a tab delimited flat file (SDRF file) describing the experimental details for mouse timecousrse samples for the low quantity version of the HeliScopeCAGE protocol
This study among a sample of 154 Dutch teachers examines the discriminant validity of burnout and depression, as measured by the Maslach Burnout Inventory (MBI) and the Center for Epidemiologic Studies Depression Scale (CES-D), respectively. Confirmatory factor analyses show that burnout can be statistically discriminated from depression. Results corroborate the three-factor structure of the MBI and partly confirm the four-factor structure of the CES-D. Furthermore, results of structural equation modeling analyses show that a lack of reciprocity in the relationship with one's partner predicts depression (and not burnout), and that a lack of reciprocity in the relationship with students predicts burnout (and only indirectly depression). These findings are consistent with equity theory, and confirm the central hypothesis that burnout is work-related, whereas depression is context-free.
No abstract is provided for this article.
No abstract is provided for this article.
Based on an evolutionary analysis of reciprocal altruism, it is argued that humans have developed innate mechanisms to expect reciprocity in interpersonal relationships and that a lack of reciprocity is accompanied by negative affect. The authors present an overview of their own research programme documenting the importance of reciprocity in a wide variety of relationships, including marital relationships, lesbian relationships, extradyadic sexual relationships, friendships, professional and informal helping relationships, relationships with colleagues and supervisors at work, and relationships with the organization in which one is employed. In view of this broad range of relationships that seem to be governed by similar principles of reciprocity, it seems that a basic psychological mechanism is at work, and we suggest that this is rooted in evolution.
Work engagement may be defined as a positive, fulfilling, work-related psychological state characterized by the dimensions of vigor, dedication, and absorption. In this study, the psychometric properties of the Italian version of the Utrecht Work Engagement Scale (UWES-9) were investigated by using two samples of Italian (n = 668) and Dutch (n = 2213) white-collar employees. In addition to reliability analyses, we also conducted a series of multiple-group confirmatory factor analyses of the UWES-9. The validity of the UWES-9 was investigated by studying its correlations with the Job-Related Affective Well-Being Scale (JAWS) and with a measure of work performance. Results showed that a three-factor solution of the UWES-9 is invariant across the Italian and Dutch samples, with data supporting factor variance and covariance invariance in addition to metric invariance. Internal consistencies of the vigor, dedication, and absorption scales are good. The UWES-9 and its subscales show significant correlations in the expected direction with the JAWS and with work performance. The Italian version of the UWES-9 behaves consistently with its original Dutch version and may be used for future studies of work engagement.