Journal ArticleDOI
Engaging leadership in the job demands-resources model
TLDR
In this paper, the authors integrate leadership into the job demands-resources (JD-R) model to reduce employee's levels of burnout and increase their levels of work engagement.Abstract:
Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures ...read more
Citations
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Journal ArticleDOI
Physical, psychological and occupational consequences of job burnout: A systematic review of prospective studies.
Denise Albieri Jodas Salvagioni,Francine Nesello Melanda,Arthur Eumann Mesas,Alberto Durán González,Flávia Lopes Gabani,Selma Maffei de Andrade +5 more
TL;DR: Several prospective and high-quality studies showed physical, psychological and occupational consequences of job burnout, which highlight the need for preventive interventions and early identification of this health condition in the work environment.
Journal ArticleDOI
Applying the Job Demands-Resources model : A ‘how to’ guide to measuring and tackling work engagement and burnout
TL;DR: Organizations have a legal obligation to monitor psychosocial risk factors and improve employee’s health and well-being and what has occupational health psychology to offer.
Journal ArticleDOI
An ultra-short measure for work engagement: The UWES-3 validation across five countries.
Wilmar B. Schaufeli,Wilmar B. Schaufeli,Akihito Shimazu,Jari Hakanen,Jari Hakanen,Marisa Salanova,Hans De Witte,Hans De Witte +7 more
TL;DR: In this paper, the authors introduced an ultra-short, 3-item version of the Utrecht Work Engagement Scale (UWES-3), which shares 86-92% of its variance with the longer nine-item UWES-1 and the pattern of correlations with 9 indicators of well-being, 8 job demands, 10 job resources, and 6 outcomes is highly similar with an average, absolute difference between correlations of only.02.
Journal ArticleDOI
Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study
Lotta K. Harju,Lotta K. Harju,Jari Hakanen,Jari Hakanen,Wilmar B. Schaufeli,Wilmar B. Schaufeli +5 more
TL;DR: In this article, a longitudinal study examined whether job crafting behaviors (i.e., increasing structural and social job resources and increasing challenges) predict less job boredom and more work engagement.
Journal ArticleDOI
Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work
TL;DR: In this article, the authors analyze whether and how employees' proactive personality is related to work engagement and propose that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.
References
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Journal ArticleDOI
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Journal ArticleDOI
Alternative Ways of Assessing Model Fit
Michael W. Browne,Robert Cudeck +1 more
TL;DR: In this paper, two types of error involved in fitting a model are considered, error of approximation and error of fit, where the first involves the fit of the model, and the second involves the model's shape.
Journal ArticleDOI
The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior
Edward L. Deci,Richard M. Ryan +1 more
TL;DR: Self-Determination Theory (SDT) as mentioned in this paper maintains that an understanding of human motivation requires a consideration of innate psychological needs for competence, autonomy, and relatedness, emphasizing that needs specify the necessary conditions for psychological growth, integrity, and well-being.
Book
Leadership and performance beyond expectations
TL;DR: In this paper, the authors review the book "Leadership and performance beyond expectation" by Bernard M. Bass, and present a review of the book and the book's methodology.
Journal ArticleDOI
The job demands-resources model of burnout
TL;DR: Results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.