Culture,Burnout, and Engagement: A Meta-Analysis on National Cultural Values as Moderators in JD-R Theory

Despite prominence and increasing application of the Job Demands-Resources (JD-R) theory across national contexts, the role of culture has not yet been systematically explored. We conducted a meta-analysis of 132 independent samples from 120 studies across 5 global regions (total N = 101,073) to fill this void. Our paper responds to long-standing concerns around neglecting differences in the relationships of workplace factors with burnout and engagement across national cultures by testing for a moderating role within JD-R theory. Results suggest strong support for the direct job demands-burnout and job resources-engagement pathways. Regarding the role of culture, our study reveals moderating roles for five out of six cultural dimensions using Hofstede’s framework. Interestingly, these cultural dimensions present a moderating impact towards relationships with either job demands or job resources, yet not both. Our findings offer a valuable starting point for further theoretical developments that can impact international business and global mobility. While these insights suggest a role of national cultural context in JD-R studies, sensitivity analyses showed that the findings were only partly stable.     

In Defence of Advance Directives in Dementia

It has often been claimed that orthodox thinking about personal identity undermines the moral authority of advance directives in dementia by implying that the signer of the directive is numerically different from the severely demented patient. This is the ‘identity problem'. I introduce the problem, outline some well-known solutions, and explain why they might be deemed unattractive. I then propose an alternative solution. It promises to be compatible with orthodox thinking about personal identity. I discuss three ways in which it might be challenged and find that none is convincing. Personal identity is no bar to the moral authority of advance directives.     

Characteristic views and the visual inspection of simple faceted and smooth objects: 'tetrahedra and potatoes'

The way in which human subjects distribute their time when attempting to learn the surface appearance of objects placed on a stand free to rotate about its vertical axis was investigated. Experiments were undertaken to establish whether observers concentrate their time on particular views and, if so, to determine the image characteristics of the preferred views. For tetrahedra, subjects concentrated on views which presented a face or an edge centred on the line of sight. Both of these views were symmetric about the vertical axis. For potatoes as examples of opaque smooth objects, subjects concentrated on four views in which the object's principal (long) axis was oriented side-on or end-on to their line of sight. For such views the horizontal width (and surface area) of the object's image had maximum and minimum values. Preferred views were not systematically related to views defined as stable from the appearance of surface boundaries or 'singularities'.     

The Effects of Nations and Organisations on Work Value Importance: A Cross-Cultural Investigation

This research examined similarities and differences in the work values of employees of three German multinational organisations across nations and across organisations. Value importance was measured by the strength of the empirical relationship between satisfaction of a job facet or value and overall job satisfaction; satisfaction of more important values is more strongly related to overall satisfaction than is the satisfaction of less important values. Comparisons of value importance across nations and organisations indicated substantial similarity, in contrast to previous research that has measured value importance with direct ratings. Implications of the results for our understanding of work values and the meaning of work in multicultural contexts are discussed.
Cette recherche étudie les points communs et les différences dans les valeurs professionnelles des salariés de trois multinationales allemandes, cela sur plusieurs pays et organisations. L'importance d'une valeur a étéévaluée à partir de la force de la relation empirique entre la satisfaction procurée par un aspect du travail ou l'une de ses valeurs et la satisfaction professionnelle globale; la satisfaction due aux plus importantes des valeurs est davantage corrélée à la satisfaction générale que ne l'est la satisfaction apportée par les valeurs périphériques. La comparaison de l'importance des valeurs dans les divers pays et organisations a mis en évidence une grande proximité en contradiction avec les recherches antérieures qui avaient mesuré l'importance des valeurs avec des évaluations directes. On expose les retombées de ces résultats pour l'étude des valeurs professionnelles et de la signification du travail dans des contextes multiculturels.