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Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples ( k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources ( r = .45) and personal resources ( r = .48) was higher than for social resources ( r = .36) and for job resources ( r = .37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction ( r = .60) and commitment ( r = .63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.
It is generally assumed that a corporate purpose aiming to benefit all stakeholders has a positive effect on employee motivation and engagement, but no empirical studies into these specific effects were found. To examine this assumption, a corporate mission and vision matching the definition of a higher purpose were tested in two subsequent studies. The first study (N = 270) was a cross-sectional self-report study. The second study included a longitudinal design (N = 56) modeling purpose, motivation, and engagement in a cross-lagged panel design over three time-points. The results associated purpose with motivation and engagement. The subsequent longitudinal analysis confirmed the presumed directionality from purpose to engagement, but not to motivation. Hence, while a corporate purpose can be added to the list of antecedents to work engagement, the relationship with motivation, despite the significant association with purpose in the cross-sectional study, remains more complicated. The present study adds to the knowledge of the beneficial effects of a broader purpose and responds to the current surge of interest in purpose as an instrument for sustainable business.
Flow experience is a state of mind in which one is totally absorbed in a task. This study explored the daily flow patterns related to working and non-working tasks among healthy and non-healthy (burned-out) individuals using the Experience Sampling Method. Previously the flow experience has been measured in terms of high challenges and high skills. The main aim of this study was to explore flow throughout the day using an operationalization that focused on the flow experience itself, as indicated by enjoyment and absorption. Forty healthy participants and 60 burned-out individuals kept an electronic diary on activities (work/non-work), and levels of flow (enjoyment and absorption) for 14 days. Entries were prompted by a signal on average five times a day, thus rendering 5455 entries. A curvilinear daily flow pattern was observed, with lower levels of flow during working hours. Differences were found between the components of flow: enjoyment was higher during non-working tasks, whereas absorption was higher when working. There were no differences in flow patterns between the healthy and burned-out group although the actual levels differed, with the former experiencing more flow than the latter. The results confirm the validity of this means of measuring flow, using enjoyment and absorption as indicators.
This study evaluated a 5-week, group-based burnout intervention program among direct-care professionals working with mentally disabled individuals. Equity theory was used as the theoretical framework. The main objective of the program was to reduce perceptions of inequity in the relationship with the organization and with the recipients of care by increasing the fit between the professional's goals and expectations and the actual work situation. One experimental group and 2 control groups participated. All 3 groups filled out 3 questionnaires: before the program started, 6 months later, and 1 year later. Individual absenteeism rates were assessed for 1 year before and after the program. Results showed that in the experimental group burnout, absence, and deprived feelings diminished compared with the control groups. The most profound effects were among participants who could draw on social resources to benefit from the intervention.
No abstract is provided for this article.
The aim of this study was to verify psychometric properties of the Polish version of the Job-related Affective Well-being Scale (JAWS). Specifically, theoretical 4-factor structure (based on the dimensions of pleasure and arousal) and reliability of the original - 20-item JAWS (van Katwyk et al., 2000) and the shortened - 12-item (Schaufeli and Van Rhenen, 2006) versions were tested.Two independent samples were analyzed (police officers, N = 395, and police recruits, N = 202). The Polish version of the original, 20-item, JAWS was used to measure job-related affective states across the past month (van Katwyk et al., 2000). This version of JAWS includes 2 dimensions: valence and arousal, which allow to assess 4 categories of emotions: low-arousal positive emotions, high-arousal positive emotions, low-arousal negative emotions and high-arousal negative emotions.The results of multidimensional scaling analysis showed that the theoretical circumplex model of emotions underlining JAWS was satisfactorily reproduced. Also the hypothesized 4-factor structure of the Polish version of JAWS was confirmed. The 12-item version had better fit with the data than the original, 20-item, version, but the best fit was obtained for the even shorter, 8-item version. This version emerged from a multidimensional scaling of the 12-item version. Reliabilities of the 20- and 12-item versions were good, with lower values for the 8-item JAWS version.The findings confirmed satisfactory psychometric properties of both Polish versions of the Job-related Affective Well-being Scale. Thus, when both psychometric properties and relevance for cross-cultural comparisons are considered, the 12-item JAWS is recommended as a version of choice.
The intestinal epithelium is the most rapidly self‐renewing tissue in adult mammals. We originally defined Lgr5 as a Wnt target gene, transcribed in colon cancer cells. Two knock‐in alleles revealed exclusive expression of Lgr5 in cycling, columnar cells at the crypt base. Using lineage tracing experiments in adult mice, we found that these Lgr5+ve crypt base columnar cells (CBC) generated all epithelial lineages throughout life, implying that they represent the stem cell of the small intestine and colon. Lgr5 was subsequently found to represent an exquisitely specific and almost ‘generic’ marker for stem cells, including in hair follicles, kidney, liver, mammary gland, inner ear tongue and stomach epithelium. Single sorted Lgr5+ve stem cells can initiate ever‐expanding crypt‐villus organoids, or so called ‘mini‐guts’ in 3D culture. The technology is based on the observation that Lgr5 is the receptor for a potent stem cell growth factor, R‐spondin. Similar 3D cultures systems have been developed for the Lgr5+ve stem cells of human stomach, liver, pancreas, prostate and kidney. Using CRISPR/Cas9 technology, genes can be efficiently modified in organoids of various origins.
