Publications

This study evaluated the effectiveness of a large-scale job stress reduction program implemented in the Dutch domiciliary care sector.The employees of 81 organizations were interviewed twice (only nurses in executive jobs; total sample size exceeded 26,000).Organizations that implemented many interventions were expected to be more successful in reducing job stress than were other organizations.It was found that (a) levels of job stress decreased during the observed interval; (b) organizations with many suboptimal scores on selected work characteristics took, on average, more measures to reduce job stress than others; (c) organizations usually implemented a wide variety of measures; and (d) work-directed (but not other) interventions were linked to job stress reduction.The effects of these interventions, however, were weak.

No abstract is provided for this article.

This multi-wave, multi-source study focuses on the benefits of work engagement for employee adaptation to organizational change. The change entailed the implementation of a flexible office design in an engineering firm, which caused radical change for employees. Building on conservation of resources (COR) theory and change transition models, we predict that work engagement trajectories during change are crucial for successful adaptation. The hypothesized process was that initial employee meaning-making will facilitate work engagement, which, in turn, predicts supervisor-rated adaptive performance (i.e. adaptive work-role performance and extra-role performance) via attitude-to-change. Attitude-to-change was modeled as reciprocally related to work engagement at different points in time. Weekly questionnaires were completed by 71 employees during the first five weeks of the change (296 observations). Latent growth trajectories using weekly engagement measures showed no overall growth, but did show significant variance around the slope of work engagement. Meaning-making and attitude-to-change at the onset were positively related to initial levels, but not to growth of work engagement. Meaning-making was indirectly related to short-term attitude-to-change via work engagement. Short-term attitude-to-change was predictive of supervisor-rated adaptive performance and long-term attitude-to-change. Finally, work engagement (slope) predicted long-term attitude-to-change and supervisor-rated extra-role performance via short-term attitude-to-change. Taken together, the study contributes to knowledge about micro-level transition processes of employee adaptation and the benefits of work engagement during change.

Interest in job crafting as a means to create more work meaning has led to the development of multi-perspective conceptualizations of job crafting. Although useful comprehensive portraits of complex job crafting activities have emerged, these synthetic conceptualizations tend to overlap, and even inconsistent with each other. This study aimed to clarify these blurred conceptualizations by examining the component and incremental validity of five distinct job crafting measures and their theoretical propositions in predicting work engagement and innovation behaviour.A cross-sectional sample of 162 health professionals and a two-wave longitudinal sample of 130 R&D employees were used. Results revealed that approach crafting is mainly composed of approach-promoting behaviour and active coping behaviour. In predicting work engagement and innovation behaviour, active coping behaviour was distinguished from withdrawal behaviour; role identities crafting was less strongly associated with these outcomes than job characteristics; cognitive crafting accounted for small increments in the variance beyond behaviour crafting. Apparently, crafting essentially comprises behaviour with a positive attitude. Withdrawal behaviour should be removed from crafting concept because its maladaptive perspective is negative. Job crafting measures which promote situational characteristics with personal meaningfulness, as well as precise descriptions of behaviour crafting and cognitive crafting, are recommended.

Over the course of more than 500 million years, the kidneys have undergone a remarkable evolution from primitive nephric tubes to intricate filtration-reabsorption systems that maintain homeostasis and remove metabolic end products from the body. The evolutionarily conserved solute carriers organic cation transporter 2 (OCT2) and organic anion transporters 1 and 3 (OAT1/3) coordinate the active secretion of a broad range of endogenous and exogenous substances, many of which accumulate in the blood of patients with kidney failure despite dialysis. Harnessing OCT2 and OAT1/3 through functional preservation or regeneration could alleviate the progression of kidney disease. Additionally, it would improve current in vitro test models that lose their expression in culture. With this review, we explore OCT2 and OAT1/3 regulation from different perspectives: phylogenetic, ontogenetic, and cell dynamic. Our aim is to identify possible molecular targets both to help prevent or compensate for the loss of transport activity in patients with kidney disease and to enable endogenous OCT2 and OAT1/3 induction in vitro in order to develop better models for drug development.

Background Work-related stress and burnout have become major occupational health concerns. Dysregulation of HPA axis is considered one of the central mechanisms and is potentially moderated through epigenetics. In the present study, we aim to investigate epigenetic regulation of the HPA axis in burnout, by focusing on salivary cortisol and cortisone and DNA methylation of the glucocorticoid receptor gene (NR3C1) and the serotonin transporter gene (SLC6A4). Methods We conducted a cross-sectional study with 59 subjects with burnout and 70 healthy controls recruited from the general population. All participants underwent a clinical interview and psychological assessment. Saliva samples were collected at 0, 30 and 60 min after awakening and were used to quantify cortisol and cortisone. Pyrosequencing was performed on whole blood-derived DNA to assess DNA methylation. Results There were no between-group differences in cortisol levels, whereas burnout participants had higher levels of cortisone. Job stress was associated with increased cortisol and cortisone. We observed both increased and decreased NR3C1 and SLC6A4 methylation in the burnout group compared to the control group. Some of these methylation changes correlated with burnout symptoms dimensionally. Increased methylation in a specific CpG in the SLC6A4 promoter region moderated the association between job stress and burnout. DNA methylation in this CpG was also associated with increased cortisol. In addition, average methylation of NR3C1 was negatively associated with cortisone levels. Limitations This is a cross-sectional study and therefore no conclusions on causality could be made. Conclusions We provide first evidence of changes in DNA methylation of NR3C1 and SLC6A4 in burnout, which were further associated with cortisol and cortisone. Further, increased cortisol and cortisone seemed to reflect job stress rather than burnout itself.