The intestinal mucus layer is essential for the integrity of the intestinal barrier. It is produced by goblet cells, whose depletion is common in colonic inflammation but remains poorly understood. Here, we show that goblet cell survival relies on a reciprocal dependence with newly discovered BEST4/CA7 + cells. We developed a method to follow BEST4/CA7 + and goblet cells in time from birth to death in human colon organoids. Notably, goblet cells induce BEST4/CA7 + fates in sister cells and other neighbors, using DLL1-mediated lateral activation of Notch-signaling. BEST4/CA7 + cells in turn promote goblet survival, with the latter depleting rapidly after differentiation in absence of BEST4/CA7 + cells. This apoptosis inhibition does not require direct cell-cell contact and instead depends on their shared lumen. Such differentiation and survival interdependencies may be relevant beyond the maintenance of mucosal homeostasis.
Work Engagement in Contrast to Burnout: Real or Redundant?'Work engagement' or 'employee engagement'both terms can be used interchangeably -first appeared in the business context and then entered academia in the wake of the positive psychology movement after the turn of the century.It seems that l'histoire se repête, since exactly the same happened with burnout about three decades ago in the late 1970s; 'burnout' was used first in the human services and was then taken up by researchers interested in job stress.But there is more that connects engagement and burnout: in essence both terms refer to energy, be it energy depletion (burnout) or energy excess (engagement).So it shouldn't come as a surprise that an ongoing debate is raging about the relationship between burnout and work engagement.It might seem intuitively clear that employees who score low on burnout are not necessarily engaged at work, and that, reversely, those who lack engagement are not unavoidably burned-out.Yet, it has been argued that work engagement is a redundant concept that doesn't add anything beyond burnout (e.g., Cole, Walter, Bedeian & O'Boyle, 2012).Some scholars define work engagement as the opposite, positive pole of burnout (Maslach & Leiter, 1997), whereas for others both concepts are correlated but independent from each other (Schaufeli, Salanova, González-Romá & Bakker, 2002).Fig. 1 displays both positions graphically.The nature of the debate is decisively influenced by the way both concepts are operationalized.Most studies on burnout use the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1981), whereas most studies on work engagement use the Utrecht Work Engagement Scale (UWES; Schaufeli et al., 2002).This means that, in fact, the discussion about the relationship between the concepts of burnout and work engagement is narrowed to the discussion about the relationship between the instruments that tap burnout and work engagement (i.e., the MBI and the UWES).This is clearly a limitation.The advantage, however, is that a large body of empirical research exists that uses identical measures for burnout and engagement across various jobs, occupations, and countries.This opens the possibility of meta-analyses, as is attested by the contributions of Goering, Shimazu, Zhou, Wada, and Sakai and Maricutoiu, Sulea, and Iancu in this special issue.Whatever its definition, the discussion revolves around the question: is work engagement a 'real' entity with specific antecedents, consequences and correlates, and a specific way in which it unfolds over time, or is it a redundant concept that can merely be reduced to lack of burnout?Although the number of publications on work engagement has increased to almost 7,000which, by the way, is still relatively modest compared to the 80,000 publications on burnoutthis question has not been answered satisfactory so far.So do we really need the concept of work engagement in occupational health psychology and human resources management or can we do without it?In other words, what is the added value of work engagement over and beyond burnout?Or in terms of the title of this special issue; do burnout and work engagement constitute a dual unity or not?The aim of this special issue is to answer these questions.Basically there are four ways in which the added value of work engagement can be demonstrated and this special issue contains contributions that refer to each of these.First, psychometric analyses such as factor-analysis may reveal to what extend the self-report instruments that tap burnout and engagement overlap.So far, the results from this type of studies are inconclusive.Some studies claim that work engagement as assessed with the UWES completely overlaps with burnout, as assessed with the MBI (Cole, Walter, Bedeian & O'Boyle, 2012), whereas others claim that both are negatively related but represent different concepts (Byrne, Peters & Weston, 2016).Please note that such psychometric studies can only be carried out under the condition of independence (see Fig. 1).When burnout and engagement are considered as the opposite poles of the same dimension that can be assessed by the same instrument, whereby low scores represent engagement and high scores burnout (or vice versa), independence cannot be studied.Part of the contribution of Taris, Ybema and van Beek in this special issue is devoted to investigating the distinction of burnout (MBI) and work engagement (UWES) by using confirmative factor analysis.Second, theoretical analyses may show that engagement and burnout differ at a deeper psychological level.In her contribution to this special issue Sonnentag defines work engagement at the task level and burnout at the job level.She maintains that engagement emerges during the process of working and may fluctuate from task to task, and thus within the course of a working day.In contrast, burnout is conceived as a chronic state that developed over longer periods of time, is less versatile and more pervasive, and is related to the job and not to particular tasks.Hence, the dynamics of work engagement and burnout differ fundamentally, she argues.Third, conceptual analyses might reveal that the nomological network in which burnout and engagement are embedded differs.That is, burnout and engagement may be related to different antecedents and consequences.Using a large-scale cross-sectional survey among police officers, Taris and his colleagues analyzed the differential associations of job demands and job resources with burnout and work engagement.In another contribution to this special issue Goering et al. used a meta-analytic structural equation model to estimate effect sizes of job demands, job resources and outcomes on burnout and work engagement.Finally, longitudinal analyses may uncover differences in the way burnout and work engagement develop across time.This special issue includes two papers on this issue.First, Maricutoiu et al. use meta-analytic data to analyze the cross-lagged longitudinal effects of burnout and work engagement.That is, they try to answer the question: Does work engagement lead to burnout, or the other way around?In the second paper, using a person-centered approach, Mäkikangas, Hyvönen and Feldt seek to identify subgroups that differ in the way that burnout and engagement develop
<title>Abstract</title> Sustainable employability is increasingly recognized as a foundation for long-term workforce health and happiness. Work capabilities, which denote employees’ opportunities to attain valued outcomes at work, are central to SE. While previous studies have primarily emphasized organizational-level conversion factors, this study investigates how individual proactivity—specifically proactive personality, job crafting, and playful work design—contributes to employees’ work capabilities, a key indicator of sustainable employability.We surveyed a representative sample of 364 Dutch workers across diverse organizations. Using relative importance analysis with bootstrapped confidence intervals, we examined the unique associations of proactive personality, job crafting, and playful work design with seven work capabilities, controlling for gender and weekly working hours. Proactive personality most strongly predicted capabilities related to using knowledge and skills, participating in decision-making, and setting work goals. Job crafting primarily supported knowledge and skill development. Playful work design uniquely enhanced relational capabilities, such as building meaningful connections and contributing to valued outcomes. Findings underscore the importance of individual agency in shaping sustainable and health-supportive work environments. Integrating proactive behaviors into the capability framework deepens our understanding of how employees can maintain their employability and well-being over time. Managers and HR practitioners should recognize and nurture proactive behaviors among staff to enhance long-term employability and resilience. Designing roles and work cultures that support job crafting and playful engagement can help sustain a healthy and committed workforce in complex care environments.
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a tab delimited flat file (SDRF file) describing the experimental details for human timecourse samples for the standard protocol of the HeliScopeCAGE protocol
This study of 154 Dutch high school teachers examined processes by which occupational burnout may transfer from one person to another. Two conditions that may increase the probability of burnout contagion were investigated; namely, individual teachers' susceptibility to emotional contagion, and the frequency with which teachers are exposed to colleagues with student‐ and work‐related problems. Consistent with hypotheses derived from theories about emotional contagion, the results suggest that bumout contagion was most pronounced under these 2 high‐risk conditions. Specifically, the prevalence of perceived burnout among participants' colleagues was most strongly related to individual teachers' burnout (i. e., emotional exhaustion and depersonalization), when the teachers were highly susceptible to the emotions of others and when they frequently communicated with each other about work‐related problems.
