Watching the paint dry at work: psychometric examination of the Dutch Boredom Scale

Reijseger, Gaby; Schaufeli, Wilmar B.; Peeters, Maria C. W.; Taris, Toon W.; Beek, Ilona van; Ouweneel, Else

doi:10.1080/10615806.2012.720676

Cited by 148 publications

(311 citation statements)

References 41 publications

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“…Recently, boredom in the work context has been characterized by low arousal and high dissatisfaction (Reijseger et al, 2013) which accords well with the Bored-out occupational well-being type found in the present study. Although this occupational well-being concept is recognized and acknowledged in the literature (Reijseger et al, 2013;, it has not been discussed in the context of the circumplex model (Bakker & Oerlemans, 2011). This state of low arousal and dissatisfaction needs to be separated from burnout, despite its apparent close resemblance to the cynicism dimension of burnout.…”

Section: Discussionsupporting

confidence: 77%

See 1 more Smart Citation

The Circumplex Model of Occupational Well-being: Its Relation with Personality

Mäkikangas¹,

Rantanen²,

Bakker³

et al. 2015

JPOR

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Section: Discussionsupporting

confidence: 77%

“…The tendency for self-growth, actualization and challenges of Undercontrolled employees might trigger general feelings of not being satisfied with the current work situation. Dissatisfaction with the current job has been described as one of the major predictors of boredom at work (Reijseger et al, 2013).…”

Section: Discussionmentioning

confidence: 99%

The Circumplex Model of Occupational Well-being: Its Relation with Personality

Mäkikangas¹,

Rantanen²,

Bakker³

et al. 2015

JPOR

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“…Interestingly, boredom was found as another distinctive wellbeing at workplace that differs from job burnout or work engagement (Reijseger et al, 2013) which commonly associated with job dissatisfaction (Spector & Fox, 2010), poor job performance (Watt & Hargis, 2010), health issues (Harju et al, 2014) and monetary loss (Eddy et al, 2010). Yet, boredom is rarely being investigated among eastern countries, particularly Malaysia.…”

Section: Problem Statementmentioning

confidence: 99%

“…In fact, boredom received limited investigation using JD-R theory except by Reijseger et al, (2013), Van Wyk et al, (2016) and Guglielmi et al, (2013).…”

Section: Problem Statementmentioning

confidence: 99%

The Relationship Between Job Autonomy And Social Support With Turnover Intention

Michael¹,

Hassan²,

Kasa³

2018

The European Proceedings of Social and Behavioural Sciences

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Boredom at workplace is a negative well-being displayed by both blue and white collar employees who had lost their passion and value towards jobs under non stimulating working environment. Yet, there are limited studies in this area. Scholars had constantly associated boredom with negative working performance such as job dissatisfaction, high absenteeism, poor health condition and low organizational commitment. However, the association with turnover intention remains debatable. In Malaysia, the turnover intention among academicians of private higher education institutions (PHEIs) is in critical stage ever since year 2013. Although the Ministry of Higher Education (MOHE) Malaysia recognize the potential of PHEIs in supporting Malaysia to be the Asia educational hub, this issue remain unsolved which may jeopardize the success. Therefore, this study put forward the antecedents and consequence of boredom at workplace under a single model which includes the investigation of job autonomy, social support, and turnover intention among academicians. A quantitative study was conducted by obtaining data from 279 academicians working for 20 (PHEIs) in Sarawak. The results showed that job autonomy was not significantly associated with turnover intention because job autonomy has no association with boredom at the first place. In contrast, social support was negatively associated with boredom which led to positive association with turnover intention. Moreover, the result confirmed the presence of boredom as mediator upon bootstrapping. It is suggested that PHEIs shall motivate academicians to actively participate in trainings, conferences, and seminars as the opportune time can be used to build good rapport among them.

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“…There is strong empirical evidence that job resources are associated with positive work outcomes, such as work engagement (Halbesleben & Wheeler, 2008), and job demands are related to negative work outcomes, such as burnout (Bakker & Heuven, 2006). Previous findings show that low resources and low demands have been linked to boredom, which is characterised by low arousal, and has been shown to lead to different types of non-work related behaviour (Reijseger et al, 2013). We expect soldiering to be a behavioural manifestation of boredom and thus to be related to low job demands and resources.…”

Section: Introductionmentioning

confidence: 99%

Giving Work a Rain Check: Relationship Between Soldiering and Positive Work Outcomes Within the Job Demands-Resources Model

Metin

Baykova

Gaioshko

et al. 2015

Journal of European Psychology Students

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Students (JEPS). The WiPs are short methodology papers that outline steps undertaken by research groups in developing and carrying out a research project in the context of low-resource, independent, student-driven, cross-cultural research. The WiPs are submitted prior to project completion to enable the authors to improve their research according to the comments resulting from the peer-review process. WiPs also support the dissemination of methods used by student-driven, independent research projects, with the hope of informing others carrying out such work.The 2014-2015 cohort was inducted into the JRP at the European Summer School 2014, held in Vorarlberg, Austria. IntroductionPeople tend to spend approximately one hour and twenty minutes during work days on non-work-related activities according to an online self-report questionnaire, costing employers over 8000$ per employee per year in lost productivity (D'Abate & Eddy, 2007). This type of selfregulatory failure at work is considered to be extremely prevalent (Steel, 2007) and can be referred to as soldiering. The term soldiering was first coined by Taylor (1911) to describe "under working, that is, deliberately working slowly so as to avoid doing a full day's work" (p. 10). Recently, Metin, Taris, and Peeters (in preparation) adopted this definition for contemporary work contexts as "conscious or unconscious delay of work without the intention to harm the organizational stakeholders, workplace or client". Having longer coffee breaks or checking vacation websites are examples of soldiering. Metin et al. (in preparation) addressed the deficiency of a valid measurement tool to assess a wide range of soldiering behaviours and consequently developed a scale to measure this behaviour. Soldiering is defined as engaging behaviourally or cognitively into non-work-related activities during working hours with no intention of harming the employer, co-workers, and/or clients. The present study will investigate this phenomenon using the Job-Demands Resources Model. The proposed model will consider the influence of job demands and resources on soldiering, as well as the relationship of soldiering with employee wellbeing and performance. The data, collected via online questionnaires across seven European countries, will be analysed using structural equation modelling in order to explore the goodness-of-fit of the proposed model as well as its potential cross cultural variations. WORK IN PROGRESS REPORT

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Watching the paint dry at work: psychometric examination of the Dutch Boredom Scale

Cited by 148 publications

References 41 publications

The Circumplex Model of Occupational Well-being: Its Relation with Personality

The Circumplex Model of Occupational Well-being: Its Relation with Personality

The Relationship Between Job Autonomy And Social Support With Turnover Intention

Giving Work a Rain Check: Relationship Between Soldiering and Positive Work Outcomes Within the Job Demands-Resources Model

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