From mental strain to burnout

This study examines the relationships between burnout and short-term consequences of mental strain within and outside human services professions, at the same time contributing to the understanding of the development of burnout as a long-term effect of impairing work and job design. A total of 294 German employees working in human services (N=149) and industrial production (N=145) completed the Oldenburg Burnout Inventory (OLBI) and four scales measuring short-term consequences of mental strain. Results of factor analyses confirmed that the elements of the OLBI's two-factor structure-exhaustion and disengagement-are distinct from a range of impairing short-term consequences of mental strain. In addition, structural equation modelling showed that each burnout dimension is differentially related to specific short-term consequences of strain: Exhaustion is primarily related to mental fatigue, whereas disengagement is primarily related to satiation and the experience of monotony. The findings did not differ substantially for the two occupational groups. Burnout, as a long-term consequence of impairing mental strain, is distinct from and presumably temporally-causally related to specific impairing short-term consequences of mental strain, which, in turn, can be attributed to inadequate job design.     

Illusory Superiority in Self-Reported Memory of Older Adults

Older adults (N = 117, 46-89 years) compared their memory to that of age peers, 25-year-old young adults, and their own performance at the age of 25. In line with social comparison theory, most participants were very positive about their memory when age peers and young adults were the points of reference. When participants compared their present to their past memory, however, they reported decline. Surprisingly, only about half of the participants expected future memory decline. Contrary to prevailing stereotypes, all types of memory judgments were only weakly related to age. When using self-reports in research and in clinic it is important to remember that subjective judgments are useless unless participants are given a specific standard against which to evaluate their own functioning.     

New Spirituality and Social Engagement

New spirituality has often been accused of being egocentric and thus lacking incentives for social engagement. The discussion on this subject is tangled because authors differ in specifying who they are writing about and what the criticism is. After seeking an adequate demarcation of the target group (people involved in new spirituality), we established a concept of social engagement that distinguishes between behavior that is and that is not driven by egocentric motivation. Using measures based on this conceptual model, we surveyed a representative sample of the Dutch population. We found that on most measures people involved in new spirituality are less socially engaged than affiliated or traditionally religious people but more engaged than “secular” people. However, they are more committed to organizations for environmental protection, peace, or animal rights than others. Overall, demographic factors—especially education, age, and gender—are stronger predictors for social engagement than religious and spiritual beliefs, experiences, or practices. The most important spirituality variable that predicts some social engagement measures is connectedness with self, others, and nature.     

Is family-to-work interference related to co-workers' work outcomes?

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and negative work attitudes. Using a sample of 1430 co-worker dyads, we found that the employee's FWI had a positive relationship with the co-worker's sickness absence through the crossover of feelings of burnout. Similarly, employee FWI was positively related to co-worker turnover intention through the crossover of (reduced) work engagement. The results show that family matters at work, affecting not only employee but also co-worker work outcomes.     

Let it be: Accepting negative emotional experiences predicts decreased negative affect and depressive symptoms

The present studies examined whether a tendency to accept negative emotional experiences buffers individuals from experiencing elevated negative affect during negative emotional situations (Study 1) and from developing depressive symptoms in the face of life stress (Study 2). Both studies examined female samples. This research expands on existing acceptance research in four ways. First, it examined whether acceptance has beneficial correlates when it matters most: in emotionally taxing (versus more neutral) contexts. Second, in Study 2 a prospective design was used in which acceptance was measured before stress was encountered and before outcomes were measured. Third, depressive symptoms (rather than general functioning or trauma symptoms) were examined as a particularly relevant outcome in the context of stress. Fourth, to enhance generalizability, a community sample (versus undergraduates or a purely clinical sample) was recruited. Results indicated that acceptance was correlated with decreased negative affect during a negative emotion induction but not an affectively neutral condition (Study 1). In Study 2, acceptance interacted with life stress such that acceptance predicted lower levels of depressive symptoms after higher, but not lower, life stress. These results suggest that accepting negative experiences may protect individuals from experiencing negative affect and from developing depressive symptoms.     

Job crafting and extra-role behavior: The role of work engagement and flourishing

This study investigates whether crafting of job demands and resources relates positively to extra-role behavior (i.e. contextual performance and creativity) through work engagement and flourishing. We collected data from 294 employees and their supervisors regarding employees' contextual performance and creativity. Results show that seeking resources had a positive indirect relationship with contextual performance through work engagement, and with creativity through work engagement and flourishing. Reducing demands had negative indirect relationships with both contextual performance and creativity through work engagement. We conclude that particularly seeking resources has important implications for extra-role behavior and discuss the practical implications of these findings.     

How contact shapes implicit and explicit preferences: attitudes toward Roma children in inclusive and non‐inclusive environment

In two studies, the authors examined the effects of intergroup contact in inclusive and non‐inclusive environments on children's explicit and implicit prejudices. In both studies, supervised contact with Roma peers, instructed by inclusive program, led to a more positive explicit evaluation of Roma and less social distance, while it had no significant impact on implicit attitudes. In contrast, implicit attitudes were related to mere exposure to Roma (Study 2). Intergroup anxiety and self‐disclosure mediated the effect of inclusiveness level on explicit, but not on implicit attitudes. The results indicate that two types of attitudes might be formed via different routes, and that mere exposure and supervised contact influence them differently. This information could help tailor future prejudice reduction programs.     

Crossover of job demands and emotional exhaustion within teams: a longitudinal multilevel study

This study investigated the crossover of job demands and emotional exhaustion among team members and the moderating effect of cohesiveness and social support on this process. Participants were 310 employees of an employment agency in the Netherlands, working in one of 100 teams. Multilevel analysis using a longitudinal design did not reveal a main effect of crossover. However, consistent with the study's hypotheses, the results showed a moderating effect of team cohesiveness and social support. We detected crossover of job demands and emotional exhaustion across time from the group to individual team members only in teams characterized by high levels of cohesiveness and social support. Teams characterized by low levels of cohesiveness and social support showed no crossover of job demands and exhaustion. The findings demonstrate that team-level moderators play an important role in crossover processes. Moreover, social support and cohesiveness may not always be positive.