Extension of the Job Demands-Resources model in the prediction of burnout and engagement among teachers over time

Our purpose was to extend the Job Demand-Resources Model (Schaufeli & Bakker, 2004) by including personal resources, job demands and job resources to predict burnout (exhaustion, cynicism, depersonalization) and work engagement (vigour and dedication). The sample comprised 274 teachers from 23 secondary schools of the Valencian Community (Spain). Hierarchical multiple regression analyses have revealed: (1) the predictor effect of quantitative overload on exhaustion and dedication at T2, (2) role conflict on cynicism and (3) role ambiguity on dedication. Lastly, the mediating role of burnout and engagement at T2. Practical implications and directions of future research are discussed.     

Validation of a Japanese Version of the Work Engagement Scale for Students

We sought to verify the reliability and validity of the Japanese version of the Utrecht Work Engagement Scale for Students (UWES‐S‐J). We examined 824 university students. We calculated the goodness of fit for a single‐factor model and the three‐factor model. The fit to the data was better for the three‐factor than for the single‐factor model, but all factors were highly positively correlated. Additionally, the UWES‐S‐J had good internal consistency and test–retest reliability. For the content validity, there were significant positive correlations between the UWES‐S‐J score and social support, a resilience scale, and subjective happiness. The UWES‐S‐J has good reliability and validity and may therefore be used to assess study engagement among Japanese students.     

Work addiction and presenteeism: The buffering role of managerial support

The current study examined the mediating effect of presenteeism and moderating effect of managerial support in the relation between workaholism and work–family conflict. A sample of 1065 white‐collar employees from an Italian company filled in an online survey and hypotheses were tested using a bootstrapping procedure. Results showed that presenteeism mediated the association between workaholism and work–family conflict. Moreover, the mediating effect of presenteeism was moderated by managerial support: for employees reporting lower levels of support workaholism was stronger related to presenteeism than for those experiencing higher support. Presenteeism, in turn, was related to greater levels of work–family conflict. The present study sheds light into the protective role played by managerial support in preventing workaholic employees from forcing themselves to attend work also when feeling sick. Accordingly, early intervention aimed at buffering the negative association between workaholism and work–family conflict should focus on training managers to develop supportive leadership skills.     

Authenticity at Work: A Matter of Fit?

Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.     

Burnout and work engagement: Independent factors or opposite poles?

Burnout researchers have proposed that the conceptual opposites of emotional exhaustion and cynicism (the core dimensions of burnout) are vigor and dedication (the core dimensions of engagement), respectively ( [Maslach and Leiter, 1997] and [Schaufeli et al., 2002]). We tested this proposition by ascertaining whether two sets of items, exhaustion-vigor and cynicism-dedication, were scalable on two distinct underlying bipolar dimensions (i.e., energy and identification, respectively). The results obtained by means of the non-parametric Mokken scaling method in three different samples (Ns = 477, 507, and 381) supported our proposal: the core burnout and engagement dimensions can be seen as opposites of each other along two distinct bipolar dimensions dubbed energy and identification.     

Social Interactions and Feelings of Inferiority

A daily event-recording method, referred to as the Daily Interaction Record in Organizations (DIRO) was employed for assessing the influence of three types of social interaction on negative affect at work. For this purpose, 38 correctional officers (COs) completed forms, for a l-week period, that described their social interactions and stressful events at work. Moreover, the forms measured the negative feelings of COs both at the beginning and at the end of the workday. The results showed that each type of social interaction had a different effect on negative affect at the end of the day. Instrumental support showed an adverse effect on negative affect because this type of support appeared to induce feelings of inferiority, which in turn led to negative affect. Rewarding companionship appeared to have a positive effect, whereas intimate support showed no effect at all on negative affect. It is concluded that a micro-analytic approach offers interesting possibilities for fine-grained analyses of daily occurring social interactions and psychological mechanisms involved in social support as related to negative affect.     

Long-Term Development of Employee Well-Being: A Latent Transition Approach

The long-term development of employee well-being is still poorly understood. Consequently, in this three-wave 10-year longitudinal study among Finnish managers (n = 402) the development of employee well-being was examined in in detail. Specifically, the long-term development of job-related affective well-being was investigated at the intra-individual level, simultaneously taking into account positive and negative indicators of well-being, the level of well-being, and the direction of change. Further, the issue how (changes in) job resources and employee well-being were related across time was examined. By applying a novel person-centered methodology, factor mixture modeling and latent transition analysis, the results revealed that the development of favorable job-related affective well-being was eight times more probable than that of unfavorable development across the 10-year study period. Job resources predicted a high level of job-related well-being and, also, job resources increased along with favorable changes in well-being. Overall, the findings contribute to knowledge in the area of positive occupational health psychology by offering a detailed picture of the level of job-related affective well-being and its development over time.