The Convergent Validity of Four Burnout Measures in a Chinese Sample: A Confirmatory Factor‐Analytic Approach

The purpose of this paper is to study the convergent validity of the four most widely used burnout measures in a sample of Chinese nurses (N= 717). First, Structural Equation Modeling was used to investigate the factor structure of scores produced by the Maslach Burnout Inventory‐General Survey (MBI‐GS), the Burnout Measure (BM), the Shirom‐Melamed Burnout Measure (SMBM), and the Oldenburg Burnout Inventory (OLBI). Next, several competing models were tested to investigate the convergent validity of these four burnout instruments. The final results suggest that burnout is best conceived of as a multidimensional construct consisting of exhaustion and withdrawal, which are two related but conceptually distinct aspects. In addition, positively phrased items should be dropped from burnout measures for they constitute a separate factor that is considered to be an artifact.     

Social Comparisons and Absenteeism: A Structural Modeling Approach1

In this study a social comparison model is constructed that predicts objectively recorded absence frequency among male Dutch blue-collar workers from a metal factory in the Netherlands. By employing LISREL, the model is developed (tested and revised) in Plant North (N = 254), and successfully cross-validated in Plant South (N= 199). The study demonstrates the impact of two social comparison processes upon absenteeism. Absenteeism is the result of: (a) the perception that one is less well-off than one's colleagues on several job aspects, and (b) the adjustment of one's personal absence norm to that of the work group. In addition, our study reveals that, rather than being absent or having tolerant absence norms, employees may develop feelings of resentment in response to perceived inequity and a tolerant group absence norm. It is concluded that social comparison theory enhances our understanding of absenteeism.     

BIS- and BAS-activation and study outcomes: A mediation study

Building on Gray’s original Reinforcement Sensitivity Theory, we examined how individual differences in students’ activation of the behavioral inhibition (BIS) and the behavioral approach (BAS) systems relate to overcommitment to one’s studies and study engagement, and how these two forms of heavy study investment relate to three academically relevant outcomes. Using data from 565 Dutch university students, structural equation modeling showed that BIS-activation was positively associated with overcommitment to one’s studies, which in turn was positively related to exhaustion and the intention to quit one’s studies. BAS-activation was positively associated with study engagement, which in turn was negatively related to exhaustion and the intention to quit, and positively related to academic performance. Bootstrapping techniques revealed a mediating role of the two forms of heavy study investment. Apparently, BIS- and BAS-activation are associated with heavy study behavior, student well-being, and study outcomes.     

Social Comparison,Inequity, and Absenteeism among Bus Drivers

Abstract

In this study, absenteeism among bus drivers is predicted on the basis of equity theory and social comparison theory. The number of objectively recorded absence spells (up to a maximum of 14 calendar days) is assessed in a sample of 116 bus drivers from a transport company in the Netherlands. Using the program LISREL, a social psychological model is developed (i.e. tested and revised). The study demonstrates the impact upon absenteeism of two social factors: (1) conflicts with superiors, which are associated with drivers' perception of investing more in the exchange relationship with the company than they receive in return; and (2) the perceived norms of colleagues regarding being absent from work. In addition to their impact upon absence behaviour, both social factors also seem to influence the personal norm regarding being absent. Unexpectedly, the personal absence norm is not significantly associated with absence behaviour. It is concluded that equity theory and social comparison theory enhance our understanding of absenteeism among bus drivers.     

Antecedents of daily team job crafting

This study investigated potential antecedents of team job crafting defined as the extent to which team members engage together in increasing (social and structural) job resources and challenges, and decreasing hindering job demands. Mindful of the teamwork literature, we hypothesized that individual employee factors (self-efficacy for teamwork, daily affect), team features (team cohesion, climate) and the organizational context of teams (engaging leadership and organizational resources for teamwork) relate positively to daily team job crafting behaviour. Data were collected among 46 multi-professional rehabilitation teams whose members completed two daily surveys after their weekly meetings. Multilevel regression analyses showed that self-efficacy for teamwork and team members’ positive affect were positively associated with team job crafting behaviour at the individual (within-team) level. In addition, a team climate characterized by a clear vision of the teams’ targets, supportiveness and innovation and connecting leadership were positively related to daily team job crafting at both the within- and between-team levels of the data. Overall, the study offers novel insights into the antecedents of teams’ daily job crafting behaviours. For practice, the results suggest that actions and interventions conducive to positive team processes offer the most promising route to enhancing team job crafting behaviour.     

Workplace bullying and its relation with work characteristics, personality, and post-traumatic stress symptoms: an integrated model

Workplace bullying refers to prolonged exposure to frequent hostile behaviors at work, which can lead to severe stress reactions. Research in this area has not revealed a clear picture on how bullying escalates in organizations. Drawing on recent developments in work stress theory, this study tested a comprehensive model of bullying in which work environmental and personality factors were hypothesized to act as antecedents of bullying and post-traumatic stress symptoms as an outcome. Structural equation modeling on data provided by 609 public sector employees in Italy showed that job demands (workload and role conflict) and job resources (decision authority, co-worker support and salary/promotion prospects) were related to bullying over and above neuroticism, and that bullying mediated the relationship between job demands and PTSD symptoms. Evidence also emerged for a buffering effect of job resources on the job demands-bullying relationship. Overall results are compatible with a view of bullying as a strain phenomenon, initiated by both work environmental and personality factors.     

Financial problems and psychological distress: Investigating reciprocal effects among business owners

Building on conservation of resources theory and the dynamic equilibrium model, this three‐wave longitudinal study among 260 Dutch agricultural business owners (1‐year time intervals) investigated reciprocal relationships between the financial situation of the business and psychological distress. Results of structural equation modelling analyses revealed a negative spiral of farm decline, in which psychological variables played a key role. Experiencing financial problems predicted psychological distress, and acted as a self‐fulfilling prophecy by strengthening intentions to quit the business, which predicted a deterioration of the objective financial situation of the business 1 year later. Moreover, farmers experiencing more psychological distress were more likely to get caught in this negative spiral than business owners with better mental health, because they experienced more financial problems, irrespective of their objective financial situation. Long‐term psychological distress rather than temporary fluctuations in distress levels accounted for this effect.     

The role of self-efficacy in performing emotion work

This study used a sample of 154 cabin attendants to examine the role of self-efficacy in the performance of emotion work. On the basis of the literature, we hypothesized that self-efficacy would have a moderating influence on the relationship between emotional job demands (i.e., feeling rules and emotionally charged interactions with passengers) and emotional dissonance, and on the relationship between emotional dissonance and well-being (emotional exhaustion and work engagement). In addition, we predicted that emotional dissonance mediates the relationship between emotional job demands and well-being. The results of a series of hierarchical multiple regression analyses generally supported these hypotheses. Results confirmed that emotionally charged interactions with passengers are related to emotional exhaustion and engagement through their influence on emotional dissonance. Furthermore, self-efficacy buffers the relationship between emotional job demands and emotional dissonance, and the relationship between emotional dissonance and work engagement (but not exhaustion).     

Work engagement and financial returns: A diary study on the role of job and personal resources

This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self‐efficacy, self‐esteem, and optimism), work engagement, and financial returns. Forty‐two employees working in three branches of a fast‐food company completed a questionnaire and a diary booklet over 5 consecutive workdays. Consistent with hypotheses, multi‐level analyses revealed that day‐level job resources had an effect on work engagement through day‐level personal resources, after controlling for general levels of personal resources and engagement. Day‐level coaching had a direct positive relationship with day‐level work engagement, which, in‐turn, predicted daily financial returns. Additionally, previous days' coaching had a positive, lagged effect on next days' work engagement (through next days' optimism), and on next days' financial returns.