Este trabajo ha sido seleccionado y ha obtenido el accésit Premio Estudios Financieros 2004 en la modalidad de Recursos Humanos. En este trabajo de investigación introducimos un nuevo concepto (Engagement) para poder explicar el funcionamiento óptimo de las personas en las Organizaciones. El Engagement es un estado psicológico positivo caracterizado por altos niveles de energía y vigor, dedicación y entusiasmo por el trabajo, así como total absorción y concentración en la actividad laboral. Es un concepto «nuclear» del nuevo movimiento científico de la Psicología Positiva que: (1) a pesar de su «corta vida» ha demostrado tener una base empírica y contrastada a través de la investigación científica, y que (2) es valioso para la Dirección de Recursos Humanos (DRH), debido a que puede optimizarse. Demostraremos su fiabilidad y validez, así como su utilidad para la DRH en las organizaciones modernas. El objetivo de este trabajo es conocer qué podemos hacer desde la DRH para optimizar el Engagement entre los empleados. Desde el fenómeno de la creación de espirales de sinergias positivas, nos centraremos en analizar su optimización mediante el uso apropiado y aportando una visión nueva de las principales estrategias de DRH de las Organizaciones de hoy día: la selección y evaluación del personal, el (re/) diseño de puestos, el liderazgo, la formación y el desarrollo de los empleados.
ve fizyolojik fonksiyonlarını olumsuz etkileyen iş tükenmişliğinin oldukça yüksek olduğu ülkelerden birisidir.Bu anlamda Türkiye'de tükenmişlik düzeyinin doğru ölçülmesi ve müdahaleler geliştirilmesi büyük önem taşımaktadır.Bugüne kadar tükenmişliğin ölçümünde en çok kullanılan ölçeğin kavramsal, teknik ve uygulama anlamında önemli eksikliklerinin bulunduğunun tespit edilmesi üzerine bu eksiklikleri gideren yeni bir tükenmişlik ölçümü geliştirmek için Tükenmişlik Ölçeği Konsorsiyumu 26 ülkeden katılımcılarla Burnout Assessment Tool (BAT) Ölçeğini geliştirmiştir.Bu çalışmanın amacı BAT'ı Türkçeye uyarlamaktır.Bu amaçla üç
We used and integrated the circumplex model of affect (Russell, 1980) and the conservation of resources theory (Hobfoll, 1998) to hypothesize how various types of employee well-being, which can be differentiated on theoretical grounds (i.e., work engagement, job satisfaction, burnout, and workaholism), may differently predict various job crafting behaviors (i.e., increasing structural and social resources and challenging demands, and decreasing hindering demands) and each other over time. At Time 1, we measured employee well-being, and 4 years later at Time 2, job crafting and well-being, using a large sample of Finnish dentists (N = 1,877). The results of structural equation modeling showed that (a) work engagement positively predicted both types of increasing resources and challenging demands and negatively predicted decreasing hindering demands; (b) workaholism positively predicted increasing structural resources and challenging demands; (c) burnout positively predicted decreasing hindering demands and negatively predicted increasing structural resources, whereas (d) job satisfaction did not relate to job crafting over time; and (e) work engagement positively influenced job satisfaction and negatively influenced burnout, whereas (f) workaholism predicted burnout after controlling for baseline levels. Thus, work engagement was a stronger predictor of future job crafting and other types of employee well-being than job satisfaction. Although workaholism was positively associated with job crafting, it also predicted burnout. We conclude that the relationship between job crafting and employee well-being may be more complex than assumed, because the way in which employees will craft their jobs in the future seems to depend on how they currently feel. (PsycINFO Database Record
Managers are increasingly concerned about managing the conflicts experienced in fulfilling the responsibilities of work and family. The problem of balancing these domains arises from work to home interference, which reflects a mutual incompatibility between the demands of the work role and the demands of the home life. The central idea underlying the theoretical model of this study, is that work and home demands lead to work strain and decreased feelings of engagement, while work and home resources lead to increased feelings of engagement and reduced burnout. Work to home interference mediates these relationships. An innovation of the present study was to assess both home demands and positive aspects of work to home interference. Data were collected from 69 newspaper managers. Results indicated that negative interference mediated between demands and outcomes, and positive interference mediated between resources and outcomes. This study highlights the importance of measuring positive concepts in terms of c...
Purpose – The purpose of this paper is to evaluate whether employees’ tendency to work excessive hours is motivated by the perception of a work environment that encourages overwork (overwork climate). Thus, this study introduces a self-report questionnaire aimed at assessing the perception of a psychological climate for overwork in the workplace. Design/methodology/approach – In Study 1, the overwork climate scale (OWCS) was developed and evaluated using principal component analysis ( n =395) and confirmatory factor analysis ( n =396). In Study 2, the total sample ( n =791) was used to explore the association of the overwork climate with opposite types of working hard (work engagement and workaholism). Findings – Two overwork climate dimensions were distinguished, namely, overwork endorsement and lacking overwork rewards. The lack of overwork rewards was negatively associated with engagement, whereas workaholism showed a strong positive association with overwork endorsement. These relationships remained significant after controlling for the impact of psychological job demands. Research limitations/implications – The findings rely on self-report data and a cross-sectional design. Practical implications – The perception of a work environment that encourages overwork but does not allocate additional compensation seems to foster workaholism. Moreover, the inadequacy of overwork rewards constitutes a lack of resources that negatively affect employees’ engagement. Originality/value – This study represents one of the first attempts to develop a questionnaire aimed at assessing a psychological climate for overwork and to explore whether the perception of this type of climate may be significantly related to workaholism and work engagement.
No abstract is provided for this article.
In a composite sample of human service professionals (N = 245), longitudinal relations across 1 year were tested between equity in the professional-recipient relationship and burnout (i.e., emotional exhaustion, depersonalization, and reduced personal accomplishment). The 1st research question was whether inequity influenced burnout across time. The 2nd research question was whether longitudinal relations between equity and burnout were curvilinear, as predicted by equity theory. The results confirmed that inequity affects the central component of burnout (i.e., emotional exhaustion) and that this relation is curvilinear. Feeling more deprived and feeling more advantaged resulted in higher future emotional exhaustion levels. No indication was found for a longitudinal relation between inequity and depersonalization. A synchronous relation was found suggesting that personal accomplishment influences equity.
