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Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.
Employing a daily event-recording method the present study focuses on the nature of stressful events of secretaries, their outcomes and the intervening cognitive appraisal process. With regard to the latter, five factors were selected that may constitute the cognitive appraisal of a stressful event: controllability, uncertainty, threat to self-esteem, predictability and frequency of occurrence. With regard to the outcomes of stressful events, it was assumed that more consistent results may emerge from investigating the relationship between an individual's evaluation of the degree of "significance" of stressful events on the one hand, and strains such as negative affect on the other hand. Results showed that self-reported stressful events could be categorized as (a) interpersonal frustration (b) overload (c) hectic work environment and (d) problems with the organization. Interpersonal frustration appeared to be one of the most "significant" stressors and overload was the least "significant" stressor for secretaries. The degree of controllability over an event appeared to be the most prominent dimension of cognitive appraisal. In the discussion attention is being paid to the merits of daily event-recording methods. Key Words: Stressful eventworkcognitive appraisaldaily event-recording methodsecretaries
Is work engagement a redundant concept that can be reduced to mere burnout, or is it an independent, 'real' construct in its own right?This is the key question that this special issue about burnout and work engagement sought to answer.Based on psychometric, theoretical, nomological, and longitudinal evidence that is presented in the previous five contributions the answer to this question seems clear.We agree with Leiter and Maslach who conclude: "Perhaps the best way to characterize all of these results is to say that work engagement appears to be both "real and redundant."It is negatively related to burnout (and thus is somewhat redundant), but it also has some unique other relationships (and thus is real).It is neither completely opposite, nor completely independent.