Work Engagement: A Handbook of Essential Theory and Research edited by Arnold B. Bakker and Michael P. Leiter

Adler, Seymour

doi:10.1111/j.1744-6570.2011.01242_2.x

Cited by 105 publications

(159 citation statements)

References 3 publications

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“…The JD‐R model explains how two different psychological pathways may play a role in the development of burnout and work engagement in general and in nurses in particular: the strain pathway and motivational pathway (Nahrgang et al, ). Research conducted with nurses and healthcare employees has provided evidence of these two processes (Adler, ).…”

Section: Literature Reviewmentioning

confidence: 99%

Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations

et al. 2015

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This study examines the mediating effects of burnout and engagement on the relationships between work characteristics (work overload and social support) and turnover intentions in the nursing community of two Ibero-American countries within the job demands-resources model. The sample consists of 316 registered nurses employed in Uruguay and 502 employed in Spain. We used multiple structural equation modelling analyses. The proposed model fit the data for both nursing samples. Burnout was found to fully mediate the relationship between work overload and turnover intention, whereas work engagement partially mediates the relationship between social support and turnover intention. The results contribute to our understanding of the potential applicability of two leading empirical models and of the dynamic relationship between work characteristics and turnover intentions through work engagement and burnout. Researchers should continue to focus on gaining a broader understanding of the effects of work characteristics in healthcare facilities and the associated organizational outcomes. Copyright © 2015 John Wiley & Sons, Ltd.

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Section: Literature Reviewmentioning

confidence: 99%

Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations

et al. 2015

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“…As vigour is defined by high energy and mental resilience, persistence, and the willingness to invest effort at work (Schaufeli et al, 2002), it is close to the definition of subjective vitality in an occupational context. Furthermore, the abbreviated measure of vigour used in the present study (see Measures) omits the items not related to energy (Shirom, 2010). It thus corresponds well to the conceptualization of subjective vitality by Ryan and Frederick (1997), and consequently it is interpreted to indicate subjective vitality at work in the present study.…”

Section: Vitality At Workmentioning

confidence: 51%

“…Vigour is a threeitem scale measuring high levels of energy and activation at work (e.g. 'At my job, I feel that I am bursting with energy'), omitting the items of the full scale referring to motivation and resilience (Shirom, 2010). Participants evaluated the items on a seven-point scale from 0 (never) to 6 (every day).…”

Section: Methodsmentioning

confidence: 99%

Each One Counts: Basic Needs Mediating the Association Between Social Support and Vitality at Work

Karkkola

Kuittinen

Hintsa

et al. 2018

Scandinavian Journal of Work and Organizational Psychology

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Social ties and social support affect mental and physical health (Thoits, 2011). This also applies in the context of work. Social support at work is related to both adverse and beneficial outcomes. Social support is consistently associated with lower levels of burnout (Day and Leiter, 2014; Lee and Ashforth, 1996) and especially when received from a supervisor, negatively associated with perceived workload (Bowling et al., 2015). In prospective studies, low social support has predicted stress-related symptoms, such as depression and anxiety, particularly among men (Nieuwenhuijsen, Bruinvels and Frings-Dresen, 2010). Lack of social support may incur billions of dollars of healthcare costs in the United States alone (Goh, Pfeffer and Zenios, 2016). Social support also fosters well-being at work. It is associated with several job attitudes, such as job satisfaction, organizational commitment, and a low level of turnover intentions (Edmondson and Boyer, 2013). Support from a supervisor appears to be especially important with regard to job attitudes (Ng and Sorensen, 2008). Social support is also consistently associated with work engagement, an active and pleasurable state of work-related well-being (Halbesleben, 2010). Thus, social support is an essential job resource, as job resources are defined as work-related characteristics facilitating goal achievement, reducing job demands and the associated strains, or stimulating growth, learning, and development (Bakker and Demerouti, 2017). However, the job demands-resources theory does not explicate the underlying mechanisms from job characteristics to outcomes (Schaufeli and Taris, 2014). One suggested explanatory mechanism for outcomes related to motivational and energetic processes of optimal functioning is satisfaction of psychological basic needs of autonomy, competence, and relatedness (Van den Broeck et al., 2008). Through their aforementioned functions (e.g. facilitating goal achievement and promoting growth), job characteristics are expected to affect the satisfaction of one or more basic needs. For example, task identity could support autonomy, whereas feedback may facilitate competence (Deci, Olafsen and Ryan, 2017). As the selfdetermination theory (SDT; Ryan and Deci, 2017) posits need satisfaction as a necessary condition for thriving, the needs are expected to act as an explanatory mechanism in the association between job resources and several outcomes. Psychological Basic Needs in the Self-Determination Theory According to the SDT, the satisfaction of the psychological basic needs of autonomy, competence, and relatedness is essential for optimal development, integrity, and wellbeing (Ryan and Deci, 2017). Each need is expected to be independently important and to have its own criteria for fulfilment. The need for autonomy is the need to experience volition, self-endorsement and ownership of actions. The need for competence is satisfied when an actor is effective in his or her interactions with the social environment, for example, expressing and expanding th...

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“…Moreover, Hoffman et al [23] believed the adoption of OCB was more than an attitude issue than job performance of the staff. However, the previous studies has demonstrated OCB is associated with a number of organizational variables such as organizational equality [24], trust of the staff to the managers [25], self-management skills [26], job addiction [27], the quality of services provided in hospitals [28], empowering the staff [29], staff productivity [30], organizational commitment [31], the staff respond to the issue of inequality [32], social withdrawal of the staff [33], job satisfaction and characteristics of the staff [34], professional competence of the staff [35], organizational climate and efficiency [36], organizational support and ethical climate [37], job burnout [38], personal characteristics [39], organizational orientation [40], the organizational climate of universities [41] and the creative organizational climate among the students [42].…”

Section: Discussionmentioning

confidence: 99%

Organizational Citizenship Behaviors and Counterproductive Work Behaviors: A Study of Tehran University of Medical Sciences Staff

Dargahi¹,

Somayeh²

2018

Review Pub Administration Manag

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Introduction:Organizational citizenship behavior (OCB) is associated with major factors such as job satisfaction and organizational commitment and productivity. However, counterproductive work behavior (CWB) as a voluntary behavior of the staff runs counter to the organizational objectives and interests. This research attempts to determine the relationship between OCB and CWB in the headquarters departments' staff of Tehran University of Medical Sciences in Iran. Methods:This descriptive-analytical and cross-sectional research was conducted in 2015-2016 on 235 staff of Tehran University of Medical Sciences who had been selected via employing Cochran formula. The research instrument included Pudsakoff's OCB Questionnaire including five dimensions of Altruism, Conscientiousness, Sportsmanship, Courtesy and Civic virtue, and the CWB questionnaire developed by Fox and Specter. The validity of the questionnaire was confirmed through content and face validity measures while its reliability was confirmed via alpha Cronbach method. SPSS software was used for analyzing the collected data. Incidentally, the descriptive tables were presented using mean and percentages, while the analytical statistics were provided through Pearson Correlation and Spearman, T-test, ANOVA and Linear Regression Tests. Results:The OCB was measured to be over the average and was 3.58 ± 0.95, and the CWB mean was 3.58 ± 1.14.There was a negative significant correlation between CWB and OCB (P=0.03, r=0.382). The correlation analyses showed that 14% of the CWB variations could be associated with OCB. Conclusion:Since only as little as 14% of the CWB is associated with OCB, it seems that other intra-organizational factors such as organizational justice, managers' ethics and organizational requirements could as well impact CWB and thus warrant further research.

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Work Engagement: A Handbook of Essential Theory and Research edited by Arnold B. Bakker and Michael P. Leiter

Cited by 105 publications

References 3 publications

Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations

Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations

Each One Counts: Basic Needs Mediating the Association Between Social Support and Vitality at Work

Organizational Citizenship Behaviors and Counterproductive Work Behaviors: A Study of Tehran University of Medical Sciences Staff

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