Negative work reflection,personal resources,and work engagement: the moderating role of perceived organizational support

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflection during off-job time should be indirectly related to reduced work engagement on the next workday through personal resources (i.e., vigour and self-efficacy) in the morning. In addition, we hypothesized that POS moderated the relationships between negative work reflection and personal resources and between personal resources and work engagement. In total, 100 employees completed one general survey and three daily surveys (in the morning, after work, and at bedtime) over five workdays. Results of multilevel path analyses showed that negative work reflection was neither directly associated with personal resources nor indirectly with work engagement via personal resources, although vigour and self-efficacy positively predicted increased work engagement. However, negative work reflection was negatively associated with self-efficacy when POS was low. POS did not predict work engagement, but moderated the relationships between personal resources and work engagement: Consistent with the resource substitution hypothesis, high levels of POS compensated for low levels of vigour and self-efficacy. Negative work reflection had a significant negative indirect effect on work engagement through self-efficacy only when POS was low.     

Vulnerability and Resilience within Military Families: Deployment Experiences,Reintegration, and Family Functioning

This study examined how family factors that diminish feelings of loss (frequent communication) and reflect system-level adaptation (effective household management) during deployment were associated with enhanced resilience and fewer vulnerabilities during reintegration and, ultimately, the promotion of family functioning following deployment. Multiple reporters from active duty (AD) military families (N?=?214 families; 642 individuals) were examined, including AD members, civilian spouses, and their adolescent offspring. Most service members were men and enlisted personnel (95.3% male; 87.9% enlisted). Most AD and civilian spouses were between the ages of 31 and 40 (68.2% and 72.4%, respectively). Adolescent gender was relatively equal between boys (46.3%) and girls (53.7%), and their average age was 13.58. A SEM assessed the influence of communication frequency (reported by both AD and civilian spouses) and household management during deployment (reported by civilian spouses) on subsequent family functioning (reported by AD spouse, civilian spouse, and adolescent). The mediating role of positive and negative aspects of post-deployment family reintegration (reported by AD spouse, civilian spouse, and adolescent) was also assessed, as indicators of family resilience and vulnerability. Communication during deployment and civilian spouses’ household management during deployment were associated with multiple family members’ reintegration experiences. In turn, reintegration experiences were linked to self-perceptions of subsequent family functioning and, in some cases, other family members’ perceptions of family functioning. Similarities and differences among family members are discussed. While deployment and reintegration create systemic family changes and challenges, results indicated opportunity for growth that can reinforce connections between family members.     

Profiles of adversity and resilience resources: A latent class analysis of two samples

Adversities refer to events that are characterized by perceived or actual threat to human functioning. Often considered deleterious for health and well-being, recent work supports an alternative picture of the effects of adversity on human functioning, such that a moderate amount of adversity – when compared with none or high levels – can be beneficial. We extend this body of work in the current study by considering the breadth or type of adversities experienced simultaneously (referred to as polyadversity), with a focus on individual profiles of lifetime adversities. Latent class analysis was employed to explore different configurations of lifetime adversity experiences in two independent samples and examine how these latent classes differed with regard to resilience resources (i.e., optimism, hope, self-efficacy, and bounce-back ability). University students (N = 348) and members from the broader community (N = 1,506) completed measures of lifetime adversity exposure and resilience resources. Three polyadversity classes were revealed in each sample, with both producing a high and a low polyadversity class. The third class differed between samples; in the student sample, this class represented experiences of vicarious adversity, whereas in the community sample, it represented moderate levels of exposure to adversity. Support for the adaptive nature of a moderate amount of adversity exposure was found in the community sample but not in the student sample. This study produces initial evidence of how lifetime adversity experiences group together and how class membership is related to resilience resources.     

社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Personality,social support and burnout among human service professionals in India

Recent research has investigated the relationship between personality and social support in predicting various forms of adjustment. This study explores this relationship in a sample of 137 human service professionals engaged in post‐degree clinical skills training at the Christian Counselling Centre in Vellore, India. The impact of certain forms of social support on burnout was examined, after controlling for the effect of the personality trait of anxiety. As hypothesized, perceived social support was negatively associated with burnout, even after controlling for the effects of anxiety. This pattern was strongest for the males in this sample. Emotional exhaustion and depersonalization were the components of burnout most strongly related to perceived support. The perception of support received from ‘work‐related’ and ‘other’ relationships made a stronger contribution than did ‘family’ or ‘social’ ties with respect to burnout. Implications for future cross‐cultural investigation of the relationships among personality, social support and adjustment are discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

The longitudinal impact of a job crafting intervention

This study examined the impact of a job crafting intervention based on job demands-resources (JD-R) theory. We hypothesized that the intervention would influence participants’ job crafting behaviours, as well as their job demands, job resources, and personal resources. In addition, we hypothesized a positive impact of the intervention on work engagement and self-rated job performance. The study used a quasi-experimental design with a control group. Teachers (N = 75) participated in the job crafting intervention on three occasions with 9 weeks in-between the first and second measurement, and 1 year in-between the second and third measurement. Results showed that the intervention had a significant impact on participants’ job crafting behaviours, both at time 2 and time 3. In addition, the results showed a significant increase of performance feedback, opportunities for professional development, self-efficacy, and job performance 1 year after the job crafting intervention. Participants’ levels of job demands, resilience, and work engagement did not change. We discuss the implications of these findings for JD-R theory and practice.     

Group identification and self-efficacy associated with quality of life in emergency medical services volunteers: A cross-sectional investigation

Volunteering in emergency medical services (EMS) plays a fundamental role in the improvement and maintenance of collective and community health. However, this work often requires rescuers to deal with very stressful situations with consequences in terms of decreased quality of life and psychological well-being. The aim of this work was to analyze the resources that can be positively associated with volunteers’ quality of life. In particular, based on social identity and social cure approaches, we tested the effect of self-efficacy and identification with a volunteer category on both positive and negative aspects of the volunteers’ professional quality of life. A self-report questionnaire was administered to 203 EMS volunteers (53.7% men) from a large nonprofit volunteer association. Results are mostly supportive of predictions from the social identity (and specifically the “social cure”) approach, and show that professional identification and self-efficacy were differently linked to the dimensions of the volunteers’ quality of life. More precisely, professional identification was negatively associated with burnout and positively associated with compassion satisfaction, and both effects were mediated by self-efficacy. On the contrary, self-efficacy and volunteer identification were not associated with secondary traumatic stress. Practical implications for volunteers’ wellbeing are discussed in the light of the policies of volunteer associations to improve collective resources.     

Hardiness Promotes Work Engagement,Prevents Burnout,and Moderates Their Relationship

We examined the relationships between hardiness, work engagement, and burnout. Participants were Belgian service members involved in the International Security and Assistance Force (ISAF) operation. They completed a questionnaire containing hardiness items from the revised Norwegian Hardiness Scale, items concerning vigor and dedication from the Utrecht Work Engagement Scale, and those tapping cynicism and emotional exhaustion from the Utrecht Burnout Scale. Results showed that hardiness was positively related to dedication and vigor, and negatively to cynicism and emotional exhaustion. Our results further suggest that work engagement and burnout are the opposite ends of a continuum. However, analyses concerning the moderation effect of hardiness suggest that individual differences could imply different processes in the relationship between work engagement and burnout.     

Does Family Life Help to be a Better Leader? A Closer Look at Crossover Processes From Leaders to Followers

Although research on family‐to‐work processes is accumulating, not many studies have looked at how the leader's family issues spillover to work and what the consequences are for their followers. We investigate whether leaders’ family‐to‐work conflict (FWC) and enrichment (FWE) influence first their own well‐being at work (i.e., job burnout and work engagement) and consequently the well‐being of their followers due to crossover processes. We test whether crossover is due to the transfer of emotions from the leader to followers (affective crossover) or due to diminished or enhanced support from the leader (behavioral crossover). Using a sample of 199 leaders and 456 followers, we found that leader FWC (Time 1) was positively related to leader feelings of burnout 4 weeks later (Time 2), consequently enhancing follower feelings of burnout 5 weeks after Time 1 (Time 3). Similarly, leader FWE had a positive relationship with follower engagement, through leader enhanced engagement. Our findings fully supported the affective crossover mechanism. In addition, leader burnout was negatively related to leader supportive behavior, indirectly increasing burnout among followers. Our results underscore that leaders’ family life matters at work, influencing not only their own well‐being but also how they motivate and support their followers.     

A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources

Drawing from conservation of resources theory, this study examines the curvilinear relationship between employees’ work engagement and their job performance; the authors also hypothesize that employees’ feedback-seeking behavior is a pertinent boundary condition that mitigates this curvilinear relationship. Personal resources likely mediate the work engagement–job performance relationship too. Data gathered from 190 employees and their supervisors in Ukraine (study 1) and from 171 employees and their supervisors in Pakistan (study 2) reveal that although work engagement enhances job performance, the effect occurs at a declining rate as work engagement increases. Feedback-seeking behavior moderates this curvilinear relationship, so the decline in the rate at which work engagement enhances job performance is mitigated by higher levels of feedback-seeking behavior. Furthermore, after controlling for the role of feedback-seeking behavior, the curvilinear effect of work engagement on job performance is mediated by personal resources (i.e., self-efficacy, optimism, and resilience). These findings have significant implications for research and practice.

     

Achievement strategies during university studies predict early career burnout and engagement

To examine whether individuals’ achievement strategies measured during university studies would have an impact on work burnout and work engagement measured 10, 14 and 17 years later, 292 university students completed the SAQ strategy questionnaire three times while at university, and the work burnout inventory three times and work engagement inventory twice during their early career. The results showed that optimism increased during university, while task-avoidance did not change. Moreover, high and increasing optimism during university predicted a high level of work engagement and low level of burnout 10, 14 and 17 years later. By contrast, a high level of task-avoidance during university predicted a low level of work engagement and high level of burnout during the early career.     

The role of personal resources in explaining well-being and performance: A study among young veterinary professionals

This study examines the role of three personal resources (i.e., proactive behaviour, reflective behaviour, and self-efficacy) in the Job Demands–Resources (JD-R) model in order to predict self and other ratings of performance. The sample consisted of 860 Dutch veterinary professionals and 170 colleagues. We hypothesized and found that work engagement mediates the relationship between job as well as personal resources and extrarole performance and the relationship between job resources and work engagement. Although hypothesized, we found no support for the mediating role of exhaustion in the relationship between job demands as well as personal resources and inrole performance. Moreover personal resources were directly related to in- and extrarole performance. In conclusion, the study expands the JD-R model by integrating personal resources at a behavioural level and performance measures in the model, and shows that personal resources have a mediating and initiating role in explaining work engagement and performance in young veterinary professionals.     

Momentary Work Happiness as a Function of Enduring Burnout and Work Engagement

The present study (N = 136) combined global measures with specific, experience-based measures to investigate how enduring job burnout and engagement influence the impact of daily work activities on momentary need satisfaction and happiness. We used the day reconstruction method (DRM) to ask employees from various occupations to reconstruct their working days. On the basis of employee work engagement and self-determination theories, we hypothesized that time spent on (a) core work tasks; (b) administrative work tasks; (c) client interactions; (d) interactions with colleagues; and (e) meetings would be negatively related to need satisfaction on the task level for employees high (vs. low) in enduring burnout; and positively related to need satisfaction on the task level for employees high (vs. low) in enduring work engagement. In addition, we predicted that psychological need satisfaction would mediate the relationships between time spent on work tasks and happiness during the tasks. The results of multilevel analyses largely supported these hypotheses. Our findings contribute to the literature by showing how those with high levels of burnout do not manage to satisfy their basic needs through their work, whereas those with high levels of work engagement satisfy their daily needs and stay happy.     

Strengths use and work engagement: a weekly diary study

The present study among 65 civil engineers investigates the impact of organizational support for strengths use on weekly work engagement and proactive behaviour. Positive psychology postulates that strengths use makes people feel authentic and efficacious. We argue that employees use these positive psychological states as resources that fuel work engagement and proactive work behaviour. Participants completed a general questionnaire regarding strengths use support, and a weekly quantitative diary questionnaire regarding their strengths use, self-efficacy, work engagement, and proactive behaviour over a period of five consecutive workweeks. In line with the hypotheses, the results of multilevel structural equation analyses showed that organizational strengths use support was positively related to weekly strengths use. Furthermore, the results indicated that weekly strengths use was positively related to weekly work engagement and proactive behaviour, through weekly self-efficacy (sequential mediation). Although strengths use support contributed indirectly to work engagement (mediated by strengths use and self-efficacy), there was no significant indirect relationship with proactive behaviour. Our study indicates that strengths use is associated with employees’ levels of self-efficacy, work engagement, and proactive behaviour and that organizations can help employees to use their strengths more often by giving them the opportunity to do what they are good at.     

Perceived organizational support‐burnout‐satisfaction relationship in workers with disabilities: The moderation of family support

Our study tests the perceived organizational support‐burnout‐satisfaction relationship based on stressor–strain–outcome model of stress (Koeske & Koeske, 1993 ) and on the conservation of resources theory (Hobfoll, 1989 ) in workers with disabilities employed in ordinary or competitive jobs (open labor market), analyzing the relationship between perceived organizational support, family support, job satisfaction and burnout. We use a sample of 246 workers with physical, motor, sensory and psychological disabilities working in ordinary jobs. To test our proposed model we used a regression‐based path analysis using PROCESS software, which is a computational tool for estimating and probing interactions and the conditional indirect effects of moderated mediation models. We find that the positive relationship between organizational support and job satisfaction was partially mediated by the levels of cynicism and the relationship between burnout and job satisfaction was moderated by family support. Employees with low support from family had identical job satisfaction with high burnout or low burnout, but employees with high support from family when they had high burnout had lower job satisfaction than when they had low burnout, indicating that the support outside work could have a negative effect in workers’ life. Practical implications and future research are discussed and proposed. 1 1 A previous version of the abstract has been published in the European Congress of Psychology‐2015‐Abstract Book.
     

The Job Demands–Resources model: An analysis of additive and joint effects of demands and resources

The present study investigated the additive, synergistic, and moderating effects of job demands and job resources on well-being (burnout and work engagement) and organizational outcomes, as specified by the Job Demands–Resources (JD-R) model. A survey was conducted among two Chinese samples: 625 blue collar workers and 761 health professionals. A series of multi-group structural equation modeling analyses supported the two processes proposed by the JD-R model: (1) the stress process that originates from job demands and leads, via burnout, to negative organizational outcomes (turnover intention and low organization commitment); and (2) the motivational process that originates from job resources and leads, via work engagement, to positive organizational outcomes. In contrast to moderating effects, synergistic effects of job demands and job resources on burnout and work engagement were found in both samples. However, after controlling for additive effects of job demands and job resources, these synergistic effects largely disappeared. In conclusion, the hypothesized additive effects of the JD-R model were found but the evidence for additional synergistic and moderating effects was weak.     

Family Members as Boundary Managers: Behaviors that Promote and Limit Service Members’ Involvement in Daily Family Life

When military service members deploy, they move outside the immediate boundary of their families. However, because boundaries are permeable, service members remain a psychological part of their families in spite of their physical absence. The extent of service members’ continued involvement in daily family life is likely tied to their non-deployed family members’ actions to manage this boundary. In the current study, we were interested in identifying non-deployed family members’ actions to either promote, or limit, service members’ involvement in daily family life during deployment. These actions by family members constitute boundary management behaviors. We collected qualitative data from a sample of Army reservists (N = 13) and their household family members (N = 15). Findings indicated that family members used a variety of boundary management behaviors during deployment, some of which promoted reservists’ involvement, and others which limited it. In addition, boundary management behaviors varied by who they targeted, their intentionality, and their implications for reservists’ well-being. Findings illustrate the value in equipping military families with language that enables them to communicate openly about the significance of their boundary management behavior over the course of deployment so that they may arrive at a balance between stretching and restricting boundaries that best suits their unique needs.     

Psychological Well-Being and Resilience as Predictors of First-Year Students' Academic Performance

This study investigated aspects of psychological well-being (burnout and engagement) and resilience as predictors of the academic performance of a group of first-year students at a higher education institution. Participants included 789 first-year students at a South African university (females = 43%, majority ethnicity Black African = 58%). They completed measures of burnout, engagement and resilience. Data were analysed using stepwise multiple regression to determine whether burnout, engagement and resilience were statistically significant predictors of first year students' academic performance. The results indicated that burnout (specifically Emotional Exhaustion and Cynicism) and resilience (specifically Religion) were statistically significant predictors of academic performance. Students with lower levels of cynicism, who are emotionally and cognitively more involved in their studies, seem to perform better. Surprisingly, students who reported being emotionally more exhausted performed well in their studies. Those students who seem to have strong spiritual/religious beliefs also fared better with regard to academic performance than those of lower religious faith. Strong spiritual/religious anchors and continuous cognitive and emotional involvement in academic work are valuable resources to students in their academic performance.     

This is funny: on the beneficial role of self-enhancing and affiliative humour in job design

Building on positive psychology, the present study aims to address the role of humour in the workplace, and particularly in job design, one of the crucial job aspects contributing to employee well-being. Specifically, we examine the main effects of self-enhancing and affiliative types of humour both on burnout and work engagement. Furthermore, we study whether these humour styles serve as personal resources, moderating the associations of job hindrances (i.e., role conflict), job challenges (i.e., workload) and job resources (i.e., social support) with burnout and work engagement, as outlined in the Job Demands-Resources model. Results in a large sample of Belgian employees ( N = 1200) showed that both types of humour related negatively to burnout and positively to work engagement. No interactions between humour and the job characteristics were found in the prediction of burnout. The significant interactions in predicting work engagement showed that self-enhancing and affiliative humour played a positive role, particularly when role conflict and social support were low. No interactions with workload were found. The discussion aims to shed light on the unexpected results and to further the study of the humour-health hypothesis.     

For Fun,Love, or Money: What Drives Workaholic,Engaged, and Burned‐Out Employees at Work?

Previous research has distinguished between two types of working hard: workaholism, a “bad” type of working hard, and work engagement, a “good” type of working hard. However, the motivations underlying workaholism and work engagement have not been examined extensively. Building on Deci and Ryan's Self‐Determination Theory, the present study examined the motivational correlates of workaholism, work engagement, and burnout (a possible consequence of working hard), using data from Chinese health care professionals (544 nurses and 216 physicians), and controlling for job demands and resources. As expected, structural equation modeling revealed that high levels of workaholism were associated with high levels of introjected regulation and identified regulation; that high levels of work engagement were mainly associated with high levels of intrinsic regulation; and that high levels of burnout were mainly associated with low levels of intrinsic regulation. Thus, different types of motivational regulation are associated with different types of job‐related well‐being.