Key questions regarding work engagement

This article discusses the concept of work engagement and summarizes research on its most important antecedents. The authors formulate 10 key questions and shape a research agenda for engagement. In addition to the conceptual development and measurement of enduring work engagement, the authors discuss the importance of state work engagement. Further, they argue that the social context is crucial and may set the stage for a climate for engagement with an important role for management. Engaged employees conserve their own engagement through a process of job crafting. After discussing possible dark sides of engagement and the relationship between engagement and health, the article closes with a discussion of organizational interventions to increase work engagement.     

Standard profile for the evaluation of working women's vulnerability to sexual harassment

The aim of the present study was to investigate relationships between Effort-Reward Imbalance (ERI) and employee adverse health (i.e., psychosomatic complaints, physical symptoms, and exhaustion). The Effort-Reward Imbalance Model was extended by discriminating three specific rewards separately (i.e., salary, esteem, and job security). A sample of 167 health-care workers was used to test the relationship between ERI (i.e., high effort accompanied with low reward) and employee adverse health with multiple univariate logistic regression analyses. Separate analyses were carried out with a composite reward scale and with each of the three specific reward scales as independent variables. The results indicate that the health outcomes of ERI vary depending on the specific reward that was used. Generally, the most adverse health effects were found for employees who reported both high efforts and low rewards, thus supporting the ERI Model. Moreover, the strongest effects of ERI on employee health were found when esteem was used as a reward indicator. Job security also appeared to be an important reward in this respect, whereas salary did not have strong effects as a result of ERI. Although the ERI Model was merely supported by the results, current findings also indicate it is important to separate different kinds of rewards, especially in health-care work in order to capture the complexity of working with clients as well.     

Switching on and off … : Does smartphone use obstruct the possibility to engage in recovery activities?

This study examines the impact of work-related smartphone use on daily recovery from work-related efforts. The literature shows that work–home interference (WHI) is an important inhibitor of the recovery process. We propose that the extensive use of smartphones with its implicit request of 24/7 availability inhibits the process of engaging in activities that are required for daily recovery. A total of 80 employees (40 smartphone users, 40 controls) completed a 6-day diary questionnaire over a time period of 2 weeks. Contrary to our hypothesis, smartphone users did not experience more overall WHI than nonusers. Furthermore, four activities aimed at recovery were examined. We predicted that daily WHI would increase employees’ engagement in recovery activities, but only if they did not use a smartphone. Results showed that, for the control group, WHI was positively related to psychological detachment, relaxation, mastery, and control activities, whereas smartphone users facing high WHI did not succeed in engaging in these recovery activities. This implies that being connected to work in the evening hours through smartphones has consequences for the extent to which employees succeed in undertaking recovery activities.     

Towards a multilevel approach of employee well-being

In this commentary, I respond to Ilies, Aw & Pluut’s (Intraindividual models of employee well-being: What have we learned and where do we go from here?, European Journal of Work and Organizational Psychology, in press) call for a theory that distinguishes between traits and states of employee well-being. I use Job Demands–Resources theory to illustrate how we may integrate within- and between-person approaches and findings to design an overall multilevel model of employee well-being. My perspective builds on Ilies et al. and recent findings of research combining relatively stable “traits” with fluctuating states of employee well-being. My goals with this commentary are three-fold: (1) give more insight into possible differences between variables at different levels of analysis; (2) use research to show how trait and state levels of (predictors of) employee well-being may interact; (3) propose a multilevel model that may stimulate future research on the topic.     

The state version of the recovery experience questionnaire: A multilevel confirmatory factor analysis

Although many studies in the field of recovery from work utilize a quantitative diary design, little is known about the validity of the daily measures used in such studies. The present study analyses the factor structure of the state version of the Recovery Experience Questionnaire (REQ) on the between-person (trait) and within-person (state) levels. A total of 127 employees participated in the study. Most of them filled out the questionnaire on three consecutive workdays (N = 375 observations). Results of multilevel confirmatory factor analyses (MCFA) showed that a four-factor model fit the data better than alternative models at both levels of analysis (between and within). In addition, some factor loadings of the four recovery experience dimensions (particularly for relaxation and control) were lower on the day level as compared to the general level. Nevertheless, we conclude that both state and trait versions of the REQ show good psychometric properties. Implications for future research on recovery are discussed.     

Daily Activities and Happiness in Later Life: The Role of Work Status

The aim of this study was to examine the role of work status (i.e. working versus not working) in the relationship between time-use and momentary happiness. We employed a longitudinal research design using monthly assessments via the day reconstruction method over 3 years among 579 older adults. In total, participants reported 84,247 daily activities and accompanying momentary happiness levels. Hierarchical linear modeling results revealed that working older individuals are not happier than nonworking individuals in the overall. However, involvement in work as a daily activity does coincide with higher levels of momentary happiness. Furthermore, working older individuals experience more happiness during relaxing activities, and during weekends, whereas nonworking older individuals experience more happiness during administrative activities. These findings provide novel information on intraindividual differences in lifestyle relating to the everyday happiness between working and nonworking older people which cannot be accurately captured by global survey methods.     

Emotional job demands and burnout among oncology care providers

Abstract

Recent studies by Söderfeldt et al. (1996) and de Jonge et al. (1999) have demonstrated that Karasek's operationalization of job demands in his well-known Job Demands-Control (JD-C) Model (Karasek, 1979), i.e. quantitative demands, cannot capture the complexities of working with patients or clients in health care work. In the current study on burnout among 816 Dutch oncology care providers, the “traditional” JD-C Model was extended by including two types of emotional job demands. Moreover, “susceptibility to emotional contagion” was included as a potential moderator of the relationship between emotional job demands and burnout. Emotional job demands significantly contributed to the prediction of burnout, after controlling for quantitative job demands and job control. In addition, care providers' susceptibility to emotional contagion moderated the relationship between “confrontation with death and dying” and burnout. Care providers high in susceptibility to emotional contagion were more “vulnerable” to the stress associated with high emotional demands than their counterparts.     

How challenging was your work today? The role of autonomous work motivation

The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work.     

Adolescent Family Adversity and Mental Health Problems: The Role of Adaptive Self-regulation Capacities. The TRAILS Study

Adolescent family adversity is a considerable adaptive challenge in an increasingly turbulent developmental period. Using data from a prospective population cohort of 2230 Dutch adolescents, we tested risk-buffering interactions between adolescent family adversity and self-regulation capacities on mental health. We used two adaptive self-regulation capacities that could allow adolescents to manage relatively well with family adversity: (1) parent-reported effortful control, and (2) an attentional flexibility (in this case, set-shifting) task. Adolescent family adversity was associated with internalizing problems and externalizing problems. The risk-buffering effects of effortful control were found for externalizing problems but not for internalizing problems. There were no risk-buffering effects of attentional flexibility on both types of mental health problems. Effortful control is likely to benefit adolescents’ ability to channel their frustrations in adaptive ways in the presence of family adversity. Additionally, (attentional) set-shifting tasks might have a limited predictive value for risk-buffering research.     

Development of social perception: a conversation study of 6-, 12- and 36-month-old children

A conversation is made up of visual and auditory signals in a complex flow of events. What is the relative importance of these components for young children's ability to maintain attention on a conversation? In the present set of experiments the visual and auditory signals were disentangled in four filmed events. The visual events were either accompanied by the speech sounds of the conversation or by matched motor sounds and the auditory events by either the natural visual turn taking of the conversation or a matched turn taking of toy trucks. A cornea-reflection technique was used to record the gaze-pattern of subjects while they were looking at the films. Three age groups of typically developing children were studied; 6-month-olds, 1-year-olds and 3-year-olds. The results show that the children are more attracted by the social component of the conversation independent of the kind of sound used. Older children find spoken language more interesting than motor sound. Children look longer at the speaking agent when humans maintain the conversation. The study revealed that children are more attracted to the mouth than to the eyes area. The ability to make more predictive gaze shifts develops gradually over age.