In this study, a model is developed and tested to examine the influence of non-conformism and self-efficacy on affective well-being and burnout amongst 401 Dutch schoolteachers. The relationships between the level of non-conformism and self-efficacy and subsequently the level of affective well-being, and burnout are hypothesised. The results of this study showed that self-efficacy is positively related to affective well-being and strongly negatively related to burnout. The results of this study also showed non-conformism to be a significant predictor for self-efficacy. Because of the strategic importance of human capital in schools, it is important practitioners are provided with tangible suggestions, such as non-conformist behaviour, to improve self-efficacy and well-being.

ÿ ÿ kGS[OU RI l ÿ mU \XTQ _ XN Q OTXW ÿ nGI Q \Ta ÿ e`VW OSGGÿ eT\X\G`GTN a ÿ kTO[W GR\Gÿ oU ORJMN Q YQ N Sa ÿ kTO[W GR\Gÿ pGU YQ MGÿ qQ ÙI ] ÿ =73:?ADr3=?7ÿ stÿ 2 ÿ 18 ÿ 13 u54 v5w 14 ÿ x w tÿ 54yÿ z41x6 uÿ x13 z3 { ÿ 2tÿ 5 ÿ 6 5xÿ 8 3 { ÿ 4 23 54ÿ 154 ÿ 54ÿ 5124w 4uÿ 8 3 { ÿ ÿ 5 2ÿ w 1ÿ |ÿ 4 4uÿ 14ÿ w tÿ }256 w y{ ÿ 3 8 13 54ÿ 54ÿ 4u5u4w ÿ 18 ÿ w tÿ z41x6 uÿ x13 z3 ÿ w t6 ÿ 5~413 w { ÿ ÿ 5~413 w ÿ ÿ 3 2 5z{ ÿ ÿ 3 2z3 { ÿ ÿ 5 w 3 { ÿ ÿ5y 14{ ÿ ÿ 4w v|3 u{ ÿ ÿ5 w 3 { ÿ ÿs1ÿ}21w ÿ5~413 w ÿ ÿ 4ÿw tÿ23 3 4w ÿ 141y{ ÿ w tyÿ 53 ÿ w tÿ t13 ÿ w t5w ÿ 26 6 ÿ w tÿ 6 1xÿ 18 ÿ 141 ÿ 3 1u3 ÿ 8 ÿ 123 ÿ 154 ÿ 53 ÿ u1 4uÿ w 1ÿ |ÿ 13 ÿ 3 18 w 5|6 { ÿ 8 ÿ 123 ÿ w 3 5w u ÿ 53 ÿ u1 4uÿ w 1ÿ |ÿ 2 8 26 { ÿ w ÿ x 6 6 ÿ |ÿ |52 ÿ 123 ÿ z41x6 uÿ x13 z3 ÿ ÿ w t 3 ÿx13 zÿ 4ÿ5ÿ13 ÿ3 12w ÿ54ÿ8 8 4w ÿ5443 ÿ2w ÿt1xÿ54ÿ13 u54 v5w 14 ÿ|ÿ 2 8 26 ÿ 4ÿ 4u5u 4uÿ 54ÿ 3 w 5 4 4uÿ w t 3 ÿ z41x6 uÿ x13 z3 ÿ 54ÿ 5~1 ÿ w tÿ 3 zÿ 18 ÿ 5w w 3 w 14ÿ 18 ÿ w t 3 ÿ | w ÿ 6 1y ÿ 94ÿ 4ÿxt5w ÿ5443 ÿ54ÿw tyÿ 43 5 ÿ3 12w w yÿ|yÿ 3 1~ 4uÿ 4w 3 456 ÿ54ÿw 3 456 ÿz41x6 uÿ t53 4uÿ 54yÿ16 y5z3 ÿu3 xÿ2ÿx w tÿw tÿ 5ÿw t5w ÿ141 ÿ18 ÿ 56 ÿ6 5ÿw 1ÿ6 1x3 ÿ1 w { ÿxt tÿ ÿ 243 w 545|6 ÿ 5 ÿ w t ÿ x5 ÿ 5w ÿ 8 13 ÿ t243 ÿ 18 ÿ y53 ÿ 4ÿ w tÿ 5u3 26 w 23 56 ÿ 54ÿ 42 w 3 56 ÿ 141y{ ÿ 141 ÿ 18 ÿ 56 ÿ x3 ÿ 4 53 yÿ w 1ÿ 3 12ÿ 5w ÿ 6 1x3 ÿ 1 w ÿ |2w ÿ 4ÿ w tÿ 13 4ÿ 3 ÿ 141yÿ w t ÿ 01ÿ3 456 789 ÿ 4 ÿ 9 ÿ 5 7 ÿ 87ÿ 474 ÿ 49 ÿ 1 ÿ 1ÿ

Drawing from self-determination theory and person-organization fit theory, the present study contributes to the literature on organizational purpose by examining the relationship between perceived organizational purpose and work engagement and the mediating role of person-organizational purpose (P-OP) fit herein. Based on data from a cross-sectional quantitative study among 517 knowledge workers from five financial service organizations, we tested two possible psychological mechanisms underlying the direct and indirect relationships between perceived organizational purpose and work engagement. The results of our structural equation modelling confirmed the hypothesized indirect effect model in which perceived organizational purpose was positively associated with work engagement, both directly and indirectly via P-OP fit. These findings show that organizational purpose has the capacity to directly and indirectly foster work engagement. The study suggests avenues for future research in OB, strategic HRM, and marketing.

Organizational purpose has flourished in the professional management literature, yet despite increased scholarly interest, academic knowledge and empirical research on the topic remain scarce. Moreover, studies that have been conducted contain important oversights including the lack of a clear conceptualization and misinterpretations that hinder the further development and understanding of organizational purpose. In view of these shortcomings, our interview study aimed to contribute to academic and societal conversations on the contemporary meaning and function of organizational purpose considering the voices and perspectives of 44 global experts. Employing template analysis, we defined organizational purpose as “an organization’s reason for being characterized by significance, aspiration, direction, unification, and motivation.” Moreover, we proposed an explanatory conceptual model, including drivers and outcomes of purpose, important boundary conditions, and explanatory mechanisms. Drawing on self-determination theory, person–organization fit theory, job characteristics theory, and conservation of resources theory, we were able to explain how and under what conditions these concepts are related to organizational purpose. In doing so, our research contributes to advancing the knowledge and understanding of organizational purpose and its effects on human lives within and outside organizations. Our study thereby enhances the understanding of the role of organizations in society and helps in evaluating whether organizations take responsibility by living their purpose in the society they are part of. As such, our study provides important insights for theory development, scale development, and further empirical research on organizational purpose and its effects in different streams such as OB, HRM, marketing, leadership, and strategy.

No abstract