No abstract is provided for this article.
List of DRA (http://trace.ddbj.nig.ac.jp/dra/index_e.html) accession numbers of the FANTOM5 samples, sequences and genomic coordinations. Files are in tab-delimited format, which includes * Library ID * FFID * BioSamples accession number * DRA experiment accession number * DRA run accession numbers * DRA analysis accession number for genomic coordination (BAM file) * DRA analysis accession number for CTSS (BED file) * Experiment method (CAGE/RNA-Seq/sRNA-Seq)
Workaholism is commonly conceptualized as a compulsive inner drive to work excessively hard. This study investigates to what extent rigid personal beliefs—i.e., performance‐based self‐esteem (self‐esteem that is contingent upon good performance) and an enough continuation rule (continuing with work until one feels one has done enough)—contribute to exhaustion through workaholism. To examine these potential antecedents and consequences of workaholism, data of a two‐wave longitudinal survey study with a six‐month time interval was used (n = 191). Results of structural equation modeling provided support for our hypotheses. Taken together, our findings show that rigid personal beliefs at T1 predicted primarily working compulsively at T2, and working compulsively at T1 influenced exhaustion at T2. Moreover, reciprocal relationships were found between applying the enough continuation rule and working compulsively, and between working compulsively and exhaustion. These results suggest partial mediation from cognitive antecedents (personal beliefs) through workaholism to exhaustion. In practical terms, the results indicate that cognitive antecedents may provide a good starting point for interventions for preventing exhaustion and workaholism. © 2014 Wiley Periodicals, Inc.
Aims To investigate whether health‐related functioning mediates the effect of psychological job demands on sickness absence in nurses. Background Nurses face high job demands that can have adverse health effects resulting in sickness absence. Design Prospective cohort study with 1‐year follow‐up. Methods Data for 2964 Norwegian nurses were collected in the period 2008–2010. At baseline, psychological job demands were measured with the Demand–Control–Support Questionnaire. Health‐related functioning was assessed by the Mental Composite Score and the Physical Composite Score of the SF ‐12 Health Survey (2nd version). Sickness absence (no = 0, yes = 1) was self‐reported at 1‐year follow‐up. Interaction and mediation analyses were conducted stratified by tenure (<1‐year, 1–2 years, 3–6 years, >6 years) as a registered nurse. Results A total of 2180 nurses (74%) with complete data were eligible for analysis. A significant three‐way interaction between job demands, control and support was found in newly licensed nurses (tenure <1‐year). Baseline psychological job demands were positively associated with sickness absence at 1‐year follow‐up. This association was substantially weakened when Mental Composite Score and Physical Composite Score were introduced as mediator variables, indicating a partial mediation effect that was particularly pronounced in newly licensed nurses. Psychological job demands did not modify the effect of health‐related functioning on sickness absence. Conclusion Both mental and physical health‐related functioning mediated between psychological job demands and sickness absence. Nurse managers should pay attention to health‐related functioning, because poor health‐related functioning may predict sickness absence, especially in newly licensed nurses.
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This research examines the construct validity of Schaufeli, Leiter, Maslach, and Jackson's (1996) general burnout measure, the Maslach Burnout Inventory-General Survey (MBI-GS). Whereas burnout is traditionally defined and measured in terms of a phenomenon occurring among workers who work with people, the MBI-GS is intended for use outside the human services. The authors first address the internal validity of the MBI-GS using data from two Dutch samples (179 software engineers and 284 university staff members). Confirmatory factor analysis revealed that the distinction among the three subscales of the MBI-GS was retained. To examine external validity, these subscales were then related to selected work characteristics. Based on conservation of resources theory, differential patterns of effects were predicted among the correlates and the three burnout subscales. Expectations were largely supported, suggesting that the meaning of the three subscales is quite different. These results largely replicate findings obtained in similar studies on the validity of the contactual version of the MBI. Keywords: BurnoutValidityCovariance Structure ModellingJob Characteristics
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