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About the role of positive and negative emotions in managers' well-being: A study using the Job-related Affective Well-being Scale (JAWS) About the role of positive and negative emotions in managers' well-being: A study using the Job-related Affective Well-being Scale (JAWS) W. Schaufeli & W. van Rhenen, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 323-344 Generally speaking, emotions are classified using two dimensions: arousal and pleasure. The Job-related Affective Well-being Scale (JAWS), a self-report questionnaire that is used to assess emotions at work, also uses these two dimensions. The current study among 815 managers has two aims. The first aim is to introduce and validate the Dutch version of the JAWS. It appears that the original 30-item version of the JAWS can be reduced to 12 items, without significant loss of information. Furthermore, the predictive validity of the JAWS is illustrated by the fact that positive emotions are negatively related to duration and frequency of future absenteeism of managers. Secondly, a model that assumes that positive and negative emotions play a different role in manager's well-being is successfully tested. Negative emotions play a key role in a stress process that may lead to burnout and health complaints, whereas positive emotions play a key role in a motivational process that may lead to employee engagement and positive attitudes towards the organization.
Stem cells recover from injury by tissue dedifferentiation, not from dedicated reserves
In previous research on unemployment, conflicting evidence has been found for a ‘reverse causation interpretation’, indicating that prolonged unemployment is a consequence of psychological distress instead of the reverse. The present longitudinal study was conducted to test this reverse causation explanation. A second issue addressed in this study was whether getting a job or not depends more strongly on subjective or psychological factors than on objective factors (e.g. a person's biographical background, length of unemployment). Two independent samples were examined: Sample 1 ( n = 635) consisted of school‐leavers, and sample 2 ( n = 467) consisted of subjects who had been unemployed for more than one year. Some support was found for the reverse causation explanation. In addition, more than objective factors, a strong job orientation and a problem focused coping style appeared to be a precursor of success in the labour market. Accordingly, getting a job seems to be primarily a function of one's own efforts.
El objetivo del presente articulo es describir cuales son las estrategias para prevenir el fenomeno de la adiccion al trabajo en las empresas. Se analizan las acciones preventivas desde una perspectiva comprehensiva, distinguiendo los distintos tipos de estrategias de prevencion: identificacion del riesgo, prevencion primaria, secundaria y terciaria. En primer lugar, se establecen las acciones individuales; en segundo, las acciones que se pueden llevar a cabo desde la propia organizacion; y finalmente, siguiendo las nuevas tendencias en prevencion de la adiccion en el trabajo, se senalan tambien las iniciativas que pueden implementarse en el ambito extra-organizacional. En el anterior numero de la revista se publico la primera parte de este articulo, sobre la personalidad de los adictos al trabajo y su perfil, la influencia que puede ejercer los trabajos adictivos, asi como los diferentes instrumentos de medida para diagnosticar la adiccion.
The current COVID-19 pandemic caused by severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) has completely changed human life for more than two years. Upon the emergence of this new lethal virus, multiple approaches were utilized to gain basic knowledge about its biology. Moreover, modern technologies, such as the organoid model system and next-generation sequencing, enabled us to rapidly establish strategies to tackle the disease, including vaccines and therapeutics. The recently developed organoid technology reflects human physiology more closely than other model systems. Coupled with its rapidness, high efficiency, and outstanding reliability, it has provided an opportunity to develop new drugs and understand the impact of the viral pathogen on the host. Recent findings using organoids have successfully revealed the cellular tropism of the virus in different organs and identified potential drug candidates that impact the disease. This review will summarize current achievements made with organoids in the fight against COVID-19.
Work engagement is a popular concept, both in business contexts as well as in academia. The term first appeared in the 1990s and meanwhile over 200 scientific publications have appeared on the subject. So it seems that it is time to take stock. The current paper has two main objectives, first to present a brief overview about our current knowledge on engagement (What do we know?) and second to draft a future research agenda (Where do we go?). More specifically, the research literature is summarized on five key issues: (1) the meaning and measurement of work engagement; (2) the antecedents of engagement; (3) the consequences of engagement; (4) state work engagement; and (5) building work engagement. As far as the future research agenda on work engagement is concerned, seven main issues are proposed: (1) conceptualization and measurement (e.g., the use of qualitative methods and peer-ratings); (2) theoretical understanding (e.g., developing unique explanatory frameworks); (3) antecedents and consequences (e.g., focusing on the paths that lead from work engagement to performance); (4) epidemiology (e.g., using national representative samples); (5) cross-cultural validity (e.g., comparing engagement-levels across cultures); (6) the waxing and waning of engagement across time (e.g., studying engagement in changing organizations); and (7) the collective nature of work engagement (e.g., team-level engagement). It is concluded that work engagement is a viable concept for both science and practice and that it needs further focused attention.
<h3>Introduction</h3> Despite burnout received an increasing attention in occupational health, there are no binding diagnostic criteria to identify burnout 'cases'. The main aggravating factor is the overlap between burnout and depression. The lack of diagnostic consensus resulted in several attempts to identify biomarkers of burnout, but the results were inconsistent. However, epigenetic biomarkers of burnout have not been investigated so far even though DNA methylation is implicated as a mediator between environmental stress and psychopatology. Therefore, our aim is to investigate epigenetic (DNA methylation) correlates of burnout, compare them to those present in depression and explore their biomarker potential. <h3>Methods</h3> We conducted a systematic literature review to gain an insight into DNA methylation mechanisms related to chronic stress, burnout and depression. The biomarker potential of genes derived from the literature review will be tested in a cross-sectional and a cohort study. <h3>Results</h3> We identified four genes as potential burnout biomarkers: glucocorticoid receptor gene (NR3C1), brain derived neurotrophic factor gene (BDNF), serotonin transporter gene (SLC6A4) and tyrosine hydroxylase (TH) gene. Methylation of NR3C1 displayed differed patterns in chronic stress and depression. SLC6A4 was hypermethylated in chronic stress, depression and burnout. Methylation levels of BDNF displayed different patterns associated with work-related stress compared to those correlated with depressive symptoms in the same human sample. Work-related stress affected methylation of TH gene in a single study. <h3>Conclusion</h3> Additional research exploring DNA methylation patterns in burnout and comparing them to those in depression could offer a better understanding of epigenetic dimensions beyond these constructs and their overlap. Moreover, carefully designed longitudinal studies are necessary for revealing the cause-effect relationship of epigenetic changes and their clinical correlates.
