In this article, causal relations among three dimensions of burnout, as measured by the Maslach Burnout Inventory, were examined. Three causal models were examined using data from five earlier published longitudinal studies. Models were fitted using structural equation modelling (SEM) with multi-group analysis. In the best fitting model, personal accomplishment synchronously influenced depersonalization and depersonalization on its turn synchronously influenced emotional exhaustion. Practical implications of this model for the prevention of burnout were suggested.
No abstract is provided for this article.
The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self‐management and well‐being of young employees. In a quasi‐randomized control trial, the effects of the program were tested in a homogeneous sample of young employees with intermediate vocational education ( N intervention = 112, N non‐intervention = 61) and in a heterogeneous sample of employees from a special reintegration program ( N intervention = 71, N non‐intervention = 41). Our results support the effectiveness of the intervention: participants of the CareerSKILLS program, versus a control group, showed increases in six career competencies (reflection of motivation, reflection on qualities, networking, self‐profiling, work exploration, and career control), self‐efficacy, resilience against setbacks, career‐related behaviors, perceived employability, and work engagement. These results provide empirical support for the effectiveness of the CareerSKILLS program. Theoretical and practical implications are discussed. © 2014 Wiley Periodicals, Inc.
No abstract is provided for this article.
No abstract is provided for this article.
This article contributes to the ongoing debate about whether or not lack of efficacy constitutes the “third dimension” of burnout. This debate is obscured by the fact that lack of efficacy is measured by positively framed efficacy items that are reversed in order to be indicative of burnout. Instead, this study includes an in efficacy scale that consists of negatively worded items that are not reversed. In two samples of university students from Spain ( n = 193) and The Netherlands ( n = 235), the factor structure of the traditional Maslach Burnout Inventory‐Student Survey (MBI‐SS), that includes an “efficacy” scale, is assessed and compared with that of academic burnout that includes an “inefficacy” scale instead. Confirmatory factor analyses in both samples showed a slightly better fit of the latter. Furthermore, results were remarkably similar across samples, which illustrates the robustness of our findings. It is concluded that in future research, instead of efficacy, an inefficacy scale should be used to assess burnout. Cet article contribue à savoir si le manque d’efficacité est ou n’est pas la troisième dimension constitutive du burnout. Au lieu de mesurer le manque d’efficacité au moyen d’items efficacité construits positivement et qui sont inversés pour être des indicateurs du burnout, cette étude introduit une échelle d’inefficacité composée d’items formulés négativement et qui n’ont donc pas àêtre inversés. Deux échantillons d’étudiants espagnols ( n = 193) et néerlandais ( n = 235) ont répondu au traditionnel Maslach Burnout Inventory‐Student Survey (MBI‐SS) qui comprend une échelle d’efficacité. La structure factorielle qui s’en dégage a été comparée à celle qui inclut une échelle d’inefficacité. Comme attendu, les analyses factorielles sur les deux échantillons montrent une légère supériorité de la seconde. En outre, les résultats des deux échantillons sont particulièrement proches ce qui illustre la robustesse de nos résultats. En conclusion, on peut dire que dans les recherches futures, plutôt qu’une échelle d’efficacité pour mesurer le burnout, on pourrait lui préférer une échelle d’inefficacité.
Organoids are microscopic self-organizing, three-dimensional structures that are grown from stem cells in vitro. They recapitulate many structural and functional aspects of their in vivo counterpart organs. This versatile technology has led to the development of many novel human cancer models. It is now possible to create indefinitely expanding organoids starting from tumor tissue of individuals suffering from a range of carcinomas. Alternatively, CRISPR-based gene modification allows the engineering of organoid models of cancer through the introduction of any combination of cancer gene alterations to normal organoids. When combined with immune cells and fibroblasts, tumor organoids become models for the cancer microenvironment enabling immune-oncology applications. Emerging evidence indicates that organoids can be used to accurately predict drug responses in a personalized treatment setting. Here, we review the current state and future prospects of the rapidly evolving tumor organoid field.
This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. Research on engagement has investigated how engagement differs from related concepts (e.g., workaholism, organizational commitment), and has focused on the most important predictors of work engagement. These studies have revealed that engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem). Moreover, the first studies have shown that work engagement is predictive of job performance and client satisfaction. The paper closes with an account of what we do not know about work engagement, and offers a brief research agenda for future work.
