З історії виникнення та розвитку адвентизму в ХІХ ст.

The Job Demands-Resources model (JD-R model) became highly popular among researchers. The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process). This chapter reviews the assumptions and development of the JD-R model and presents an overview of important fi ndings obtained with the model. Although these fi ndings largely support the model’s assumptions, there are still several important unresolved issues regarding the JD-R, including the model’s epistemological status, the defi nition of and distinction between “demands” and “resources,” the incorporation of personal resources, the distinction between the health impairment and the motivational processes, the issue of reciprocal causation, and the model’s applicability beyond the individual level. The chapter concludes with an agenda for future research and a brief discussion of the practical application of the model

Work Engagement and Workaholism: Comparing the Self-Employed and Salaried Employees

Abstract: This study among a Dutch convenience sample of self-employed individuals (n = 262) and salaried employees (n = 1900) tested to what extent workaholism and work engagement relate to self-reported work performance. After controlling for measurement inequivalence, results of structural equation modelling showed that the self-employed score higher on engagement and working excessively then employees, but not on working compulsively. In addition, work engagement related positively to task performance and innovativeness for both groups. However, engagement only related to contextual performance (performance beyond role requirements) for employees. Workaholism had positive and negative relationships with self-reported performance. Working excessively related positively to innovativeness for both groups, and to contextual performance for the self-employed. Working compulsively suppressed this positive relationship between excessive working and innovativeness in both groups, and between excessive working and contextual performance for the self-employed. In contrast to our expectations, working compulsively related positively to contextual performance for employees

Working in the sky: A diary study on work engagement among flight attendants

This study aims to gain insight in the motivational process of the Job Demands-Resources (JD-R) model by examining whether daily fluctuations in colleague support (i.e., a typical job resource) predict day-levels of job performance through self-ef

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

Abstract: Building on conservation of resources theory and the dynamic equilibrium model, this threewave longitudinal study among 302 Dutch agricultural business owners (one-year time intervals) investigated reciprocal relationships between the financial situation of the business and psychological distress. Results of structural equation modeling 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 one 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

Job stress and burnout among correctional officers: A literature review study

This literature review presents an overview of occupational stress and burnout in correctional institutions, based on 43 investigations from 9 countries. First, the prevalence of various stress reactions among correctional officers (COs) is discussed: turnover and absenteeism rates, psychosomatic diseases, and levels of job dissatisfaction and burnout. Next, empirical evidence is summarized for the existence of 10 specific stressors in the CO's job. It appears that the most notable stressors for COs are role problems, work overload, demanding social contacts (with prisoners, colleagues, and supervisors), and poor social status. Finally, based on 21 articles, individual-oriented and organization-oriented approaches to reduce job stress and burnout among COs are discussed. It is concluded that particularly the latter (i.e., improving human resources management, professionalization of the CO's job, and improvement of the social work environment) seems to be a promising avenue for reducing job stress and burnout in correctional institutions

Vervolgonderzoek omtrent psychosociale gesteldheid van politiepersoneel

The current follow-up study focuses on three issues that detail the original survey. Firstly, the follow-up study investigated to what extent the differences in psychosocial health between police officers and relevant referent groups – as observed in the original survey – are related to differences in demographical background, like age, gender, and level of education. Secondly, the follow-up study investigated to what extent the observed differences in psychosocial health between police officers from various task areas can be explained by differences in work characteristics and/or demographic characteristics. And thirdly, the most relevant work characteristics for taking measures to improve psychosocial health of police officers have been identified in the current study, controlling for demographics.Recent afgerond onderzoek naar de psychosociale gesteldheid van politiepersoneel bracht aanzienlijke verschillen aan het licht tussen de psychische gesteldheid van politiepersoneel uit verschillende taakgebieden (I. Van Beek, T.W. Taris en W.B. Schaufeli, De psychosociale gezondheid van politiepersoneel, WODC, 2013 - zie link bij: Meer informatie). Alhoewel dit onderzoek veel belangrijke informatie heeft opgeleverd, zijn er ook enkele punten waarop een nadere verdieping gewenst is. Deze punten van verdere verdieping geven aanleiding tot de onderstaande onderzoeksvragen, die in afzonderlijke deelonderzoeken beantwoord worden: 1. Hoe scoort politiepersoneel op psychosociale gezondheid wanneer er (per taakgebied) een onderscheid wordt gemaakt naar geslacht, leeftijd en opleidingsniveau? 2. In hoeverre blijven verschillen in psychosociale gezondheid tussen de taakgebieden bestaan wanneer er gecontroleerd wordt voor werk- en demografische kenmerken afzonderlijk, en voor de combinatie van beide? 3. Wat zijn voor ieder taakgebied de meest relevante werkkenmerken als het gaat om het verbeteren van de psychosociale gezondheid? INHOUD: 1. Inleiding en opzet van het onderzoek 2. Deelstudie 1: Vergelijking van de psychosociale gezondheid van politiepersoneel in referentiegroepen 3. Deelstudie 2: Vergelijking van de psychosociale gezondheid tussen taakgebieden, rekening houdend met werk- en demografische kenmerken 4. Deelstudie 3: De meest relevante werkkenmerken voor psychosociale gezondheid per taakgebied 5. Algemene conclusies en slotbeschouwin

The harvest of a quiet eye : the intimate expression of nature in Australian landscape painting from the late nineteenth century to c.1940

Current knowledge about burnout suffers from a healthy worker bias since only working - and thus relatively healthy - employees have been investigated. The main objective of this study is to examine - for the first time among employees who sought psychological treatment - the validity of the two most widely used burnout instruments; the Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Two groups were distinguished: a “burned out” group (n = 71) that suffers from work-related neurasthenia (according to ICD-10 criteria), and a “non-burned out” group (n = 68). Results show that: (1) the validity of the three-factor structure of the MBI and the BM is confirmed; (2) burnout can partly be differentiated from other mental syndromes (e.g., anxiety and depression); and (3) two MBI-scales (Emotional Exhaustion and Depersonalization) and one BM-scale (Exhaustion) are able to discriminate between burned out and non-burned out employees. The practical implications of these results are discussed

Individual well-being and performance at work

This chapter addresses the conceptualization of individual well-being and performance in the work context, and discusses theoretical perspectives linking these concepts. It also discusses theoretical and empirical notions on the structure of well-being, after which the conceptualization of performance and the relations between individual well-being and performance. The chapter shows that many different conceptualizations of well-being exist, ranging from simple "affect only" approaches to complicate and sometimes idiosyncratic multidimensional frameworks that incorporate different aspects of human experience. The individual-level conceptualizations of well-being can conveniently be classified on two dimensions, namely whether they focus exclusively on affective well-being or employ a multidimensional approach, and whether they are context-free. The chapter focuses on individual-level perspectives on worker well-being and work performance. It also addresses higher-level perspectives, and the combination of individual-level and higher-level perspectives could yield additional perspectives on the role of well-being as an antecedent of performance

Burning questions in burnout research

Despite the fact that burnout has been around for almost half a century, various topics are still hotly debated. Although over one million publications appeared on the subject, scholars still do not agree about many issues. This chapter discusses these issues and attempts to take stock by answering six burning questions: (1) What is the nature of burnout?; (2) Is burnout also a medical diagnosis?; (3) How can burnout be assessed?; (4) Is there a burnout pandemic?; (5) Is burnout rooted in the person and the body?; and (6) Are burnout interventions successful? Not surprisingly, these questions can only be answered preliminary. However, directions for future research are proposed to overcome the paradox between the countless number of burnout publications on the one hand and the piecemeal and incomplete knowledge on the other. Overall, the chapter contributes to the ongoing debate on the nature of burnout by placing it on an empirical footing