Purpose This paper aims to explore, which characteristics of activity-based offices are related t... more Purpose This paper aims to explore, which characteristics of activity-based offices are related to the position of workers on the burnout – engagement continuum. Design/methodology/approach Literature review and an online survey amongst knowledge workers in the Netherlands, which provided data of 184 respondents from 14 organisations. The data has been analysed by descriptive statistics, bivariate analyses, factor analyses and path analysis, to test the conceptual model. Findings Five physical work environment constructs were identified of which three showed to have significant relations with employees’ position on one of the three dimensions of the burnout – engagement continuum. Distraction has a direct and indirect (through overload) negative relation with the individual strain (meaning increased exhaustion). Office comfort has indirect positive relations (through recognition and appreciation) with the interpersonal strain (meaning increased involvement). The possibility for tele...
DOI to the publisher's website. • The final author version and the galley proof are versions of t... more DOI to the publisher's website. • The final author version and the galley proof are versions of the publication after peer review. • The final published version features the final layout of the paper including the volume, issue and page numbers. Link to publication General rights Copyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights. • Users may download and print one copy of any publication from the public portal for the purpose of private study or research. • You may not further distribute the material or use it for any profit-making activity or commercial gain • You may freely distribute the URL identifying the publication in the public portal. If the publication is distributed under the terms of Article 25fa of the Dutch Copyright Act, indicated by the "Taverne" license above, please follow below link for the End User Agreement:
International Journal of Environmental Research and Public Health, 2021
This study tests organizational trust as the psychosocial mechanism that explains how healthy org... more This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (rel...
Purpose -The main objective of this study is to apply broaden-and-build theory to occupational we... more Purpose -The main objective of this study is to apply broaden-and-build theory to occupational wellbeing. More specifically, it seeks to test whether positive emotions "build" resources and to what extent they contribute to work engagement through an increase in personal or job resources. Additionally, it aims to hypothesize that positive emotions, resources, and work engagement are reciprocally related to each other in a way akin to a gain cycle. Design/methodology/approach -In order to test whether positive emotions, personal and job resources, and work engagement are related over time, a structural equation model was constructed. The model was based on two waves of data, with a time lag of six months. Findings -Results show a reciprocal relationship between positive emotions and personal resources. Furthermore, there is a causal effect of personal resources on work engagement and a reversed causal effect of work engagement on positive emotions. Most surprising is the fact that no relationships with job resources are found to be significant. Research limitations/implications -Because the authors exclusively used self-report measures to assess positive emotions, resources, and work engagement, the cross-paths might have been inflated. Practical implications -The results underline the importance of increasing both positive emotions and the level of personal resources in order to create an engaged workforce. Originality/value -The study adds to the existing literature in the sense that the research model entailed positive emotions as a "novel" variable in the context of resources and work engagement. The model recognized the building capacity of positive emotions as well as the potential of personal resources in predicting work engagement.
Theoretische modellen over werkstress » He who loves practice without theory is like the sailor w... more Theoretische modellen over werkstress » He who loves practice without theory is like the sailor who boards ship without a rudder and compass and never knows where he may be cast. Leonardo da Vinci (1452-1519) Werknemers in geïndustrialiseerde landen hebben de afgelopen jaren in toenemende mate te maken gehad met veranderingen in en rondom de arbeid. Zo is er sprake van een intensivering van de arbeid, zich uitend in een hogere werkbelasting. Ook is de werkbelasting verschoven van fysieke belasting naar mentale en emotionele belasting, onder andere ten gevolge van de toename van het aantal werknemers dat in de dienstensector werkzaam is. Verder is er sprake van een bijna continu proces van organisatieverandering en worden er voortdurend nieuwe productie-en managementconcepten ingevoerd. Daarnaast heeft de toegenomen technologisering niet alleen sterke effecten op de aard en organisatie van werk en op de werkgelegenheid, maar ook op de kwaliteit van de arbeid (SER 2019). Ten slotte wordt het psychologisch contract, dat wil zeggen de verwachting die werknemers koesteren over een billijke verhouding tussen hun inspanningen ten behoeve van de organisatie en de materiële en immateriële beloning die daartegenover staat, in toenemende mate aangetast. Tezamen zorgen deze veranderingen in en rondom de arbeid ervoor dat de risico's verbonden aan het verrichten van arbeid steeds meer verschuiven van het materiële en fysieke vlak naar het psychosociale vlak, zoals geconcludeerd in 7 H. 1. Psychosociaal heeft, zoals het woord al zegt, te maken met cognitieve, emotionele en sociale aspecten die invloed uitoefenen op de werknemer. Voorbeelden van psychosociale risicofactoren zijn: werkdruk, confrontatie met lastige en agressieve cliënten, gebrek aan controle over de uitvoering van het werk, conflicten met collega's en baanonzekerheid. Daarnaast groeit het inzicht dat deze psychosociale kenmerken van het werk eveneens bepalend kunnen zijn voor de kwalitatieve en kwantitatieve werkprestatie. Op het terrein van de A&G-psychologie bestaat een grote belangstelling voor psychosociale werkkenmerken als determinanten van de gezondheid en het welbevinden van werknemers. Uit onderzoeksliteratuur blijkt namelijk dat werkkenmerken zoals werkdruk en gebrek aan regelmogelijkheden (autonomie) samenhangen met bijvoorbeeld burn-out en arbeidsontevredenheid (zie 7 H. 18). Deze manifestaties van ongezondheid en onwelbevinden kunnen op den duur leiden tot arbeidsverzuim en arbeidsongeschiktheid (zie 7 H. 13 en 21). Aan de andere kant horen we ook positieve geluiden over arbeid. De combinatie van werkdruk en voldoende regelmogelijkheden geeft juist energie en veerkracht, maakt ontwikkeling en groei mogelijk, en roept positieve gevoelens op zoals motivatie, tevredenheid, trots en toewijding (zie 7 H. 18). Inzicht in de psychologische processen die hieraan ten grondslag liggen, is daarom van groot belang.
From prevention to amplition: interventions for functioning optimally From prevention to amplitio... more From prevention to amplition: interventions for functioning optimally From prevention to amplition: interventions for functioning optimally E. Ouweneel, W. Schaufeli & P. Le Blanc, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 118-135 The recent rise of positive organisational psychology has laid out the theoretical foundation for research into positive work-related well-being. Now the time has come to translate this theoretical knowledge into practical positive work-related interventions. To that end, we introduce the term amplition in this article, after the Latin word amplio, meaning to enlarge, increase, or magnify. Interventions focused on amplition aim to enhance positive work-related well-being. This kind of interventions have hardly been designed, let alone tested among employees. The main objective of this paper is to demonstrate that the essential ingredients for these interventions are basically at hand. It is suggested to use the existing empirical knowledge on ...
Robots zijn op steeds meer werkplekken te vinden en veranderen het werk van mensen. Er is echter ... more Robots zijn op steeds meer werkplekken te vinden en veranderen het werk van mensen. Er is echter onvoldoende aandacht voor de invloed van robots op de betekenisvolheid van werk, hoewel aangenomen kan worden dat robotisering hiervoor zowel een bedreiging als een kans vormt. Wij onderzoeken het effect van robots op verschillende dimensies van betekenisvol werk op basis van kwalitatieve data die verzameld zijn onder medewerkers en hun leidinggevenden in acht distributiecentra met verschillende mate van robotisering. Naast een bevestiging van de zowel negatieve als positieve invloed van robots op betekenisvol werk laten de resultaten zien dat, in overeenstemming met de Skill-Biased Technological Change-theorie, vooral hoogopgeleide leidinggevenden profiteren van kansen, terwijl laagopgeleide medewerkers voornamelijk te maken hebben met bedreigingen. Daarenboven blijkt dat medewerkers die initiatief tonen, meer van de veranderende situatie weten te maken in termen van betekenisvol werk. ...
This study tests organizational trust as the psychosocial mechanism that explains how healthy org... more This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (rel...
Though the importance of sustainable employability throughout people's working life is undisp... more Though the importance of sustainable employability throughout people's working life is undisputed, up till now only one attempt for a conceptual definition has been made (van der Klink et al., 2016). Following the suggestions to further refine and improve this definition recently put forward by Fleuren et al. (2016), we propose an approach to sustainable employability that is based on the Ability-Motivation-Opportunity (AMO) framework, and incorporates three indicators: the ability, the motivation, and the opportunity to continue working, respectively. As sustainable employability is considered to be an important aspect of successful aging at work, this study used four different conceptualizations of aging at work to set up convergent and divergent validity of our operationalization of sustainable employability: calendar age, organizational age (job and organizational tenure), functional age (work ability), and life-span age (partner and children). We formulated several hypothes...
Purpose–The opposite of absenteeism, presenteeism, is the phenomenon of employees staying at work... more Purpose–The opposite of absenteeism, presenteeism, is the phenomenon of employees staying at work when they should be off sick. Presenteeism is an important problem for organizations, because employees who turn up for work, when sick, cause a reduction in productivity levels. The central aim of the present study is to examine the longitudinal relationships between job demands, burnout (exhaustion and depersonalization), and presenteeism.
Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf ... more Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf This article may be used for research, teaching and private study purposes. Any substantial or systematic reproduction, redistribution , reselling , loan or sub-licensing, systematic supply or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae and drug doses should be independently verified with primary sources. The publisher shall not be liable for any loss, actions, claims, proceedings, demand or costs or damages whatsoever or howsoever caused arising directly or indirectly in connection with or arising out of the use of this material.
In this quasi-experimental study among staff of 29 oncology wards, the authors evaluated the effe... more In this quasi-experimental study among staff of 29 oncology wards, the authors evaluated the effects of a team-based burnout intervention program combining a staff support group with a participatory action research approach. Nine wards were randomly selected to participate in the program. Before the program started (Time 1), directly after the program ended (Time 2), and 6 months later (Time 3), study participants filled out a questionnaire on their work situation and well-being. Results of multilevel analyses showed that staff in the experimental wards experienced significantly less emotional exhaustion at both Time 2 and Time 3 and less depersonalization at Time 2, compared with the control wards. Moreover, changes in burnout levels were significantly related to changes in the perception of job characteristics over time.
European Journal of Work and Organizational Psychology, 2013
This study explores the effects of nurses' daily job characteristics (i.e., job demands and resou... more This study explores the effects of nurses' daily job characteristics (i.e., job demands and resources) and general work engagement on their daily decision making (i.e., analytical and intuitive) and consequently their daily performance (i.e., task and contextual). Participants completed a baseline questionnaire and a diary for five consecutive days. Results reveal a positive influence of the job demands "work pressure" and "predictability" on analytical decision making. In turn, analytical decision making promotes task performance. Work pressure also negatively influences intuitive decision making which, in turn, stimulates task and contextual performance. However, the job resource (i.e., autonomy) had a nonsignificant relationship with decision making. General work engagement had positive effects on analytical decision making and moderated the relationship between intuitive decision making and contextual performance. For those high on work engagement, the relation was stronger compared to their counterparts low on work engagement. Results corroborate that expanding and testing decision-making theories can increase understanding on how the work environment and engagement influence employee decision making and performance.
Antecedents of Employability and Retirement Intentions a good financial situation is a push facto... more Antecedents of Employability and Retirement Intentions a good financial situation is a push factor to retire early. In order to promote the labor participation of older workers, this study indicates that organizations should focus on the learning possibilities that are inherent to one's job rather than on providing additional training or career management. Further research is needed to test the generalizability of our results to other samples.
Interactive cardiovascular and thoracic surgery, 2006
Between May 1997 and November 2002, 68 patients with one or two-vessel disease (55+/-9 years) und... more Between May 1997 and November 2002, 68 patients with one or two-vessel disease (55+/-9 years) underwent Port Access CABG using the Heartport endoCPB. The LITA was used in 63 cases, the RITA in 14, a radial artery in 2 and a vein graft in 3. Mean distal anastomoses was 1.3+/-0.5. Cross clamping, CPB, and operative times were 42+/-20 min, 64+/-27 min, and 3.8+/-1.5 h. Postoperative ventilation was 11+/-17 h, and ICU stay was 1.9+/-2.6 days. At day-1, troponin level was 2.3+/-2.9 UI and blood loss was 398+/-240 ml. Two patients needed long intubation and two had pleural re-drainage. One patient had a stroke, one had a myocardial infarction, and one underwent revision for bleeding. Hospital stay was 7+/-3 days. 65% were discharged to home. Follow up was completed in all cases (4.1+/-1.8 years). CCS score was significantly reduced (from 3.1+/-0.3 to 1.1+/-0.3, P<0.0001). Two patients had PTCA and stenting of non-grafted arteries. Five other patients had recurrent angina. Angiograms sh...
Purpose This paper aims to explore, which characteristics of activity-based offices are related t... more Purpose This paper aims to explore, which characteristics of activity-based offices are related to the position of workers on the burnout – engagement continuum. Design/methodology/approach Literature review and an online survey amongst knowledge workers in the Netherlands, which provided data of 184 respondents from 14 organisations. The data has been analysed by descriptive statistics, bivariate analyses, factor analyses and path analysis, to test the conceptual model. Findings Five physical work environment constructs were identified of which three showed to have significant relations with employees’ position on one of the three dimensions of the burnout – engagement continuum. Distraction has a direct and indirect (through overload) negative relation with the individual strain (meaning increased exhaustion). Office comfort has indirect positive relations (through recognition and appreciation) with the interpersonal strain (meaning increased involvement). The possibility for tele...
DOI to the publisher's website. • The final author version and the galley proof are versions of t... more DOI to the publisher's website. • The final author version and the galley proof are versions of the publication after peer review. • The final published version features the final layout of the paper including the volume, issue and page numbers. Link to publication General rights Copyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights. • Users may download and print one copy of any publication from the public portal for the purpose of private study or research. • You may not further distribute the material or use it for any profit-making activity or commercial gain • You may freely distribute the URL identifying the publication in the public portal. If the publication is distributed under the terms of Article 25fa of the Dutch Copyright Act, indicated by the "Taverne" license above, please follow below link for the End User Agreement:
International Journal of Environmental Research and Public Health, 2021
This study tests organizational trust as the psychosocial mechanism that explains how healthy org... more This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (rel...
Purpose -The main objective of this study is to apply broaden-and-build theory to occupational we... more Purpose -The main objective of this study is to apply broaden-and-build theory to occupational wellbeing. More specifically, it seeks to test whether positive emotions "build" resources and to what extent they contribute to work engagement through an increase in personal or job resources. Additionally, it aims to hypothesize that positive emotions, resources, and work engagement are reciprocally related to each other in a way akin to a gain cycle. Design/methodology/approach -In order to test whether positive emotions, personal and job resources, and work engagement are related over time, a structural equation model was constructed. The model was based on two waves of data, with a time lag of six months. Findings -Results show a reciprocal relationship between positive emotions and personal resources. Furthermore, there is a causal effect of personal resources on work engagement and a reversed causal effect of work engagement on positive emotions. Most surprising is the fact that no relationships with job resources are found to be significant. Research limitations/implications -Because the authors exclusively used self-report measures to assess positive emotions, resources, and work engagement, the cross-paths might have been inflated. Practical implications -The results underline the importance of increasing both positive emotions and the level of personal resources in order to create an engaged workforce. Originality/value -The study adds to the existing literature in the sense that the research model entailed positive emotions as a "novel" variable in the context of resources and work engagement. The model recognized the building capacity of positive emotions as well as the potential of personal resources in predicting work engagement.
Theoretische modellen over werkstress » He who loves practice without theory is like the sailor w... more Theoretische modellen over werkstress » He who loves practice without theory is like the sailor who boards ship without a rudder and compass and never knows where he may be cast. Leonardo da Vinci (1452-1519) Werknemers in geïndustrialiseerde landen hebben de afgelopen jaren in toenemende mate te maken gehad met veranderingen in en rondom de arbeid. Zo is er sprake van een intensivering van de arbeid, zich uitend in een hogere werkbelasting. Ook is de werkbelasting verschoven van fysieke belasting naar mentale en emotionele belasting, onder andere ten gevolge van de toename van het aantal werknemers dat in de dienstensector werkzaam is. Verder is er sprake van een bijna continu proces van organisatieverandering en worden er voortdurend nieuwe productie-en managementconcepten ingevoerd. Daarnaast heeft de toegenomen technologisering niet alleen sterke effecten op de aard en organisatie van werk en op de werkgelegenheid, maar ook op de kwaliteit van de arbeid (SER 2019). Ten slotte wordt het psychologisch contract, dat wil zeggen de verwachting die werknemers koesteren over een billijke verhouding tussen hun inspanningen ten behoeve van de organisatie en de materiële en immateriële beloning die daartegenover staat, in toenemende mate aangetast. Tezamen zorgen deze veranderingen in en rondom de arbeid ervoor dat de risico's verbonden aan het verrichten van arbeid steeds meer verschuiven van het materiële en fysieke vlak naar het psychosociale vlak, zoals geconcludeerd in 7 H. 1. Psychosociaal heeft, zoals het woord al zegt, te maken met cognitieve, emotionele en sociale aspecten die invloed uitoefenen op de werknemer. Voorbeelden van psychosociale risicofactoren zijn: werkdruk, confrontatie met lastige en agressieve cliënten, gebrek aan controle over de uitvoering van het werk, conflicten met collega's en baanonzekerheid. Daarnaast groeit het inzicht dat deze psychosociale kenmerken van het werk eveneens bepalend kunnen zijn voor de kwalitatieve en kwantitatieve werkprestatie. Op het terrein van de A&G-psychologie bestaat een grote belangstelling voor psychosociale werkkenmerken als determinanten van de gezondheid en het welbevinden van werknemers. Uit onderzoeksliteratuur blijkt namelijk dat werkkenmerken zoals werkdruk en gebrek aan regelmogelijkheden (autonomie) samenhangen met bijvoorbeeld burn-out en arbeidsontevredenheid (zie 7 H. 18). Deze manifestaties van ongezondheid en onwelbevinden kunnen op den duur leiden tot arbeidsverzuim en arbeidsongeschiktheid (zie 7 H. 13 en 21). Aan de andere kant horen we ook positieve geluiden over arbeid. De combinatie van werkdruk en voldoende regelmogelijkheden geeft juist energie en veerkracht, maakt ontwikkeling en groei mogelijk, en roept positieve gevoelens op zoals motivatie, tevredenheid, trots en toewijding (zie 7 H. 18). Inzicht in de psychologische processen die hieraan ten grondslag liggen, is daarom van groot belang.
From prevention to amplition: interventions for functioning optimally From prevention to amplitio... more From prevention to amplition: interventions for functioning optimally From prevention to amplition: interventions for functioning optimally E. Ouweneel, W. Schaufeli & P. Le Blanc, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 118-135 The recent rise of positive organisational psychology has laid out the theoretical foundation for research into positive work-related well-being. Now the time has come to translate this theoretical knowledge into practical positive work-related interventions. To that end, we introduce the term amplition in this article, after the Latin word amplio, meaning to enlarge, increase, or magnify. Interventions focused on amplition aim to enhance positive work-related well-being. This kind of interventions have hardly been designed, let alone tested among employees. The main objective of this paper is to demonstrate that the essential ingredients for these interventions are basically at hand. It is suggested to use the existing empirical knowledge on ...
Robots zijn op steeds meer werkplekken te vinden en veranderen het werk van mensen. Er is echter ... more Robots zijn op steeds meer werkplekken te vinden en veranderen het werk van mensen. Er is echter onvoldoende aandacht voor de invloed van robots op de betekenisvolheid van werk, hoewel aangenomen kan worden dat robotisering hiervoor zowel een bedreiging als een kans vormt. Wij onderzoeken het effect van robots op verschillende dimensies van betekenisvol werk op basis van kwalitatieve data die verzameld zijn onder medewerkers en hun leidinggevenden in acht distributiecentra met verschillende mate van robotisering. Naast een bevestiging van de zowel negatieve als positieve invloed van robots op betekenisvol werk laten de resultaten zien dat, in overeenstemming met de Skill-Biased Technological Change-theorie, vooral hoogopgeleide leidinggevenden profiteren van kansen, terwijl laagopgeleide medewerkers voornamelijk te maken hebben met bedreigingen. Daarenboven blijkt dat medewerkers die initiatief tonen, meer van de veranderende situatie weten te maken in termen van betekenisvol werk. ...
This study tests organizational trust as the psychosocial mechanism that explains how healthy org... more This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (rel...
Though the importance of sustainable employability throughout people's working life is undisp... more Though the importance of sustainable employability throughout people's working life is undisputed, up till now only one attempt for a conceptual definition has been made (van der Klink et al., 2016). Following the suggestions to further refine and improve this definition recently put forward by Fleuren et al. (2016), we propose an approach to sustainable employability that is based on the Ability-Motivation-Opportunity (AMO) framework, and incorporates three indicators: the ability, the motivation, and the opportunity to continue working, respectively. As sustainable employability is considered to be an important aspect of successful aging at work, this study used four different conceptualizations of aging at work to set up convergent and divergent validity of our operationalization of sustainable employability: calendar age, organizational age (job and organizational tenure), functional age (work ability), and life-span age (partner and children). We formulated several hypothes...
Purpose–The opposite of absenteeism, presenteeism, is the phenomenon of employees staying at work... more Purpose–The opposite of absenteeism, presenteeism, is the phenomenon of employees staying at work when they should be off sick. Presenteeism is an important problem for organizations, because employees who turn up for work, when sick, cause a reduction in productivity levels. The central aim of the present study is to examine the longitudinal relationships between job demands, burnout (exhaustion and depersonalization), and presenteeism.
Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf ... more Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf This article may be used for research, teaching and private study purposes. Any substantial or systematic reproduction, redistribution , reselling , loan or sub-licensing, systematic supply or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae and drug doses should be independently verified with primary sources. The publisher shall not be liable for any loss, actions, claims, proceedings, demand or costs or damages whatsoever or howsoever caused arising directly or indirectly in connection with or arising out of the use of this material.
In this quasi-experimental study among staff of 29 oncology wards, the authors evaluated the effe... more In this quasi-experimental study among staff of 29 oncology wards, the authors evaluated the effects of a team-based burnout intervention program combining a staff support group with a participatory action research approach. Nine wards were randomly selected to participate in the program. Before the program started (Time 1), directly after the program ended (Time 2), and 6 months later (Time 3), study participants filled out a questionnaire on their work situation and well-being. Results of multilevel analyses showed that staff in the experimental wards experienced significantly less emotional exhaustion at both Time 2 and Time 3 and less depersonalization at Time 2, compared with the control wards. Moreover, changes in burnout levels were significantly related to changes in the perception of job characteristics over time.
European Journal of Work and Organizational Psychology, 2013
This study explores the effects of nurses' daily job characteristics (i.e., job demands and resou... more This study explores the effects of nurses' daily job characteristics (i.e., job demands and resources) and general work engagement on their daily decision making (i.e., analytical and intuitive) and consequently their daily performance (i.e., task and contextual). Participants completed a baseline questionnaire and a diary for five consecutive days. Results reveal a positive influence of the job demands "work pressure" and "predictability" on analytical decision making. In turn, analytical decision making promotes task performance. Work pressure also negatively influences intuitive decision making which, in turn, stimulates task and contextual performance. However, the job resource (i.e., autonomy) had a nonsignificant relationship with decision making. General work engagement had positive effects on analytical decision making and moderated the relationship between intuitive decision making and contextual performance. For those high on work engagement, the relation was stronger compared to their counterparts low on work engagement. Results corroborate that expanding and testing decision-making theories can increase understanding on how the work environment and engagement influence employee decision making and performance.
Antecedents of Employability and Retirement Intentions a good financial situation is a push facto... more Antecedents of Employability and Retirement Intentions a good financial situation is a push factor to retire early. In order to promote the labor participation of older workers, this study indicates that organizations should focus on the learning possibilities that are inherent to one's job rather than on providing additional training or career management. Further research is needed to test the generalizability of our results to other samples.
Interactive cardiovascular and thoracic surgery, 2006
Between May 1997 and November 2002, 68 patients with one or two-vessel disease (55+/-9 years) und... more Between May 1997 and November 2002, 68 patients with one or two-vessel disease (55+/-9 years) underwent Port Access CABG using the Heartport endoCPB. The LITA was used in 63 cases, the RITA in 14, a radial artery in 2 and a vein graft in 3. Mean distal anastomoses was 1.3+/-0.5. Cross clamping, CPB, and operative times were 42+/-20 min, 64+/-27 min, and 3.8+/-1.5 h. Postoperative ventilation was 11+/-17 h, and ICU stay was 1.9+/-2.6 days. At day-1, troponin level was 2.3+/-2.9 UI and blood loss was 398+/-240 ml. Two patients needed long intubation and two had pleural re-drainage. One patient had a stroke, one had a myocardial infarction, and one underwent revision for bleeding. Hospital stay was 7+/-3 days. 65% were discharged to home. Follow up was completed in all cases (4.1+/-1.8 years). CCS score was significantly reduced (from 3.1+/-0.3 to 1.1+/-0.3, P<0.0001). Two patients had PTCA and stenting of non-grafted arteries. Five other patients had recurrent angina. Angiograms sh...
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