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Our purpose was to extend the Job Demand-Resources Model (Schaufeli Bakker, 2004) by including personal resources, job demands and job resources to predict burnout (exhaustion, cynicism, depersonalization) and work engagement (vigour and dedication). The sample comprised 274 teachers from 23 secondary schools of the Valencian Community (Spain). Hierarchical multiple regression analyses have revealed: (1) the predictor effect of quantitative overload on exhaustion and dedication at T2, (2) role conflict on cynicism and (3) role ambiguity on dedication. Lastly, the mediating role of burnout and engagement at T2. Practical implications and directions of future research are discussed.
Although workaholics and work engaged employees both work long hours, they seem to have a different underlying motivation to do so. The mood as input model might offer an explanation for the difference in work persistence of these employees. This model suggests that the interplay of mood and "persistence rules" (enough and enjoyment rules) may lead to different kinds of persistence mechanisms. The aims of this study are to present a scale for measuring persistence rules, the Work Persistence rules Checklist (WoPeC), to analyze its psychometric properties and to test the mood as input model in relationship with workaholism and work engagement. Structural equation modeling was used to analyze the data. Results of a confirmatory factor analysis in study 1 provided support for the hypothesized factor structure of the WoPeC. In study 2, it appeared that the use of an enough and an enjoyment rule for determining when to continue working is related to workaholism and work engagement, respectively. Furthermore, it was hypothesized and found that negative mood is related to workaholism, whereas positive mood is associated with work engagement. The expected interactions between mood and persistence rules on workaholism and work engagement were not demonstrated. Mood and persistence rules seem relevant for explaining the difference between workaholism and work engagement.
Organoids are in vitro–cultured three-dimensional structures that recapitulate key aspects of in vivo organs. They can be established from pluripotent stem cells and from adult stem cells, the latter being the subject of this review. Organoids derived from adult stem cells exploit the tissue regeneration process that is driven by these cells, and they can be established directly from the healthy or diseased epithelium of many organs. Organoids are amenable to any experimental approach that has been developed for cell lines. Applications in experimental biology involve the modeling of tissue physiology and disease, including malignant, hereditary, and infectious diseases. Biobanks of patient-derived tumor organoids are used in drug development research, and they hold promise for developing personalized and regenerative medicine. In this review, we discuss the applications of adult stem cell–derived organoids in the laboratory and the clinic.
Purpose The purpose of this paper is to examine cross-level effects of team-level servant leadership on job boredom and the mediating role of job crafting. Cross-level moderating effects of team-level servant leadership were also investigated. Design/methodology/approach This longitudinal study employed a multilevel design in a sample of 237 employees, clustered into 47 teams. Servant leadership was aggregated to the team-level to examine the effects of shared perceptions of leadership at T1 on individual-level outcome, namely job boredom, at T2. In addition, mediation analysis was used to test whether team-level servant leadership at T1 can protect followers from job boredom at T2 by fostering job crafting at T2. Cross-level moderating effects of team-level servant leadership at T1 on the relation between job crafting at T2 and job boredom at T2 were also modeled. Findings Job crafting at T2 mediated the cross-level effect of team-level servant leadership at T1 on job boredom at T2. Research limitations/implications The findings suggest that team-level servant leadership predicts less job boredom by boosting job crafting. Originality/value This study is the first to assess the effects of servant leadership on job boredom and the mediating role of job crafting. This paper examines job boredom in a multilevel design, thus extending knowledge on its contextual components.
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This is the second part of the special issue 'Reflection and practical perspectives on burnout'. The issue consists of four articles covering the themes of 'Prevalence', 'Reintegration' and 'Burnout as narrative'. The first article shows that burnout complaints in the Netherlands increased over the period 2007-2023 and that there are certain risk groups where the increase was greater. The second article shows that the number of absenteeism days is related to the occupational physician's diagnosis and the severity ofburnout symptoms. However, the relationship with burnout symptoms was too small to be clinically relevant. The third article presents an e-tool that provides insight into the quality of reintegration after burnout and can predict future burnout symptoms. The fourth and final article shows that a burnout history can lead to stigmatization and have negative career consequences. All-in all, the contributions in this theme issue show that burnout symptoms can have major consequences for individuals and society. In addition, both theme issues show that while we increasingly understand burnout, there are still important unanswered questions. Hence, there is a high need for further research in the field of burnout.
