scholarly journals Work engagement and perceived work ability: An evidence‐based model to enhance nurses’ well‐being

2019 ◽  
Vol 75 (9) ◽  
pp. 1933-1942 ◽  
Author(s):  
Marco Tomietto ◽  
Eleonora Paro ◽  
Riccardo Sartori ◽  
Rita Maricchio ◽  
Luciano Clarizia ◽  
...  
Keyword(s):  
Work Engagement ◽  
Work Ability ◽  
Well Being ◽  
Evidence Based ◽  
Perceived Work Ability ◽  
Evidence Based Model

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals The clinical consequence of positive mental health in psychotherapy

2017 ◽  
Vol 20 (2) ◽  
Author(s):  
Mario Fulcheri ◽  
Danilo Carrozzino
Keyword(s):  
Well Being ◽  
Anxiety And Depression ◽  
Clinical Consequence ◽  
Evidence Based ◽  
Psychotherapeutic Intervention ◽  
Psychotherapeutic Treatment ◽  
Psychological Well Being ◽  
Theoretical Concepts ◽  
Evidence Based Model ◽  
Benefits And Costs

The current commentary is aimed at critically analyzing the document Psychotherapies for Anxiety and Depression: benefits and costs by focusing on specific theoretical concepts and empirical evidences arising from research studies fulfilled in the area of study of Clinical and Health Psychology. Specifically, the following were the main topics on which we are focused on: i) the clinical consequence potentially resulting from considering the psychological well-being and the euthymia condition as the main targets of a psychotherapeutic treatment; ii) a critical reappraisal of the clinical inadequacy of the evidence based model in psychotherapy; iii) clinimetrics as a clinically based measurement method for evaluating the psychological well-being of a patient after a psychotherapeutic intervention.

scholarly journals Contribution of work ability and core self-evaluations to worker health

2019 ◽  
Vol 69 (5) ◽  
pp. 366-371
Author(s):  
K Coomer ◽  
J Houdmont
Keyword(s):  
At Risk ◽  
Psychological Distress ◽  
Work Engagement ◽  
Work Ability ◽  
Manufacturing Sector ◽  
Well Being ◽  
Self Report ◽  
Psychological Resources ◽  
Longitudinal Sector ◽  
Core Self

Abstract Background Work ability (WA) concerns the capacity to manage job demands in relation to physical and psychological resources. Core self-evaluations (CSE) refer to a composite personality construct comprising self-esteem, locus of control, self-efficacy and emotional stability traits. Studies have shown the independent contribution of WA and CSE to work outcomes, yet none has explored their additive contribution, when applied together, to identify workers at risk of impaired health and performance-related outcomes. Aims The aim was to explore the contribution of WA and CSE to explaining variance in psychological distress and work engagement in a sample of UK manufacturing sector workers. Methods A self-report questionnaire containing validated measures of WA, CSE, psychological distress and work engagement was administered to employees in four UK manufacturing organizations. Bivariate correlations were calculated to identify patterns of relationships between the variables and hierarchical linear regression analyses performed to examine the incremental contribution of WA and CSE to the target variables. Results Analyses were conducted on data contributed by 311 workers (21% response rate). WA accounted for around one-quarter of the variance in psychological distress and around one-fifth of the variance in work engagement. The addition of CSE explained a further 10% (psychological distress) and 7% (work engagement) of the variance. Conclusions These exploratory findings suggest that WA and CSE might be useful in the identification of workers at risk of poor psychological well-being and work effectiveness in UK manufacturing. Longitudinal sector-representative studies are required to establish the constructs’ predictive power.

Good work ability among unemployed individuals: Association of sociodemographic, work-related and well-being factors

2017 ◽  
Vol 46 (3) ◽  
pp. 375-381 ◽  
Author(s):  
Marja Hult ◽  
Anna-Maija Pietilä ◽  
Päivikki Koponen ◽  
Terhi Saaranen
Keyword(s):  
Work Ability ◽  
Well Being ◽  
Good Work ◽  
Mental Strain ◽  
Physical Strain ◽  
Work Related ◽  
Self Rated Health ◽  
National Population Register ◽  
Perceived Work Ability ◽  
The Unemployed

Aims: The aims of this study were to describe the perceived work ability of unemployed individuals and to explore the association between perceived good work ability and sociodemographic, work-related and well-being factors. Methods: The data were derived from the Finnish Regional Health and Well-being Study (ATH) collected by postal and Internet-based questionnaires in 2014–2015. The random sample was selected from the Finnish National Population Register. The present study includes data from unemployed or laid-off respondents ( n=1975) aged 20–65 years. Logistic regression was used in the statistical analysis. Perceived work ability was measured with the Work Ability Score. Results: Factors significantly associated with good work ability were having young children living in the household, short-term unemployment, low or moderate physical strain in most recent job, moderate mental strain in most recent job, satisfaction with most recent job, good self-rated health and good quality of life. Good self-rated health (odds ratio=10.53, 95% confidence interval 5.90–18.80) was the most substantial factor in the multivariate model. Conclusions:The findings provide further evidence on the factors related to good work ability of the unemployed. These factors should be considered when designing interventions for promoting work ability and to minimise the harmful effects of long-term unemployment.

scholarly journals The Mediating Role of Work-Health Balance in the Relationship between Perceived Work Ability and Affective Job Satisfaction

2021 ◽  
Vol 30 (3) ◽  
pp. 547-572
Author(s):  
José-María Figueredo ◽  
Cristina García-Ael ◽  
Andrea Gragnano ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Occupational Health ◽  
Work Ability ◽  
Older Workers ◽  
Well Being ◽  
Mediating Role ◽  
Work Health ◽  
Perceived Work Ability ◽  
The Relationship

The rising age of retirement may result in a larger number of workers with health problems. This is important since health is a key element in all aspects of life, including work. Although much research has been carried out into how work-life balance influences occupational health, very few studies have focused on how the ability to balance health needs and work demands (work-health balance) affects different organizational variables such as perceived work ability and affective job satisfaction. In a context in that the age of retirement is constantly rising, it is vital to explore those factors may help extend people’s working life in a balanced manner. The aim of this study was, therefore, to explore the mediating role of work-health balance in the relationship between perceived work ability (physical and mental) and affective job satisfaction. Using a cross-sectional sample of 294 workers aged 39 years and over, the study analysed the mediating role of the different dimensions of work-health balance (health climate, work-health incompatibility and external support) in the relationship between work ability (physical and mental) and affective job satisfaction. The data suggest that the health climate and work-health incompatibility dimensions mediate the relationship between work ability (physical and mental) and affective job satisfaction. Our findings are consistent with the current understanding of the role played by the balance between occupational health and the well-being of older workers.

Organizational Evidence-Based and Promising Practices for Improving Clinician Well-Being

2020 ◽  
Author(s):  
Christine A. Sinsky ◽  
Lee Daugherty Biddison ◽  
Aditi Mallick ◽  
Anna Legreid Dopp ◽  
Jessica Perlo ◽  
...  
Keyword(s):  
Well Being ◽  
Evidence Based ◽  
Promising Practices

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

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