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No abstract is provided for this article.
Building upon the Conservation of Resources (COR) theory, this longitudinal study examined whether job crafting behaviors (i.e. increasing structural and social job resources and increasing challenges) predict less job boredom and more work engagement. We also tested the reverse causation effects of job boredom and work engagement on job crafting and the dynamics between the three job crafting behaviors over time. We employed a two-wave, three-year panel design and included 1630 highly educated Finnish employees from a broad spectrum of occupations in various organizations. Our results indicated that seeking challenges in particular negatively predicted job boredom and positively predicted work engagement. Seeking challenges fueled other job crafting behaviors, which, in their turn, predicted seeking more challenges over time, thus supporting the accumulation of resources. Job boredom negatively predicted increasing structural resources, whereas work engagement positively predicted increasing both structural and social resources. These findings suggest that seeking challenges at work enhances employee work engagement, prevents job boredom, and generates other job crafting behaviors. Conversely, job boredom seems to impede job crafting.
De weerbaarheid van de politie staat onder druk, de negatieve aspecten van politiewerk blijven helaas niet zonder gevolgen en leiden bij een deel van het politiepersoneel tot psychische klachten. De Minister van Veiligheid en Justitie vindt deze situatie zorgwekkend en heeft meerdere maatregelen aangekondigd om te zorgen dat politiepersoneel met gezag en zelfvertrouwen kan blijven optreden (Tweede Kamerstukken 29628 nrs. 238, 262 en 276). Een belangrijk deel van deze maatregelen zijn verenigd en beschreven in het programma ‘Versterking professionele weerbaarheid’. Om de maatregelen uit het programma in te vullen, te toetsen en eventueel bij te stellen is inzicht gewenst in de staat van de psychosociale gezondheid van politiepersoneel. Dit onderzoek heeft twee doelstellingen:Het verkrijgen van kennis over de staat van de psychosociale gezondheid van politieambtenaren.Het verkrijgen van kennis over welke aspecten de psychosociale gezondheid van politieambtenaren in positieve of negatieve zin beinvloeden.
In our response to the lead article (Bakker, Leiter, & Albrecht, 2011 this issue), we focus on five conceptual issues in order to better catch the slippery concept of work engagement: (1) “What's in the name” of engagement? (2)What is its relationship with burnout? (3) How to differentiate work engagement from task engagement? (4) How to distinguish between collective and individual work engagement? (5) What are the dark sides of work engagement? In doing so, we hope to contribute to a better conceptualization of work engagement and to a more fruitful future research agenda.
No abstract is provided for this article.
No abstract is provided for this article.
No abstract is provided for this article.
Additional file 3.
No abstract is provided for this article.
Two studies tested the hypothesis that burnout may cross over from one person to another. In Study 1, teachers were randomly exposed to a bogus newspaper article in which a colleague expressed himself negatively about his work (burnout condition), or about a topic unrelated to work (control condition). The results showed that participants' burnout (exhaustion and depersonalization) was higher in the burnout condition compared to the control condition. In Study 2, soldiers were randomly exposed to a videotape of a burned-out or an engaged colleague who was either similar in profession and status (soldier), or who had a considerably higher status (squadron leader). The results were partly consistent with those of Study 1, and confirmed the crossover of burnout (cynicism and reduced professional efficacy). In line with predictions, a significant interaction effect for cynicism revealed that the crossover of burnout is moderated by similarity with the stimulus person.
