scholarly journals Investigating the reversed causality of engagement and burnout in job demands-resources theory

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Leon T. De Beer ◽  
Jaco Pienaar ◽  
Sebastiaan Rothmann
Keyword(s):  
Structural Equation ◽  
Longitudinal Design ◽  
Negative Relationship ◽  
Job Demands ◽  
Supervisor Support ◽  
Managerial Implications ◽  
Major Attention ◽  
Value Add ◽  
Proactive Measures ◽  
Over Time

Orientation: Reversed causality is an area that has not commanded major attention within the South African context, specifically pertaining to engagement, burnout and job demands resources. Therefore, this necessitated an investigation to elucidate the potential effects.Research purpose: To investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time.Motivation for the study: Organisations and researchers should be made aware of the effects that burnout and engagement could have over time on resources and demands.Research design, approach and method: A longitudinal design was employed. The availability sample (n = 593) included participants from different demographic backgrounds. A survey was used to measure all constructs at both points in time. Structural equation modelling techniques were implemented with a categorical estimator to investigate the proposed hypotheses.Main findings: Burnout was found to have a significant negative longitudinal relationship with colleague support and supervisor support, whilst the negative relationship with supervisor support over time was more prominent. Engagement showed only one significant but small, negative relationship with supervisor support over time. All other relationships were statistically non-significant.Practical/managerial implications: This study makes organisations aware of the relationship between burnout and relationships at work over time. Proactive measures to promote relationships at work, specifically supervisor support, should be considered in addition to combatting burnout itself and promoting engagement.Contribution/value-add: This study provides insights and information on reversed causality, namely, the effects that engagement and burnout can have over time.

scholarly journals Investigating strengths and deficits to increase work engagement: A longitudinal study in the mining industry

2018 ◽  
Vol 16 ◽  
Author(s):  
Pule Mphahlele ◽  
Crizelle Els ◽  
Leon T. De Beer ◽  
Karina Mostert
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Longitudinal Design ◽  
Mining Industry ◽  
Total Sample ◽  
Job Resources ◽  
Strengths Use ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add

Orientation: The motivational process of the Job Demands-Resources (JD-R) model indicates that job resources are the main predictors of work engagement. Previous research has found that the two job resources perceived organisational support (POS) for strengths use and POS for deficit correction are also positively related to work engagement. However, the causal relationships between these variables have not been investigated longitudinally.Research purpose: To determine if POS for strengths use and POS for deficit correction are significant predictors of work engagement over time.Motivation for the study: In the literature, empirical evidence on the longitudinal relationships between work engagement and specific job resources, namely POS for strengths use and POS for deficit correction, is limited.Research design, approach and method: A longitudinal design was employed in this study. The first wave elicited a total of 376 responses, while the second wave had a total sample size of 79. A web-based survey was used to measure the constructs and to gather data at both points in time. Structural equation modelling was used to investigate the hypotheses.Main findings: The results indicated that both POS for strengths use and POS for deficit correction are positively related to work engagement in the short term. However, only POS for deficit correction significantly predicted work engagement over time.Practical and managerial implications: The results provide valuable insights to organisations by providing knowledge regarding which approach influences work engagement levels of their employees in the short and long term.Contribution or value-add: The study contributes to the limited research on what job resources predict work engagement over time.

scholarly journals The motivational value of rewards amongst Malawi’s health professionals

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Alfred W.D. Chanza ◽  
Robin J. Snelgar ◽  
Gerrit J. Louw
Keyword(s):  
Health Professionals ◽  
Structural Equation ◽  
Health Sector ◽  
Negative Relationship ◽  
Statistical Testing ◽  
Equation Modeling ◽  
Group Discussions ◽  
Policy Makers ◽  
Managerial Implications ◽  
Value Add

Orientation: Reward administrators of Malawi’s health sector seem to misunderstand the intrinsic and extrinsic values of financial and non-financial rewards.Research purpose: This study focuses on assessing the motivational value of rewards amongst health professionals in Malawi’s Ministry of Health (MoH).Motivation for the study: Malawian studies indicate that Malawi’s MoH has become dysfunctional largely due to reward-related problems faced by its health professionals.Research design, approach and method: This study was a non-experimental design with an explanatory and evaluative approach, utilising both quantitative (questionnaire) and qualitative methods (literature review, interviews and focus group discussions).Main findings: The study confirmed the existence of reward-related problems amongst health professionals in Malawi’s MoH. Initially, statistical testing of the hypothesised model collapsed, suggesting that no relationship existed amongst the variables. However, statistical testing of the re-specified model suggests that there is a positive relationship between financial and non-financial rewards. Through the structural equation modeling (SEM) exercise, an inverse (negative) relationship between financial and non-financial rewards was established.Practical/managerial implications: The re-specified model symbolises a pragmatic departure from theoretical claims that financial rewards (salaries or money in general) are not a motivator. The graphic model suggests to managers and policy-makers that both financial and non-financial rewards are very important and valuable in any employment relationship.Contribution/value-add: An inverse (causal) relationship between financial and non-financial rewards has been established, graphically demonstrated and scientifically explained.

scholarly journals Workplace bullying: A perspective from the Job Demands-Resources model

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Anja Van den Broeck ◽  
Elfi Baillien ◽  
Hans De Witte
Keyword(s):  
Work Environment ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Job Demands ◽  
Point Of View ◽  
Job Resources ◽  
Interpersonal Behaviour ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual

Orientation: Workplace bullying is characterised as a counterproductive interpersonal behaviour, yielding severe consequences for both the individual and the organisation. The occurrence of workplace bullying is often attributed to a stressful work environment.Research purpose: The purpose of the study was to test the work environment hypothesis by applying the Job Demands-Resources model to workplace bullying. We expected job demands and job resources to relate to both perpetrators’ and actors’ reports of workplace bullying.Motivation for the study: We aimed to extend the outcomes examined in the Job Demands- Resources model to a specific form of counterproductive interpersonal behaviour, namely workplace bullying. From the point of view of the literature on bullying, we aimed to substantiate the well-known work environment hypothesis with empirical data.Research design, approach and method: We applied structural equation modelling on questionnaire data of a large heterogeneous sample of Flemish employees (N = 749).Main findings: Job demands and job resources interacted in the prediction of perpetrators’ reports of bullying: job demands associated positively to perpetrators’ reports of bullying particularly under the condition of high job resources. Job demands related positively to targets’ reports of bullying, while job resources related negatively. These associations were (partially) mediated by emotional exhaustion.Practical/managerial implications: These results suggest that workplace bullying may indeed be reduced by good job design, that is, by limiting the job demands and increasing job resources. Particular prevention plans may be developed for exhausted employees, as they are vulnerable to workplace bullying, in terms of both becoming perpetrators and victims.Contribution/value-add: This study attests to the predictive validity of the JD-R model for perpetrators’ and targets’ reports of workplace bullying. The findings also underline the complex and multi-causal nature of workplace bullying.

scholarly journals Integrating psychosocial safety climate in the JD-R model: A study amongst Malaysian workers

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Mohd A. Idris ◽  
Maureen F. Dollard ◽  
Anthony H. Winefield
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Job Demands ◽  
Population Based ◽  
Working Environment ◽  
Job Resources ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Job Demands And Resources

Orientation: Job characteristics are well accepted as sources of burnout and engagement amongst employees; psychosocial safety climate may precede work conditions.Research purpose: We expanded the Job Demands and Resources (JD-R) model by proposing psychosocial safety climate (PSC) as a precursor to job demands and job resources. As PSC theoretically influences the working environment, the study hypothesized that PSC has an impact on performance via both health erosion (i.e. burnout) and motivational pathways (i.e. work engagement).Motivation for the study: So far, integration of PSC in the JD-R model is only tested in a Western context (i.e. Australia). We tested the emerging construct of PSC in Malaysia, an Eastern developing country in the Asian region.Research design, approach and method: A random population based sample was derived using household maps provided by Department of Statistics, Malaysia; 291 employees (response rate 50.52%) from the State of Selangor, Malaysia participated. Cross-sectional data were analysed using structural equation modelling.Main findings: We found that PSC was negatively related to job demands and positively related to job resources. Job demands, in turn, predicted burnout (i.e. exhaustion and cynicism), whereas job resources predicted engagement. Both burnout and engagement were associated with performance. Bootstrapping showed significant indirect effects of PSC on burnout via job demands, PSC on performance via burnout and PSC on performance via the resources-engagement pathway.Practical/managerial implications: Our findings are consistent with previous research that suggests that PSC should be a target to improve working conditions and in turn reduce burnout and improve engagement and productivity.Contribution/value-add: These findings suggest that JD-R theory may be expanded to include PSC as an antecedent and that the expanded JD-R model is largely valid in an Eastern, developing economy setting.

scholarly journals Motivation Mediates the Perfectionism–Burnout Relationship: A Three-Wave Longitudinal Study With Junior Athletes

2016 ◽  
Vol 38 (4) ◽  
pp. 341-354 ◽  
Author(s):  
Daniel J. Madigan ◽  
Joachim Stoeber ◽  
Louis Passfield
Keyword(s):  
Structural Equation ◽  
Longitudinal Design ◽  
Negative Relationship ◽  
Autonomous Motivation ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Controlled Motivation ◽  
Junior Athletes ◽  
Athlete Burnout ◽  
Over Time

Perfectionism in sports has been shown to predict longitudinal changes in athlete burnout. What mediates these changes over time, however, is still unclear. Adopting a self-determination theory perspective and using a three-wave longitudinal design, the current study examined perfectionistic strivings, perfectionistic concerns, autonomous motivation, controlled motivation, and athlete burnout in 141 junior athletes (mean age = 17.3 years) over 6 months of active training. When multilevel structural equation modeling was employed to test a mediational model, a differential pattern of between- and within-person relationships emerged. Whereas autonomous motivation mediated the negative relationship that perfectionistic strivings had with burnout at the between- and within-person level, controlled motivation mediated the positive relationship that perfectionistic concerns had with burnout at the between-persons level only. The present findings suggest that differences in autonomous and controlled motivation explain why perfectionism predicts changes in athlete burnout over time.

scholarly journals The Job Demands–Resources model: Challenges for future research

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Safety Climate ◽  
Job Demands ◽  
Well Being ◽  
Work Place ◽  
Future Research ◽  
Special Issue ◽  
Quantitative Studies ◽  
Managerial Implications ◽  
Value Add ◽  
And Performance

Motivation: The motivation of this overview is to present the state of the art of Job Demands–Resources (JD–R) model whilst integrating the various contributions to the special issue.Research purpose: To provide an overview of the JD–R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced.Research design: Qualitative and quantitative studies on the JD–R model were reviewed to enlighten the health and motivational processes suggested by the model.Main findings: Next to the confirmation of the two suggested processes of the JD–R model, the studies of the special issue showed that the model can be used to predict work-place bullying, incidences of upper respiratory track infection, work-based identity, and early retirement intentions. Moreover, whilst psychological safety climate could be considered as a hypothetical precursor of job demands and resources, compassion satisfaction moderated the health process of the model.Contribution/value-add: The findings of previous studies and the studies of the special issue were integrated in the JD–R model that can be used to predict well-being and performance at work. New avenues for future research were suggested.Practical/managerial implications: The JD–R model is a framework that can be used for organisations to improve employee health and motivation, whilst simultaneously improving various organisational outcomes.

scholarly journals Assessing the organisational and individual strengths use and deficit improvement amongst sport coaches

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Frederick W. Stander ◽  
Karina Mostert
Keyword(s):  
Structural Equation ◽  
Research Approach ◽  
Cross Sectional ◽  
Strengths Use ◽  
Managerial Implications ◽  
Value Add ◽  
Relationship Of ◽  
Sport Coaches ◽  
The Relationship ◽  
Sport Coaching

Orientation: The orientation of this study is towards strengths use and deficit improvement and the relationship with engagement.Research purpose: To (1) determine whether adapted versions of the Strengths Use and Deficit Improvement Questionnaire (SUDIQ) and Utrecht Work Engagement Scale (UWES) are valid and reliable, (2) determine the relationship of the SUDIQ dimensions in the nomological net, and (3) test a structural model.Motivation for the study: To gain a better understanding of the outcomes of following a balanced approach within a sport coaching context.Research design, approach and method: A cross-sectional research approach was used. An availability sample (N = 364) of teachers occupying roles as sport coaches from various schools across three provinces in South Africa was used. Structural equation modelling was used to test the factor structures and the structural model.Main findings: The results indicated a valid factor structure for the adapted SUDIQ and UWES. Relationships between the SUDIQ dimensions and job and personal resources were positive and significant. Individual strengths use was the strongest predictor of engagement. Individual deficit improvement and organisational strengths use were also significant predictors. Organisational deficit improvement did not significantly predict engagement.Practical/managerial implications: Evidence suggests the adapted SUDIQ and UWES can be utilised effectively in a sport coaching environment. Organisational strengths use is also important in managing engagement levels of sport coaches.Contribution/value-add: Valid and reliable measures were provided for use in a sport coaching environment. It substantiates the outcomes that can be gained by following a combined approach based on strength and deficit.

scholarly journals Gender traits in relation to work versus career salience

2019 ◽  
Vol 45 ◽  
Author(s):  
Madelyn Geldenhuys ◽  
Anita Bosch ◽  
Shuaib Jeewa ◽  
Ioulia Koutris
Keyword(s):  
Factor Structure ◽  
Structural Equation ◽  
Career Guidance ◽  
Sex Role ◽  
Work Role ◽  
Role Salience ◽  
Psychological Androgyny ◽  
Managerial Implications ◽  
Value Add ◽  
Gender Traits

Orientation: The concepts of work- and career-role salience are used interchangeably, yet work focuses on the short-term aspect and career on the long-term aspect.Research purpose: We utilised gender traits, that is, masculinity, femininity and psychological androgyny, to find greater nuances in the salience of work versus career roles. We also set out to confirm the adapted factor structure of the revised Bem Sex Role Inventory (BSRI).Motivation for the study: Generally, self-reported sex is used to determine differences in role salience between men and women, as opposed to considering the gender roles people associate with.Research approach/design and method: A sample of 395 South African employees was used. Structural equation modelling and t-tests were applied.Main findings: We confirmed work- and career-role salience as distinct constructs. The factor structure of the revised BSRI holds for this study. With regard to gender traits, femininity decreased work-role salience, while psychological androgyny increased work-role salience. Masculinity had a direct effect on work-role salience while indirectly influencing career-role salience through work-role salience. Women were found to be significantly more feminine and psychologically androgynous than men.Practical/managerial implications: Utilising gender traits may have greater career guidance relevance for individuals than traditional approaches utilising differences between the sexes.Contribution/value-add: This study confirmed that work and career roles are to be viewed as separate constructs and that people may view the importance placed on work- and career-role salience differently. The study further contributes by including gender traits as a significant contributor to role salience.

scholarly journals Examining the measurement and dimensionality of the construct of consumer awareness in a developing and transition economy

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Charles Makanyeza ◽  
Francois Du Toit
Keyword(s):  
Information Search ◽  
Structural Equation ◽  
Transition Economy ◽  
Product Knowledge ◽  
Consumer Knowledge ◽  
Consumer Awareness ◽  
Five Dimensions ◽  
Price Consciousness ◽  
Managerial Implications ◽  
Value Add

Orientation: Literature suggests that major political and socio-economic transformations may influence the measurement and dimensionality of consumer awareness. Research purpose: The study examined the measurement and dimensionality of the construct of consumer awareness after transformation in the political and socio-economic environments in Zimbabwe. Motivation for the study: There is a dearth of research to validate whether or not the measurement and dimensionality of the construct of consumer awareness changes as the environment changes. Research design, approach and method: Data were collected from a cross-section of 305 consumers using interviewer-administered questionnaires. Consumers were intercepted at shopping malls. Structural equation modelling was used to analyse data. Main findings: The study confirmed that consumer awareness comprises five dimensions, namely product knowledge, bargain hunting, general consumer knowledge, price consciousness and information search. However, the study found that only 16 items, instead of the proposed 25, were relevant in measuring consumer awareness. Product knowledge, bargain hunting and information search were each measured by four items, whilst general consumer knowledge and price consciousness were each measured by two items. The other nine items were shown to be of no value. Practical/managerial implications: The study recommends that marketers and policymakers in developing and transition economies, such as Zimbabwe, consider these five dimensions when conducting consumer awareness research or when planning consumer awareness programmes. Contribution/value-add: The study provided evidence that the dimensionality of the construct of consumer awareness does not change as the socio-economic and political environments change. However, items used to measure the dimensions need to be updated from time to time.

scholarly journals Job demands and resources of workers in a South African agricultural organisation

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Doris N. Asiwe ◽  
Carin Hill ◽  
Lené I. Jorgensen
Keyword(s):  
Agricultural Sector ◽  
Survey Design ◽  
Job Demands ◽  
Negative Consequences ◽  
Validity And Reliability ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Job Demands And Resources

Orientation: Understanding the job demands and resources experienced by workers in an agricultural organisation.Research purpose: The objective of this study was to examine the validity and reliability of the Adapted Job Demands and Resources Scale (AJDRS) as well as to establish prevalent job demands and resources of employees in an agricultural organisation. Demographic differences were also investigated.Motivation of the study: The agricultural sector of any national economy plays a very important role in the overall welfare of the country. Identifying the prevalent job demands and resources in an agricultural organisation is therefore of paramount importance since the negative consequences of employees experiencing very demanding jobs with few resources have been well documented in stress literature.Research approach, design and method: A cross-sectional survey design was used. The sample consisted of 443 employees in an agricultural organisation. The AJDRS was used to measure the research variables.Main findings: The findings of this research show evidence for the factorial validity and reliability of the AJDRS. Statistical differences were found with regard to the job demands and resources experienced by employees in different positions.Practical/managerial implications: Interventions to improve the perceived job demands and resources in the organisation should focus on physical resources (equipment).Contribution/value-add: This study contributes to knowledge concerning the job demands and resources that are prevalent in an agricultural organisation in South Africa.

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