CAGE peak based table with annotated peaks for mouse samples
Construct proliferation in the leadership field raises questions concerning parsimony and whether we should focus on joint mechanisms of leadership styles, rather than the differences between them. In this theoretical research article, we propose that positive leadership styles translate into similar leader behaviors on the work floor that influence employee work engagement through a number of shared pathways. We take a deductive approach and review several established theories as well as relevant up-to-date empirical work from a bird’s-eye view to generate a general framework. We introduce a model with three processes (one direct process and two indirect processes) and five pathways (practical, motivational, affective, cognitive, and behavioral). With regard to the indirect processes, we propose that work characteristics (material pathway) and psychological need satisfaction (intrapersonal motivational pathway) mediate the relationship between positive leadership styles and engagement. Regarding the direct interpersonal process, we propose that leaders directly influence employee engagement through three pathways: emotional contagion (affective interpersonal pathway), social exchange (cognitive interpersonal pathway), and role modeling (behavioral interpersonal pathway). Our parsimonious research model furthers the integration of different theoretical viewpoints as well as underscores joint mechanisms with regard to the effect of positive leadership styles. Practically speaking, this article also provides insight into which processes leaders can work on to stimulate employee work engagement through progressive policies and work practices.
Burnout is a common metaphor for a state of extreme psychophysical exhaustion, usually work-related. This book provides an overview of the burnout syndrome from its earliest recorded occurrences to current empirical studies. It reviews perceptions that burnout is particularly prevalent among certain professional groups - police officers, social workers, teachers, financial traders - and introduces individual inter- personal, workload, occupational, organizational, social and cultural factors. Burnout deals with occurrence, measurement, assessment as well as intervention and treatment programmes. This textbook should prove useful to occupational and organizational health and safety researchers and practitioners around the world. It should also be a valuable resource for human resources professional and related management professionals.
This study examined the relations among inequity, psychological wellbeing and organizational commitment among a longitudinal sample of 920 Dutch teachers. Equity theory provided hypotheses on the mutual effects of inequity experienced in interpersonal and organizational exchange relationships on the one hand, and strain and psychological withdrawal on the other. Further, we expected that distincing oneself from an inequitable exchange relationship would lead to a more equitable balance between investments in and benefits gained from the corresponding exchange relationships. Covariance structure modelling supported the distinction among three types of exchange relationships, as well as the distinction between different sets of outcome variables associated with these relationships. Inequity was related to the expected negative work outcomes within but not across time points. Withdrawal from an inequitable relationship seemed to increase, rather than to decrease the inequity of particular exchange relationships.
This study among 477 employees working in the call centre of a Dutch telecom company (response 88%) examined the predictive validity of the job demands – resources (JD – R) model for self-reported absenteeism and turnover intentions. The central hypothesis was that job demands would be the most important predictors of absenteeism, through their relationship with health problems (i.e., exhaustion and Repetitive Strain Injury—RSI), whereas job resources would be the most important predictors of turnover intentions, through their relationship with involvement (i.e., organizational commitment and dedication). Results of a series of SEM analyses largely supported these dual processes. In the first energy-driven process, job demands (i.e., work pressure, computer problems, emotional demands, and changes in tasks) were the most important predictors of health problems, which, in turn, were related to sickness absence (duration and long-term absence). In the second motivation-driven process, job resources (i.e., social support, supervisory coaching, performance feedback and time control) were the only predictors of involvement, which, in turn, was related to turnover intentions. Additionally, job resources had a weak negative relationship with health problems, and health problems positively influenced turnover intentions. The application of the JD – R model as a human resource management tool in call centres as well as in other organizations is discussed.
Samenvatting Dit artikel geeft een overzicht van de stand van zaken in het onderzoek naar burnout. Burnout is een syndroom van extreme vermoeidheid (uitputting), afstand nemen van het werk (distantie) en weinig vertrouwen in het eigen kunnen (verminderde competentie), waarbij de oorzaken voor deze aspecten gelegen zijn in hetzij de werksfeer, hetzij de manier waarop werknemers omgaan met stresserende aspecten in hun werk. Als werkgerelateerd fenomeen onderscheidt burnout zich van vergelijkbare psychische problematiek als depressie en overspanning. Ook blijken burnout en bevlogenheid verschillende begrippen.Burnout kan worden vastgesteld door werkenden naar hun persoonlijke en subjectieve beleving van hun gezondheid te vragen. Objectieve manieren om burnout vast te stellen – bijvoorbeeld via psychofysiologische maten – zijn tot nu toe niet bruikbaar gebleken. De nadruk op burnout als werkgerelateerd fenomeen wordt ook duidelijk uit de theoretische perspectieven op oorzaken van burnout. Enerzijds kunnen persoonlijkheidskenmerken als neuroticisme en (over-)commitment een rol spelen, maar anderzijds ligt er een sterke nadruk op factoren in de werksfeer. Burnout heeft gevolgen voor zowel de organisatie als individuele werknemers; burnout is gerelateerd aan een hoger ziekteverzuim, een grotere kans op arbeidsongeschiktheid, en een lagere werkprestatie. Zowel persoons- als organisatiegerichte interventies kunnen een gunstig effect hebben op burnout.
No abstract is provided for this article.
The importance of reliable and valid instruments to measure burnout is evident not only for the purpose of empirical research but ultimately for individual assessment. This chapter presents a comprehensive overview of measures that have been employed to assess burnout. Several psychometric criteria are used for assessing the various measures, such as inter-item reliability, test-retest consistency, and complexity of the factor structure. Self-report burnout measures can be distinguished according to the amount of psychometric research on which they are based. Two self-report instruments have been intensively studied psychometrically: Burnout Measure (BM) and Maslach Burnout Inventory (MBI). The psychometric qualities of the MBI are encouraging but not completely beyond question. In particular, its discriminant validity is rather poor. In most self-report inventories the individual's depletion of emotional resources is included in one way or another. The chapter also discusses the directions for future research.
No abstract is provided for this article.
No abstract is provided for this article.
Purpose This study aims to investigate school principals' well‐being by using the job demands‐resources (JD‐R) model as a theoretical framework. It aims at making a significant contribution to the development of this model by considering not only job demands and job resources, but also the role of personal resources and personal demands as predictors of work engagement and burnout. In particular, it was hypothesised that job demands may mediate the relationship between workaholism and burnout, whereas job resources may mediate the relationship between self‐efficacy and work engagement and burnout. Design/methodology/approach A survey study was conducted. In total, 224 school principals (67 percent women) during training activities completed a questionnaire. Findings The results of SEM analyses largely supported the hypotheses by showing that personal variables operate as initiators of health impairment and motivational processes. Research limitations/implications The study lends support to the literature on individual resources that underlines the role that personal resources play in work engagement and burnout. It contributes to the JD‐R model by highlighting the role of personal demands (i.e. workaholism), which has an effect on the development of burnout in school principals. Practical implications The implications of these findings for interventions aimed at the promotion of school principals' well‐being are discussed. Originality/value This study advances the understanding of the role played by personal resources and personal demands in the job demands‐resources model. The value added is represented by the study of workaholism as personal demand, which in turn influences job demands and also the health impairment it triggers.
