020. Evaluation of outcomes and the research process started in April 2020. Study results were submitted for publication in September 2020.

CONCLUSIONS

This study protocol gives insight into the systematic development and design of a career crafting training intervention that is aimed to enhance job crafting, career self-management, and employability. This study will provide valuable information to physicians, managers, policy makers, and other researchers that aim to enhance career crafting.

INTERNATIONAL REGISTERED REPORT IDENTIFIER (IRRID)

RR1-10.2196/18432.

Validation of the Procrastination at Work Scale

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

The Motivational Make-Up of Workaholism and Work Engagement: A Longitudinal Study on Need Satisfaction, Motivation, and Heavy Work Investment

Drawing on Ryan and Deci's Self-Determination Theory, this study examines longitudinally how need satisfaction at work affects four forms of intrinsic and extrinsic work motivation and two types of heavy work investment (workaholism and work engagement). Using two-wave data from 314 Dutch employees, structural equation modeling supported our expectations that high need satisfaction was longitudinally associated with low levels of external and introjected regulation, and high levels of identified regulation and intrinsic motivation. Interestingly, none of these forms of regulation predicted later levels of work engagement and workaholism. Rather, high levels of work engagement predicted later high levels of intrinsic motivation and identified regulation, and high levels of workaholism predicted later low levels of intrinsic motivation and high levels of introjected regulation. Although this study did not support the expected longitudinal effects of motivation on the two types of heavy work investment examined in this study, it (a) underlined the important role of need satisfaction for motivation, (b) challenged previous ideas on the effects of motivation on workaholism and work engagement, and (c) revealed the different motivational correlates of work engagement and workaholism.

Going Your Own Way: A Cross-Cultural Validation of the Motivational Demands at Work Scale (Mind@Work)

In modern jobs, performing well at work requires to an increasing degree that workers manage and motivate themselves for their tasks. Rather than to rely on a supervisor, they must set their own goals, decide how hard they work to achieve that goal, and decide when the task is completed. This manuscript describes the validation of an instrument that measures the extent to which workers must deal with such “motivational job demands”; the Motivational Demands at Work Scale (Mind@Work). Using data from a Dutch (N = 308) and a Chinese (N = 681) sample of working adults, confirmatory factor analysis showed that this instrument was reliable and robust in both samples, and that the factor structures obtained in both samples were highly comparable. Subsequent analyses demonstrated that high scores on the dimensions of the Mind@Work were associated with higher levels of engagement, work passion, job crafting and innovation behavior, even after controlling for job control, and job demands. These findings suggest that motivational job demands can be measured in a reliable and valid way. Thus, more research that examines the potential of this new concept for well-being and performance of employees seems warranted.

Complicated grief following job loss: Risk factors for its development and maintenance

Increasing evidence shows that job loss can lead to symptoms of complicated grief (CG). However, little is known about which factors relate to the development and maintenance of CG symptoms following job loss. This study aimed to examine risk factors for the development and maintenance of job loss-related CG symptoms. For this study 485 Dutch workers who had lost their job were recruited (239 men and 246 women), with an average age of 50.2 years. A subsample of 128 participants also completed questionnaires at a six-month follow-up. We conducted correlational and multiple regression analyses (MRA) to examine the influence of the former work situation, coping strategies, and negative cognitions on job loss-related CG symptoms. MRA results showed that belief in an unjust world was related to job loss-related CG symptoms, cross-sectionally and longitudinally. Further, there was a significant relationship between CG symptoms following job loss and a preference for maladaptive coping over adaptive coping styles and a low level of self-esteem. This effect remained stable over time. These findings can inform the development of interventions for and early detection of job loss-related CG symptoms.

Mental Recovery and Running-Related Injuries in Recreational Runners: The Moderating Role of Passion for Running

This pilot study investigates the moderating role of passion for running in the relation between mental recovery from running and running-related injuries (RRIs). We predict that the relation between recovery and injuries is dependent on the level of passion. A cross-sectional survey study was conducted among 246 Dutch recreational runners. Multivariate logistic regression analyses revealed that the negative association between mental recovery after running and RRIs is moderated (i.e., strengthened) by harmonious passion. Put differently, runners who are able to mentally recover well after running were less likely to report RRIs in the case of harmonious passion. Additionally, findings demonstrated that obsessively passionate runners were more likely to report RRIs. Passionate runners may benefit from education programs to help them integrate running more harmoniously with other aspects of life, and to prevent injuries. In addition, they should be educated about the crucial role of appropriate mental recovery from running. Considering mental aspects in running such as mental recovery from running and passion for running seems to be worthwhile to gain a better understanding of the incidence and/or prevalence of RRIs. Future (quasi-experimental) studies should investigate the issues raised here more profoundly.

Speaking up, support, control and work engagement of medical residents. A structural equation modelling analysis

OBJECTIVES

Medical residents can play key roles in improving health care quality by speaking up and giving suggestions for improvements. However, previous research on speaking up by medical residents has shown that speaking up is difficult for residents. This study explored: (i) whether two main aspects of medical residents' work context (job control and supervisor support) are associated with speaking up by medical residents, and (ii) whether these associations differ between in-hospital and out-of-hospital settings.

METHODS

Speaking up was operationalised and measured as voice behaviour. Structural equation modelling using a cross-sectional survey design was used to identify and test factors pertaining to speaking up and to compare hospital settings.

RESULTS

A total of 499 medical residents in the Netherlands participated in the study. Correlational analysis showed significant positive associations between each of support and control, and voice behaviour. The authors assumed that the associations between support and control, and voice behaviour would be partially mediated by engagement. This partial mediation model fitted the data best, but showed no association between support and voice. However, multi-group analysis showed that for residents in hospital settings, support is associated with voice behaviour. For residents outside hospital settings, control is more important. Engagement mediated the effects of control and support outside hospital settings, but not within the hospital.

CONCLUSIONS

This study shows that in order to enable medical residents to share their suggestions for improvement, it is beneficial to invest in supportive supervision and to increase their sense of control. Boosting medical residents' support would be most effective in hospital settings, whereas in other health care organisations it would be more effective to focus on job control.

Challenge and hindrance appraisals of job demands: one man's meat, another man's poison?

Background and objectives: Many job stress models assume that all workers experience a particular job demand in the same way - an assumption that may or may not be warranted and that has rarely been tested. Building on appraisal theory, we explore (a) how individuals appraise particular job demands (i.e., as a challenge or as a hindrance) and (b) how these appraisals affect the relationship between job demands and engagement/burnout.Design and Methods: A multi-occupation cross-sectional study was conducted among 527 Chinese workers (321 females, 60.9%; M_age = 32.74, SD = 6.70). The data were analyzed using hierarchical multiple regression analysis.Results: We found that the appraisal of job demands (time urgency, role conflict, and emotional demands) as a challenge moderated the associations between these demands and burnout/engagement. Generally, the results indicate that the presence of high job demands was associated with negative outcomes. However, these detrimental effects were weaker if workers appraised these characteristics as being high-challenge.Conclusions: This study extends research on job demands within the challenge-hindrance framework by focusing on the moderating effects of appraisals. Given the important role of appraisal, we conclude that researchers should include appraisal more systematically in their theorizing and research on the effects of job demands on well-being.

Feeling Vital or Fatigued? Relations with Demands and Resources in a University Context

This study examines whether specific (matching) combinations of demands and resources exist in the prediction of both positive and negative outcomes (i.e., vitality and fatigue) in a university context. In addition, we test the Demand-Induced Strain Compensation (DISC) Model's key principles in this context to study its relevance, validity, and generalizability. A cross-sectional survey study was conducted among 397 employees and 497 students at a Dutch university. Hierarchical multiple regression analyses among both employees and students showed matching combinations of demands and resources in the prediction of vitality and fatigue. Specifically, an increase in cognitive demands was particularly associated with more student cognitive vitality when cognitive resources were high. Furthermore, results showed that an increase in cognitive demands was related to less cognitive fatigue in both employees and students when cognitive resources were high. Findings partly confirm our hypotheses in showing the important role of matching resources in the relation between demands and vitality and fatigue in university staff and students. Our study reveals that a sustainable work environment is about maintaining a healthy balance between sufficient, matching resources and demands at work or study.

Development and initial validation of the job loss grief scale

Background: Research on complicated grief (CG) symptoms following job loss is surprisingly rare. Involuntary job loss can turn someone's world upside down and can result in loss of identity, social contacts, and self-worth. In this study, we drew on the literature on major life events in conceptualizing involuntary job loss as a significant and potentially devastating life event. Objectives: The aim of this study was to develop and evaluate an instrument that measures job loss-related CG symptoms, the Job Loss Grief Scale (JLGS). The purpose of the JLGS is to foster systematic research on CG symptoms following job loss. Design: A cross-sectional study Methods: We recruited Dutch workers who had lost their job, 130 men and 158 women with an average age of 49.6 years. To examine the psychometric properties of the JLGS and its associations with other concepts we conducted correlational and confirmatory factor analyses. Results: CFA revealed that the JLGS was a one-dimensional instrument, and that CG symptoms were distinguishable from depression and anxiety symptoms. Conclusion: The JLGS is a reliable and valid instrument to measure job loss-related CG symptoms. The availability of the JLGS could stimulate systematic research on the antecedents and consequences of involuntary job loss.

Resource Crafting: Is It Really 'Resource' Crafting-Or Just Crafting?

This study aims to provide an integrated perspective on job crafting and its antecedents through the exploration of the joint effects of individual-level and team-level job crafting on employee work engagement. Drawing on conservation of resources (COR) theory, we propose that engaging in job crafting behaviors is promoted by the presence of job-related resources. In turn, job crafting is expected to result in higher levels of work engagement. We expect this reasoning to hold for the individual as well as the team/collective levels. The hypotheses were tested using data from 287 medical professionals from 21 hospital units of a Chinese public hospital. Findings from two-level Bayesian structural equation modeling supported the idea that at the individual level, individual job crafting behaviors partially mediated the relationship from individual resources to individual work engagement. Further, collective crafting mediated the relationship from team resources to individual work engagement. In addition, a positive cross-level relation between collective crafting and individual crafting was found. We conclude that stimulated by resources, both job crafting processes at the individual-level and team-level can promote individual work engagement in Chinese employees.

Niemand moet me zeggen wat ik doen of laten moet: ontwikkeling en validatie van de 'Motivational Demands at Work Scale' (Mind@Work)

Goede prestaties leveren op het werk vereist in toenemende mate dat werkenden zichzelf aansturen en motiveren voor hun werk. Werkenden moeten hun eigen doelen stellen, zelf bepalen hoe hard ze werken om dat doel te bereiken, en zelf besluiten wanneer de taak is afgerond. Dit artikel beschrijft de ontwikkeling en validatie van een instrument dat meet in hoeverre werkenden te maken hebben met dergelijke 'motivationele taakeisen': de Motivational Demands at Work (Mind@Work) Scale. Op basis van gegevens van twee cross-sectionele steekproeven van respectievelijk 121 en 254 werkende volwassenen werden principale componenten-analyses en confirmatieve factoranalyses uitgevoerd om te komen tot een kort en betrouwbaar instrument. Aanvullende correlationele analyses lieten zien dat hoge scores op dit concept zoals verwacht samenhingen met hogere niveaus van vitaliteit, toewijding en tevredenheid; er werd echter geen verband gevonden met inrol-prestatie. De bevindingen suggereren dat motivationele taakeisen op een betrouwbare en valide manier kunnen worden gemeten. Het lijkt daarom zinvol om meer onderzoek te doen om het potentieel van dit nieuwe concept voor het functioneren van werknemers beter in kaart te brengen.

Effect of a participative action intervention program on reducing mental retirement

BACKGROUND

The present study aimed to investigate the effects of a stepwise, bottom-up participatory program with a tailor-made intervention process addressing the level of mental retirement in a sample of Dutch employees. Mental retirement refers to feelings of being disconnected from your work and your organization. Prevention of mental retirement is important since sustainable employability is becoming more important in today's society due to the ageing of the working population and the changes in skills demands.

METHODS

This prospective cohort study with a one-year follow-up employs a sample of 683 employees of three organizations in The Netherlands, who filled out two questionnaires: at baseline and 1 year later. The dependent measure was mental retirement, which consists of three sub-concepts: developmental pro-activity, work engagement and perceived appreciation.

RESULTS

Multilevel analysis (N = 466) showed that employees who more actively participated in the intervention(s) had a small but statistically significant larger decrease in mental retirement at follow-up.

CONCLUSIONS

The stepwise, bottom-up participatory program with a tailor-made intervention process shows a tendency to decrease the level of mental retirement in Dutch employees. However, the implementation of interventions could be further improved since it turned out to be very challenging to keep up participants' commitment to the program. Future research should study the effectiveness of this program further with an improved study design (control group, multiple follow-ups, several data sources).

Attachment Styles and Employee Performance: The Mediating Role of Burnout

Researchers are becoming increasingly interested in how early experiences within the family are relevant to an individual's behavior at work. Drawing on Bowlby's attachment theory, the present study addresses this topic by examining the relationship between attachment in adulthood and job performance, and the mediating role of burnout in that relationship. We used data from two samples (201 Dutch employees and 178 Romanian working students) and structural equation modeling to test this mediation model and its possible invariance across both samples. The results showed that in both samples, attachment-related anxiety was positively related to burnout, which was in turn negatively related to job performance. Attachment-related avoidance was not significantly associated with burnout or performance. These results were similar in both samples, thus increasing their validity. The results suggest that childhood and early socialization experiences play a role in shaping the employee's behavior and well-being at work. The study is one of the few examining attachment styles in relation to burnout and performance.

Authenticity at Work: A Matter of Fit?

Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.

When conflict influences liking: The case of the Stroop task

Research suggests that cognitive conflict is accompanied by a negative signal. Building on the demonstrated role of negative affect in attitude formation and change, the present research investigated whether the experience of cognitive conflict negatively influences subsequent evaluations of neutral stimuli. Relying on the emergence of conflict in the Stroop task, participants were presented with compatible (non-conflict) and incompatible (conflict) Stroop color words that were each followed by a neutral visual stimulus. In general, participants liked stimuli following incompatible Stroop words less than stimuli following compatible Stroop words. The results revealed similar compatibility effects in tasks in which participants actively responded to the Stroop words and in tasks in which they passively observed them. Furthermore, these effects emerged in offline and online measures of evaluation. Interestingly, the results also suggest that the compatibility effect on liking observed in the present research was to some degree driven by the positivity associated with the compatible Stroop words, and not just by the negativity associated with the incompatible Stroop words. We discuss the present findings in the context of how and when conflicting responses to events (such as in the Stroop task) can influence evaluations of stimuli associated with the conflicting events.

Work Characteristics and Return to Work in Long-Term Sick-Listed Employees with Depressive Symptoms

Purpose The present study investigated the relations between work characteristics, depressive symptoms and duration until full return to work (RTW) among long-term sick-listed employees. This knowledge may add to the development of effective interventions and prevention, especially since work characteristics can be subjected to interventions more easily than many disorder-related or personal factors. Methods this prospective cohort study with a two-year follow-up employs a sample of 883 Dutch employees who had been sick-listed for at least 13 weeks at baseline, who filled out three questionnaires: at 19 weeks, 1 and 2 years after the start of sick leave. The dependent measure was duration until full RTW. Results not working (partially) at baseline, low decision authority, high psychological demands, low supervisor support and low RTW self-efficacy were related to more depressive symptoms. The duration until full RTW was longer for employees with depressive symptoms. Low physical exertion, high RTW self-efficacy, working partially at baseline, being married or cohabiting, and young age were related to less time until full RTW. Other work characteristics appeared no independent predictors of RTW. Conclusions although the role of job demands and job resources in the RTW process is limited for long-term sick-listed employees with depressive symptoms, a few work characteristics are prognostic factors of full RTW. Focus on these elements in the selection or development of interventions may be helpful in preventing sickness absence, and in supporting long-term sick-listed employees towards full RTW.

How are changes in exposure to job demands and job resources related to burnout and engagement? A longitudinal study among Chinese nurses and police officers

This study used a person-centered approach to examine the across-time relationships between job demands and job resources on the one hand and employee well-being (burnout and work engagement) on the other. On the basis of the job demands-resources model and conservation of resources (COR) theory, increases in demands and decreases in resources across time were expected to result in unfavorable changes in well-being across time. The results of a 2-wave study among 172 nurses and 273 police officers showed several common patterns across both samples: (a) participants who experienced an increase of demands showed a significant increase in burnout, whereas participants who reported having low resources at both measurement times also showed a significant increase in burnout; (b) participants who experienced decreasing resources reported a significant increase in burnout and a significant decrease in engagement; (c) participants who were exposed to chronic low job resources in a highly demanding environment showed a significant increase in burnout; and (d) participants who were exposed to decreased job resources in a highly demanding environment showed a significant increase in burnout.

Transitioning Towards New Ways of Working: Do Job Demands, Job Resources, Burnout, and Engagement Change?

Purpose The purpose of this study was to investigate the effects of a mandatory transition to New Ways of Working (NWW) on employees' job demands (i.e., mental demands, workload, and task ambiguity), job resources (i.e., autonomy, supervisor support, coworker support, and possibilities for development), and their levels of burnout and work engagement. Additionally, it was investigated whether the effects of the transition depended on employees' personal resources (Psychological Capital-PsyCap). Design/methodology/approach We investigated an organization in transition. In three waves (one before and two after the transition), data were collected via online surveys among 126 employees of a large Dutch provider of financial services. Findings NWW were beneficial in reducing mental demands and workload and did not harm the relationships with supervisor and coworkers. However, autonomy and possibilities for professional development decreased. Burnout and work engagement remained stable over time. The effects of the transition did not depend on employees' PsyCap. Implications NWW have received a very positive popular press. Scientific evidence for its beneficial and/or adverse effects on worker well-being can help organizations making an informed decision when considering NWW. Moreover, this can help to develop targeted interventions that alleviate the negative consequences (e.g., paying extra attention to professional development). Originality/value This is one of the first longitudinal studies in which employees were followed who transitioned to NWW. Building on the Job Demands-Resources model, this study provides a comprehensive picture of the effects of NWW.

From task characteristics to learning: A systematic review

Although many theoretical approaches propose that job characteristics affect employee learning, the question is why and how job characteristics influence learning. The present study reviews the evidence on the relationships among learning antecedents (i.e., job characteristics: demands, variety, autonomy and feedback), learning processes (including motivational, meta-cognitive, cognitive and behavioral processes) and learning consequences. Building on an integrative heuristic model, we quantitatively reviewed 85 studies published between 1969 and 2005. Our analyses revealed strong evidence for a positive relation between job demands and autonomy on the one hand and motivational and meta-cognitive learning processes on the other. Furthermore, these learning processes were positively related to learning consequences.

The Cross-Cultural Generalizability of the Theory of Planned Behavior

This study examined the cross-cultural generalizability of the Theory of Planned Behavior (TPB) as applied to job seeking, by comparing samples of native Dutch and Turkish individuals in The Netherlands. Results support the equivalence of the measures used. Moreover, the TPB relationships are found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals are not affected more by subjective norms and less by job search attitudes than those of native Dutch individuals.

Authenticity at work – a job-demands resources perspective

Purpose

– Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees’ ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand.

Design/methodology/approach

– In total, 680 Dutch bank employees participated to the study. Structural equation modelling was used to test the goodness-of-fit of the hypothesized model. Bootstrapping (Preacher and Hayes, 2008) was used to examine the meditative effect of state authenticity.

Findings

– Results showed that job resources were positively associated with authenticity and, in turn, that authenticity was positively related to work engagement, job satisfaction, and performance. Moreover, state authenticity partially mediated the relationship between job resources and three occupational outcomes.

Research limitations/implications

– Main limitations to this study were the application of self-report questionnaires, utilization of cross-sectional design, and participation of a homogeneous sample. However, significant relationship between workplace characteristics, occupational outcomes, and state authenticity enhances our current understanding of the JD-R Model.

Practical implications

– Managers might consider enhancing state authenticity of employees by investing in job resources, since high levels of authenticity was found to be strongly linked to positive occupational outcomes.

Originality/value

– This study is among the first to examine the role of authenticity at workplace and highlights the importance of state authenticity for work-related outcomes.

Extending the job demands-resources model with guanxi exchange

Purpose

– The purpose of this paper is to differentiate between two types of job resources (i.e. task resources and social resources) and extends the job demands-resources (JD-R) model with a typically Chinese form of social exchange – guanxi exchange – to increase its applicability in the Chinese context.

Design/methodology/approach

– Multigroup structural equation analysis was used to test the hypotheses in two cross-sectional Chinese samples of 463 police officers and 261 nurses.

Findings

– Results supported the distinction between social resources and task resources. Social resources were positively related to engagement and organizational commitment (for police officers), task resources were positively related to engagement (for both nurses and police officers), organizational commitment (for police officers), and negatively to burnout (for police officers). Guanxi exchange with supervisors was positively associated with social resources (for both nurses and police officers), task resources (for nurses), and organizational commitment (for police officers). Moreover, guanxi exchange was positively related with work engagement in both nurses and police officers. Unexpectedly, guanxi exchange was positively related with burnout in police officers.

Research limitations/implications

– Due to its cross-sectional design, longitudinal replication of the findings is desirable in order to establish causality.

Practical implications

– The effects of informal interpersonal relations (i.e. guanxi exchange) on employees’ well-being and organizational commitment should be acknowledged, especially when developing strategies to reduce burnout and increase work engagement.

Originality/value

– For the first time, task resources and social resources are distinguished and a Chinese traditional concept (guanxi exchange) is integrated into the JD-R model.

Who gets fired, who gets re-hired: the role of workers' contract, age, health, work ability, performance, work satisfaction and employee investments

PURPOSE

Many workers have been dismissed in the past few years, either becoming unemployed or finding re-employment. The current study examined whether dismissal and its follow-up for the employee (re-employment versus unemployment) could be predicted from workers' employment contract and age, and their health status, work ability, work performance, work satisfaction and employee investments at baseline.

METHODS

Our sample comprised a selection of participants from the Netherlands Working Conditions Survey 2010 who participated in a follow-up questionnaire in 2012 (N = 2,644). We used logistic regression analyses to test our hypotheses.

RESULTS

Temporary employment, low health status, low work ability, poor work performance, low work satisfaction and no employee investments in terms of training predicted future dismissal. Furthermore, older workers and workers reporting decreased work performance due to impaired health at baseline had a lower chance of re-employment after being dismissed. Interestingly, after taking into account all predictors, former temporary workers without permanent employment prospects had much better chances of re-employment after their dismissal than former permanent workers.

CONCLUSIONS

Temporary, less healthy, low work ability, poor performing, dissatisfied and "under-invested" workers are at risk for dismissal, whereas older and less healthy workers are (also) at risk for long-term unemployment after being dismissed.