scholarly journals Is the Health-Awareness of Leaders Related to the Working Conditions, Engagement, and Exhaustion in Their Teams? A Multi-Level Mediation Study.

2021 ◽  
Author(s):  
Luisa A. Grimm ◽  
Georg F. Bauer ◽  
Gregor J. Jenny
Keyword(s):  
Working Conditions ◽  
Work Engagement ◽  
Self Care ◽  
Well Being ◽  
Job Resources ◽  
Health Awareness ◽  
Employee Outcomes ◽  
Mediation Analyses ◽  
The Individual ◽  
Health And Well Being

Abstract Background: Research shows that leaders influence the health and well-being of employees, by being either a buffer or major source of employee's work stressors. Various leadership behaviors and their relation to employee outcomes have been examined. Yet, a satisfactory explanation of how leaders’ behavior influences health has not been found. A new line of research investigates the construct of “health-oriented leadership”, that is, the health awareness of leaders towards themselves (“self-care”) and towards their employees (“staff-care”). It is hypothesized that this health-orientation has a direct effect on both leader’s and employees’ health, as well as an indirect effect mediated by their working conditions.Methods: Data were derived from four company research projects, that involved employee and leader surveys on work, health, and well-being. The sample consisted of 50 teams, with 191 leaders and 604 team members. To test the relation between a leader’s self-care and his/her engagement, exhaustion, as well as staff-care, multiple regression analyses and mediation analyses were conducted. The relation between a leader’s staff-care, the team’s job resources and demands, and the individual employee outcomes engagement and exhaustion were tested with multilevel analyses.Results: Regression analysis showed that the stronger a leader's health-orientation towards him/-herself (“self-care”), the stronger was the health-orientation towards his/her employees (“staff-care”). A leader’s self-care was also associated with higher work engagement and lower exhaustion and this relation was mediated by his/her job resources and demands, respectively. Multilevel analysis showed that a leader's staff-care was associated with employee work engagement and exhaustion, and that this relation was mediated by team-level job resources and demands, respectively.Conclusions: The health-orientation of leaders relates to their own as well as their teams' engagement and exhaustion, which is partly mediated by job demands and resources. Thus the construct of health-orientation may prove worthy of further exploration. For practical conclusions, this study provides support for researching not different leadership styles with very specific facets, but a general orientation towards health, which can be implemented into coaching and consulting sessions for organizations.

scholarly journals Is the health-awareness of leaders related to the working conditions, engagement, and exhaustion in their teams? A multi-level mediation study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Luisa A. Grimm ◽  
Georg F. Bauer ◽  
Gregor J. Jenny
Keyword(s):  
Working Conditions ◽  
Work Engagement ◽  
Self Care ◽  
Well Being ◽  
Job Resources ◽  
Health Awareness ◽  
Employee Outcomes ◽  
Mediation Analyses ◽  
The Individual ◽  
Health And Well Being

Abstract Background Research shows that leaders influence the health and well-being of employees, by being either a buffer or major source of employee’s work stressors. Various leadership behaviors and their relation to employee outcomes have been examined. Yet, a satisfactory explanation of how leaders’ behavior influences health has not been found. A new line of research investigates the construct of “health-oriented leadership”, that is, the health awareness of leaders towards themselves (“self-care”) and towards their employees (“staff-care”). It is hypothesized that this health-orientation has a direct effect on both leader’s and employees’ health, as well as an indirect effect mediated by their working conditions. Methods Data were derived from four company research projects, that involved employee and leader surveys on work, health, and well-being. The sample consisted of 50 teams, with 191 leaders and 604 team members. To test the relation between a leader’s self-care and his/her engagement, exhaustion, as well as staff-care, multiple regression analyses and mediation analyses were conducted. The relation between a leader’s staff-care, the team’s job resources and demands, and the individual employee outcomes engagement and exhaustion were tested with multilevel analyses. Results Regression analysis showed that the stronger a leader’s health-orientation towards him/−herself (“self-care”), the stronger was the health-orientation towards his/her employees (“staff-care”). A leader’s self-care was also associated with higher work engagement and lower exhaustion and this relation was mediated by his/her job resources and demands, respectively. Multilevel analysis showed that a leader’s staff-care was associated with employee work engagement and exhaustion, and that this relation was mediated by team-level job resources and demands, respectively. Conclusions The health-orientation of leaders relates to their own as well as their teams’ engagement and exhaustion, which is partly mediated by job demands and resources. Thus the construct of health-orientation may prove worthy of further exploration. For practical conclusions, this study provides support for researching not different leadership styles with very specific facets, but a general orientation towards health, which can be implemented into coaching and consulting sessions for organizations.

scholarly journals An Ultra-Short Measure for Work Engagement

2019 ◽  
Vol 35 (4) ◽  
pp. 577-591 ◽  
Author(s):  
Wilmar B. Schaufeli ◽  
Akihito Shimazu ◽  
Jari Hakanen ◽  
Marisa Salanova ◽  
Hans De Witte
Keyword(s):  
The Netherlands ◽  
Working Conditions ◽  
Internal Consistency ◽  
Work Engagement ◽  
Well Being ◽  
Job Resources ◽  
Absolute Difference ◽  
Factorial Validity ◽  
Utrecht Work Engagement Scale ◽  
Epidemiological Surveys

Abstract. The current study introduces an ultra-short, 3-item version of the Utrecht Work Engagement Scale. Using five national samples from Finland ( N = 22,117), Japan ( N = 1,968), the Netherlands ( N = 38,278), Belgium/Flanders ( N = 5,062), and Spain ( N = 10,040) its internal consistency and factorial validity vis-à-vis validated measures of burnout, workaholism, and job boredom are demonstrated. Moreover, the UWES-3 shares 86–92% of its variance with the longer nine-item version and the pattern of correlations of both versions with 9 indicators of well-being, 8 job demands, 10 job resources, and 6 outcomes is highly similar with an average, absolute difference between correlations of only .02. Hence, it is concluded that the UWES-3 is a reliable and valid indicator of work engagement that can be used as an alternative to the longer version, for instance in national and international epidemiological surveys on employee’s working conditions.

scholarly journals HESR innovation in analysis that supports decision making and action

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
B Barr
Keyword(s):  
Decision Making ◽  
Health Equity ◽  
Social Protection ◽  
Well Being ◽  
Status Report ◽  
Policy Performance ◽  
European Health ◽  
The Individual ◽  
Health And Well Being ◽  
Inform Decision Making

Abstract The European Health Equity Status Report makes innovative use of microdata, at the level of the individual, to decompose the relative contributions of five essential underlying conditions to inequities in health and well-being. These essential conditions comprise: (1) Health services (2) Income security and social protection (3) Living conditions (4) Social and human capital (5) Employment and working conditions. Combining microdata across over twenty sources, the work of HESRi has also produced disaggregated indicators in health, well-being, and each of the five essential conditions. In conjunction with indicators of policy performance and investment, the HESRi Health Equity Dataset of over 100 indicators is the first of its kind, as a resource for monitoring and analysing inequities across the essential conditions and policies to inform decision making and action to reduce gaps in health and well-being.

New Model to Promote Well-Being in Work Areas of an Aerospace Industry Facility in Mexicali

2022 ◽  
pp. 150-172
Author(s):  
Carlos Raul Navarro Gonzalez ◽  
Juan Ceballos-Corral ◽  
Olivia Yessenia Vargas-Bernal ◽  
Gustavo Lopez Badilla ◽  
Judith M. Paz-Delgadillo
Keyword(s):  
Working Conditions ◽  
Aerospace Industry ◽  
Cost Benefit ◽  
Well Being ◽  
Industrial Operations ◽  
The Cost ◽  
Relationship Of ◽  
The Relationship ◽  
The City ◽  
Health And Well Being

This investigation was made to evaluate the health and well-being of workers who made activities in the manufacturing processes of an aerospace industry installed in the city of Mexicali and based on the evidence presented in certain stages of a production line. The cost-benefit of applying ergonomic methods was analyzed, developing a descriptive model, which involved important aspects. Said aspects analyzed were (1) work methods, (2) training of employees in the operational area, (3) evaluation of times and movements of industrial operations, and (4) working conditions as the relationship of workers with supervisors and managers.

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

An investigation of the relationship between lean and well-being based on the job demands-resources model

2019 ◽  
Vol 39 (12) ◽  
pp. 1295-1322 ◽  
Author(s):  
Andrea Roberto Beraldin ◽  
Pamela Danese ◽  
Pietro Romano
Keyword(s):  
Problem Solving ◽  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Conclusive Evidence ◽  
Job Resources ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to investigate how just-in-time (JIT)-related job demands, problem-solving job demands and soft lean practices (SLPs) jointly influence employee well-being in terms of work engagement and exhaustion. Design/methodology/approach Based on the job demands-resources model, lean-related job characteristics were classified as resources or demands, and a set of hypotheses was developed to test their effect on work engagement and exhaustion, including the potential interaction between job resources and demands. The hypotheses were tested using moderated hierarchical regression and structural equation modelling, based on data from 138 workers. Findings SLPs act as job resources in a lean company, increasing work engagement and reducing exhaustion. Conversely, JIT-related job demands act as a hindrance, reducing work engagement and increasing exhaustion. However, SLPs can reduce the effect of JIT-related job demands on exhaustion, and JIT-related job demands may enhance the positive effects of SLPs on work engagement. Research limitations/implications The study provides no conclusive evidence on the hypothesized role of problem-solving as a challenge job demand. Practical implications The results can guide practitioners’ understanding of how to implement lean without harm to employee well-being. Originality/value By employing a well-grounded psychological model to test the link between lean and well-being, the study finds quantitative support for: the buffering effect of SLPs on exhaustion caused by JIT-related job demands, and for the role of JIT as a hindrance. These novel findings have no precedent in previous survey-based research. In addition, it reveals the importance of studying SLPs at an individual level, as what matters is the extent to which workers perceive SLPs as useful and supportive.

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