No abstract is provided for this article.
Main Abstract Content: Purpose Test two independent engaging leadership (EL) construct’s prediction of work motivation. Design Quantitative methods sampled Australian healthcare employees, twice (T1-T2=6 months, Nt1=131, response rate 53.2%, 62.4% male; Nt2 =113, response rate 34.0%, 57.5% male). Measures: Engaging Transformational Leadership Questionnaire© with intercorrellated (r=.56-.76) multidimensional subscales, showing genuine concern, enabling, being honest and consistent, networking and achieving, and being decisive, that highly interrelate (ETLQ, Alban-Metcalfe & Alimo-Metcalfe, 2000). Engaged Leadership Scale© with intercorrelated items (r=.64-.85), and potentially multidimensional subscales, strengthening, connecting, empowering and inspiring (ELS, Schaufeli, personal correspondence, 2016). Multidimensional Work Motivation Scale has six reliable subscales, α=.71-.90 (Gagne, et al., 2015). Analyses: SPSS24 sub-scale optimisation was highly-reliable, α=.74-.98. AMOS24 SEM confirmed a superior-fitting, replicable and representative model nested within longitudinal data (CFI=.994, TFI=.991, RMSEA=.017). Results Measurement residuals modelling found a consistent model in T1 and T2 data. EL, including both EL constructs, significantly negatively predicted Amotivation (β=-.31, p<.001), non-significantly predicted Social Extrinsic Regulation (β=.06, ns), Material Extrinsic Regulation (β=-.07, ns), and Introjected Regulation (β=.06, ns), and significantly positively predicted Identified Regulation (β=.30, p<.001), and Intrinsic Motivation (β=.49, p<.001), over time. Limitations State-trait aggregation, self-report, one source. Implications Self-determined leadership works in collaboration with work motivation. Leaders motivate using self-determined EL behaviours. Employees work using self-determined motivational patterns nurtured by the leader. Value ETLQ and ELS are complimentary, independently viable, and valid, internationally. Constructs predict patterns of highly-intrinsic motivation.
No abstract is provided for this article.
No abstract is provided for this article.
No abstract is provided for this article.
Objectives The central aim of the present study was to examine differences in the functioning of the hypothalamic-pituitary-adrenal (HPA) axis between 29 burned-out, 33 work-engaged, and 26 healthy reference managers, as identified with the Maslach Burnout Inventory-General Survey and the Utrecht Work Engagement Scale. Methods All of the managers were employed in a large Dutch telecommunications company. Salivary cortisol was sampled on three consecutive workdays and one nonworkday to determine the cortisol awakening response. Salivary dehydroepiandrosterone-sulfate (DHEAS), a cortisol counterbalancing product of the HPA axis, was measured on these days 1 hour after managers awakened. The dexamethasone suppression test was used to investigate the feedback sensitivity of the HPA axis. Results The morning cortisol levels were higher on the workdays than on the nonworkday, but this effect did not differ between the three groups. The burned-out, work-engaged, and reference groups did not differ in the cortisol and DHEAS levels, the slope of the cortisol awakening response, and the cortisol : DHEAS ratio. The work-engaged group showed a stronger cortisol suppression in response to the dexamethasone suppression test than the other two groups, the finding suggesting higher feedback sensitivity among work-engaged managers. Conclusions Burned-out and work-engaged managers only differ marginally in HPA-axis functioning.
No abstract is provided for this article.
Purpose – The present study aims to investigate the motivational correlates of two types of heavy work investment: workaholism and work engagement. Building on Higgins's regulatory focus theory, the paper examines which work goals workaholic and engaged employees pursue and which strategies they use to achieve these goals. Furthermore, the paper examines how workaholism and work engagement relate to three different work outcomes: job satisfaction, turnover intention, and job performance. Design/methodology/approach – Data from a cross-sectional survey study among 680 Dutch employees in the banking industry were analysed using structural equation modeling. Findings – The analyses revealed that workaholism was primarily and positively associated with having a prevention focus, whereas work engagement was primarily and positively associated with having a promotion focus. Furthermore, workaholism was negatively related to job satisfaction and job performance, and positively related to turnover intention, whereas work engagement was positively associated with job satisfaction and job performance, and negatively associated with turnover intention. Both forms of heavy work investment almost fully mediated the associations between the regulatory foci and the three work outcomes. Research limitations/implications – The conclusions rely on self-report data, a relatively homogeneous sample, and a cross-sectional design. This may have biased our findings to some degree and does not allow inferring causal conclusions. Practical implications – The findings show that workaholic and engaged employees have different work goals and use different strategies to pursue these goals. Moreover, both forms of heavy work investment are oppositely related to work outcomes. Organizations may develop policies to reduce workaholism and to promote work engagement by influencing their employees' regulatory foci. Originality/value – The present study demonstrates that two types of heavy work investment can be distinguished, each with a unique motivational make-up and a unique pattern of work outcomes.
This chapter reviews the past history and conceptual development of burnout and discusses its current status, both theoretical and empirical. The diversity of burnout causes, symptoms, definitions, and consequences has contributed much to the confusion about the specificity of burnout. Burnout first emerged as a social problem, not as a scholarly construct. Thus, the initial conception of burnout was shaped by pragmatic rather than academic concerns. Later on, there was a second, empirical phase, in which the emphasis shifted to systematic research on burnout and in particular to the assessment of this phenomenon. Standardized measures of burnout were developed, thus providing researchers with more precise definitions and methodological tools for studying the phenomenon. In particular, the development and widespread acceptance of the Maslach Burnout Inventory (MBI) and the Tedium Measure (TM) fostered systematic research on burnout, resulting in an increased number of articles published in scholarly.
No abstract is provided for this article.
