The role of self-efficacy in performing emotion work

Heuven, Ellen; Bakker, Arnold B.; Schaufeli, Wilmar B.; Huisman, Noortje

doi:10.1016/j.jvb.2006.03.002

Cited by 198 publications

(182 citation statements)

References 28 publications

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“…The group of attributes that received most attention was self-efficacy, resilience and personal resources; in other words, the positive perceptions that individuals hold of their personal strength and belief in their own ability, which featured in 10 studies. 111,119,141,215,228,229,265,[276][277][278] These studies show a positive association between these factors and engagement. For instance, Ouweneel et al 265 surveyed individuals at two time points and found that personal resources at time 1 were associated with engagement at time 2.…”

Section: Individual Psychological Statesmentioning

confidence: 60%

“…Hyvãnen et al 253 found that the reward-effort imbalance ratio was directly and indirectly associated with engagement via individuals' personal goal categories; however, Kinnunen et al 259 and Feldt et al 116 found that there was no association between effort-reward imbalance and engagement. Heuven et al 119 studied the impact of NIHR Journals Library www.journalslibrary.nihr.ac.uk…”

mentioning

confidence: 99%

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Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

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Section: Individual Psychological Statesmentioning

confidence: 60%

mentioning

confidence: 99%

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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“…agitated patients or aggressive relatives) or making efforts to show a specific emotion for therapeutic or organisational purposes. Depending on the nature and dominance of one type of emotional requirement over another, nurses' tasks may become more stressful or challenging (Bakker & Sanz, 2013;Heuven at al., 2006;Pisaniello et al, 2012). For example, previous studies show that enhancing, faking or suppressing emotions to modify the emotional expression in response to the display rules for the organisation or job (emotional labour) has a negative 7 impact on nurses, generating emotional exhaustion (Morris & Feldmans, 1996).…”

Section: Emotional Demands Motivation and Well-being In Nursing Profmentioning

confidence: 99%

Positive benefits of caring on nurses’ motivation and well-being: A diary study about the role of emotional regulation abilities at work

Blanco‐Donoso

Demerouti

Hernández

et al. 2015

International Journal of Nursing Studies

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El acceso a la versión del editor puede requerir la suscripción del recurso Access to the published version may require subscription AbstractBackground: Recent research reveals that not all job demands have negative effects on workers' well-being and suggests that the negative or positive effects of specific job demands depend on the occupational sector. Specifically, emotional job demands form the heart of the work for nurses and for this reason they can be interpreted by nurses as a challenge that promotes motivation and well-being among these professionals, especially if personal and job resources become available. Objectives:The study had two objectives. First, to examine whether daily emotional demands within a nursing work context have a positive effect on nurses' daily motivation at work (vigour) and well-being at home (vitality and positive affect). Second, to explore whether this positive effect could be enhanced by nurses' emotional regulation abilities.Design: This research used a diary design to explore daily experiences and to analyse how variations in specific job or personal characteristics can affect levels of motivation and wellbeing across days.Participants: Fifty-three nurses working in different Spanish hospitals and primary health care centres completed a general questionnaire and a diary booklet over 5 consecutive working days in two different moments, after work and at night (N= 53 participants and N = 265 observations). Results:In line with our hypotheses, multi-level analyses revealed that, on the one hand, daylevel emotional demands at work had a positive effect on vigour at work and on vitality at home. On the other hand, analyses showed that nurses with higher emotional regulation abilities have more motivation at work and well-being at home when they have to face high emotional demands at work, showing a spillover effect after work. Conclusions:These findings support the idea that emotional demands from the nursing profession can act as challenges which promote motivation and well-being, especially if internal emotional resources become available. Key words: emotional job demands; emotional regulation; nursing; positive affect; vigour; vitality.• What is already known about the topic?-Several studies show that job demands are positively associated with emotional exhaustion, while personal and job resources are positively related with engagement atwork.-Recent research shows that specific job demands (e.g. emotional demands) may be interpreted as positive challenges depending on the occupational sector. Moreover, positive effects from job demands may be attributed to the presence of personal and job resources.-Job demands effects spill over into the non-work domain and continue their influence on the individual after the end of the working day.• What does this paper add?-This study highlights the importance of emotional job demands within a nursing context to promote nurses' daily motivation and well-being. Specifically, emotional job demands were positively associated with vigour at...

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“…Este resultado é consistente com um estudo que identificou o papel mediador da autoeficácia entre as exigências emocionais do trabalho e a SB (Heuven, Bakker, Schaufeli, & Huisman, 2006). De acordo com Bandura (1977), este resultado pode ser explicado pela relação positiva entre a autoeficácia e o sentimento de realização e bem-estar pessoal.…”

Section: Discussionunclassified

Impacto da regulação de emoções no trabalho sobre as dimensões de Burnout em psicólogos: O papel moderador da autoeficácia

Rodriguez¹,

Carlotto²,

Câmara³

2017

Análise Psicológica

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O objetivo do presente estudo foi avaliar se a regulação emocional prediz as dimensões de burnout e se a autoeficácia funciona como variável mediadora na relação entre a regulação de emoções e as dimensões de Burnout em uma amostra de 518 psicólogos. Foram utilizados como instrumentos de pesquisa o Questionário para Avaliação da Síndrome de Burnout, a Escala Geral de Autoeficácia e a Subescala de regulação de emoções da Escala de Emoções no Trabalho. Os resultados, obtidos por meio da análise de regressão linear hierárquica, confirmaram as hipóteses de que a regulação emocional prediz as dimensões de Burnout e a de que a autoeficácia funciona como mediadora entre a regulação de emoções e as dimensões de Burnout. O resultado aponta para a importância de intervenções que contemplem o desenvolvimento da autoeficácia em psicólogos como medida de prevenção ou reabilitação da Síndrome de Burnout.

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The role of self-efficacy in performing emotion work

Cited by 198 publications

References 28 publications

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Positive benefits of caring on nurses’ motivation and well-being: A diary study about the role of emotional regulation abilities at work

Impacto da regulação de emoções no trabalho sobre as dimensões de Burnout em psicólogos: O papel moderador da autoeficácia

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