Dissertation•
Building towards engagement: An individual perspective
01 Jan 2008-
TL;DR: In this paper, the authors proposed three types of individual interventions, i.e., acts of kindness, cognitive, and motivational, to promote work engagement, and found that the positive activities initiated by the online intervention were more beneficial for those who were expected to gain from it the most.
Abstract: Organizations are struggling to survive, so they are dependent on the productiveness and well-being of their employees. Nowadays, work engagement – the focal construct of this thesis – is one of the most established well-being constructs within organizational psychology. Work engagement is defined as a positive work-related state of mind that is characterized by vigor, dedication and absorption. More insight into individual antecedents of work engagement and ways to enhance engagement by means of individual-level interventions is badly needed. Though, based on Broaden-and-Build theory, we do have quite some empirical knowledge on how individual antecedents such as positive emotions and personal resources relate to general well-being. In this thesis, we embrace this knowledge in order to develop theory on an individual perspective on engagement. The studies of this thesis confirmed that positive emotions and personal resources (i.e., hope, optimism, and self-efficacy) either directly or indirectly relate to work and study engagement over time. Next to these empirical notions, this thesis also had the objective to design and evaluate individual interventions to enhance engagement. We hypothesized that the variance in engagement that we could influence by means of self-initiated individual interventions was about forty per cent. In the current thesis, we tested three types of individual interventions, i.e., behavioral (i.e., acts of kindness), cognitive (i.e., thoughts of gratitude), and motivational (i.e., goal setting), to promote engagement. These types of interventions have already been investigated with regard to their effects on happiness, and we modified them for use in an academic and work-related context. We found that stimulating thoughts of gratitude resulted in higher levels of positive emotions among university students. Performing acts of kindness showed stronger effects because this also had a positive effect on study engagement. These results indicate that in an academic context, positive behavioral interventions (i.e., acts of kindness) work better and/or faster than cognitive interventions (i.e., thoughts of gratitude) in enhancing engagement. In addition, we tested the effects of an online intervention containing behavioral, cognitive, and motivational activities among employees. The intervention had a significant positive effect on positive emotions and self-efficacy. For work engagement, however, we only found a significant positive effect for those who scored low on baseline work engagement. This finding underlines that the positive activities that were initiated by the online intervention were more beneficial for those who were expected to gain from it the most. All in all, the individual perspective on the prediction and enhancement of engagement that was adopted in this thesis seems promising. Moreover, it is in line with the current trend of empowerment which holds every individual responsible for his or her own growth and (mental) health. Nevertheless, organizations (including universities) carry great responsibility for the well-being of their employees (and students) in creating a positive organizational climate. This context is, in our opinion, the prerequisite to enable individual employees to build towards higher levels of engagement.
Citations
More filters
TL;DR: In this article, the authors proposed a framework of career competencies that integrates several perspectives from the literature, including reflection on motivation, reflection on qualities, networking, self-profiling, work exploration, and career control.
Abstract: A new and promising area of research has recently emerged in the field of career development: career competencies. The present article provides a framework of career competencies that integrates several perspectives from the literature. The framework distinguishes between reflective, communicative, and behavioral career competencies. Six career competencies are discerned: reflection on motivation, reflection on qualities, networking, self-profiling, work exploration, and career control. Based on this framework, we developed the Career Competencies Questionnaire (CCQ) and preliminarily validated it in two samples of young employees between 16 and 30 years of age. The results provided initial support for the content, factorial, discriminant, and incremental validity of the CCQ. We hope to stimulate further discussion, research, and development of interventions in the area of career development. Implications for theory and practice are also discussed. © Curators of the University of Missouri 2012.
164 citations
Cites background from "Building towards engagement: An ind..."
...This scale has been shown to be positively related to positive emotions and work engagement (Ouweneel, 2012) and to wellbeing stress appraisal, and social relationships (Luszczynska, Gutiérrez-Doña, & Schwarzer, 2005)....
[...]
...This scale has been shown to be positively related to positive emotions and work engagement (Ouweneel, 2012) and to wellbeing stress appraisal, and social relationships (Luszczynska, Gutiérrez-Doña, & Schwarzer, 2005)....
[...]
TL;DR: This study did not show an effect of this worksite mindfulness-related multi-component health promotion intervention on work engagement, mental health, need for recovery and mindfulness after 6 and 12 months.
Abstract: Objectives: The aim of the present study was to evaluate the effectiveness of a worksite mindfulness-related multicomponent health promotion intervention on work engagement, mental health, need for recovery and mindfulness. Methods: In a randomized controlled trial design, 257 workers of two research institutes participated. The intervention group (n = 129) received a targeted mindfulness-related training, followed by e-coaching. The total duration of the intervention was 6 months. Data on work engagement, mental health, need for recovery and mindfulness were collected using questionnaires at baseline and after 6 and 12 months follow-up. Effects were analyzed using linear mixed effect models. Results: There were no significant differences in work engagement, mental health, need for recovery and mindfulness between the intervention and control group after either 6- or 12-months follow-up. Additional analyses in mindfulnessrelated training compliance subgroups (high and low compliance versus the control group as a reference) and subgroups based on baseline work engagement scores showed no significant differences either. Conclusions: This study did not show an effect of this worksite mindfulness-related multi-component health promotion intervention on work engagement, mental health, need for recovery and mindfulness after 6 and 12 months. Trial registration: Netherlands Trial Register NTR2199 © 2014 van Berkel et al.
68 citations
TL;DR: In this article, the authors propose a positieve reciproque wisselwerking (positieve spiraal) tussen werk-and persoonsgebonden resources (hoop, optimisme, veerkracht and self-efficacy) bijdraagt tot energie, positieve emoties and mentale gezondheid bij de werknemer.
Abstract: De arbeids- en organisatiepsychologie heeft aangetoond dat een positieve reciproque wisselwerking (positieve spiraal) tussen werk- en persoonsgebonden resources (hoop, optimisme, veerkracht en self-efficacy) bijdraagt tot energie, positieve emoties en mentale gezondheid bij de werknemer. Verminderen van stressoren draagt hier veel minder toe bij. De rol van de bedrijfsarts zal effectiever worden als deze bij consulten inzake preventie of terugvalpreventie een referentiekader gebruikt, dat uitgaat van het resourcemodel. Dit zal ook toevoegen bij advisering aan verzuimende werknemers, die in een negatieve spiraal zijn geraakt. Het spiraalmodel leent zich voor praktische toepassing in de reguliere bedrijfsartsenpraktijk. Er zijn meer studies nodig naar de effectiviteit van specifieke interventies, die uitgaan van resourcemodellen.
2 citations
References
More filters
TL;DR: The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
Abstract: In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
9,580 citations
TL;DR: In this paper, a model is presented to account for the natural selection of what is termed reciprocally altruistic behavior, and the model shows how selection can operate against the cheater (non-reciprocator) in the system.
Abstract: A model is presented to account for the natural selection of what is termed reciprocally altruistic behavior. The model shows how selection can operate against the cheater (non-reciprocator) in the system. Three instances of altruistic behavior are discussed, the evolution of which the model can explain: (1) behavior involved in cleaning symbioses; (2) warning cries in birds; and (3) human reciprocal altruism. Regarding human reciprocal altruism, it is shown that the details of the psychological system that regulates this altruism can be explained by the model. Specifically, friendship, dislike, moralistic aggression, gratitude, sympathy, trust, suspicion, trustworthiness, aspects of guilt, and some forms of dishonesty and hypocrisy can be explained as important adaptations to regulate the altruistic system. Each individual human is seen as possessing altruistic and cheating tendencies, the expression of which is sensitive to developmental variables that were selected to set the tendencies at a balance ap...
9,318 citations
TL;DR: This article found that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their performance and their wellbeing.
Abstract: This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...
7,647 citations
TL;DR: In this paper, a multidimensional measure of psychological empowerment in the workplace has been developed and validated using second-order confirmatory factor analysis with two complementary samples to demonstrate the convergent and discriminant validity of four dimensions of empowerment.
Abstract: This research begins to develop and validate a multidimensional measure of psychological empowerment in the workplace Second-order confirmatory factor analyses were conducted with two complementary samples to demonstrate the convergent and discriminant validity of four dimensions of empowerment and their contributions to an overall construct of psychological empowerment Structural equations modeling was used to examine a nomological network of psychological empowerment in the workplace Tested hypotheses concerned key antecedents and consequences of the construct Initial support for the construct validity of psychological empowerment was found Directions for future research are discussed
5,629 citations
Book•
01 Jan 2002
TL;DR: The Handbook of Positive Psychology as mentioned in this paper provides a forum for a more positive view of the human condition and provides an analysis of what the foremost experts believe to be the fundamental strengths of humankind.
Abstract: Psychology has long been enamored of the dark side of human existence, rarely exploring a more positive view of the mind. What has psychology contributed, for example, to our understanding of the various human virtues? Regrettably, not much. The last decade, however, has witnessed a growing movement to abandon the exclusive focus on the negative. Psychologists from several subdisciplines are now asking an intriguing question: "What strengths does a person employ to deal effectively with life?" The Handbook of Positive Psychology provides a forum for a more positive view of the human condition. In its pages, readers are treated to an analysis of what the foremost experts believe to be the fundamental strengths of humankind. Both seasoned professionals and students just entering the field are eager to grasp the power and vitality of the human spirit as it faces a multitude of life challenges. The Handbook is the first systematic attempt to bring together leading scholars to give voice to the emerging field of positive psychology.
4,097 citations