The satisfaction of the basic psychological needs for autonomy, competence, and relatedness, as defined in Self‐Determination Theory, has been identified as an important predictor of individuals' ...optimal functioning in various life domains. The study of work‐related need satisfaction seems, however, hampered by the lack of a validated measure. To assist future research, the present study aimed to develop and validate a Work‐related Basic Need Satisfaction scale (W‐BNS). Using four Dutch‐speaking samples, evidence was found for the three‐factor structure of the scale, the discriminant validity, and the reliability of the three need satisfaction subscales as well as their criterion‐related and predictive validity. The W‐BNS may therefore be considered as a promising tool for future research and practice.
This study investigates perceived external employability (PEE) as a personal resource in relation to job insecurity and exhaustion. We advance the idea that PEE may reduce feelings of job insecurity ...and, through felt job insecurity, also exhaustion. That is, we probe the paths from PEE to job insecurity and from job insecurity to exhaustion. We furthermore account for possible reversed causality, so that exhaustion → felt job insecurity and felt job insecurity → PEE. This aligns with insights from the Conservation of Resources Theory, which is built on the assumption of resource caravans passageways and associated gain and loss spirals. We based the results on a sample of 1314 workers from two Finnish universities. Respondents participated twice in the study with a time lag of one year. We found that PEE related negatively to felt job insecurity and vice versa. Similarly, there was a reciprocal positive relationship between felt job insecurity and exhaustion. We conclude that PEE may prevent feelings of insecurity and, through reduced job insecurity, also exhaustion.
Research on the impact of job insecurity for temporary employees has been largely exploratory and atheoretical in nature. This paper addresses this issue by considering the role of job insecurity on ...job satisfaction, organizational commitment, life satisfaction, and self‐rated performance among permanent employees (N = 396) as compared with temporary ones (N = 148). Hypotheses are formulated using the tradition of transactional versus relational psychological contract types. Psychological contract theory assumes (1) that job insecurity effects are due to a violation of the relational psychological contract, and (2) that permanents as compared with temporaries engage more in relational psychological contracting. As a result, job insecurity is expected to be problematic in terms of outcomes for permanents, but not for temporaries. Results validate the assumptions made in psychological contract theory. Furthermore, job insecurity proved problematic for permanents but not for temporaries when job satisfaction and organizational commitment are concerned. No such differential effects are observed for life satisfaction and self‐rated performance. Implications for future research are discussed.
Within the Job Demands-Resources model, the presence of job demands (e.g., work pressure) and the absence of job resources (e.g., social support) relate to burnout through a psychological energetic ...process, whereas the presence of job resources associates with work engagement through a motivational process. Although various mechanisms have been suggested to understand these processes, empirical evidence for these mechanisms is scarce within the JD-R framework. This study examines the role of basic need satisfaction, as defined within Self-Determination Theory, in the relationships between job demands, job resources, and employees' exhaustion and vigour, the main components of burnout and engagement, respectively. Structural equation modelling in a heterogeneous sample of 745 employees of the Dutch-speaking part of Belgium confirmed that satisfaction of basic psychological needs partially explained the relationships from job demands to exhaustion and from job resources to vigour. It fully accounted for the relationship between job resources and exhaustion. We conclude that the current study adds to the research pointing at need satisfaction as a promising underlying mechanism for employees' thriving at work.
This paper introduces a new definition for burnout and investigates the psychometric properties of the Burnout Assessment Tool (BAT). In a prior qualitative study, 49 practitioners were interviewed ...about their conceptualization of burnout (part 1). Using a dialectical approach, four core dimensions-exhaustion, mental distance, and impaired emotional and cognitive impairment-and three secondary dimensions-depressed mood, psychological distress, and psychosomatic complaints-emerged, which constitute the basis of the BAT. In the second study, the psychometric characteristics of the BAT were investigated in a representative sample of 1500 Flemish employees, focusing on factorial validity, reliability, and construct validity, respectively. Results demonstrate the assumed four-factor structure for the core dimensions, which is best represented by one general burnout factor. Contrary to expectations, instead of a three-factor structure, a two-factor structure was found for the secondary dimensions. Furthermore, the BAT and its subscales show adequate reliability. Convergent validity and discriminant validity with other burnout measures-including the MBI and OLBI-was demonstrated, as well as discriminant validity with other well-being constructs, such as work engagement and workaholism.
This study aims to propose a theoretical model that explains the psychological processes underlying the job insecurity–performance relationship. To accomplish this goal, we draw on a two-dimensional ...stressor framework. Job insecurity may undermine performance through a hindrance effect, because it causes strain reactions and withdrawal behaviors. In contrast, it can trigger productive behaviors as a form of job preservation strategy, when reacting actively. These competing predictions are integrated in the same structural equation modeling by testing the negative indirect effect of job insecurity on task and contextual performance, mediated by job satisfaction and affective commitment. The positive challenge effect is examined by testing the remaining direct path to performance. To provide convergence of evidence, two studies were conducted with the purpose to replicate patterns and findings across different measures and samples. The results provide support only for negative and passive reactions to job insecurity, leading to lower performance.
The current study aims to test the hypotheses that are central to Karasek's Job Demand Control Model in relation to workplace bullying. Particular contributions are, first, the focus upon both ...targets and perpetrators of workplace bullying, and second, the two‐wave design with a 6‐month time lag. We assume that (a) workload at Time 1 associates positively with being a target/perpetrator at Time 2, (b) job autonomy at Time 1 associates negatively with being a target/perpetrator at Time 2, and (c) the positive relationship between workload at Time 1 and being a target/perpetrator at Time 2 is stronger under the condition of low (vs. high) job autonomy at Time 1 (i.e., interaction between workload and job autonomy). Moderated hierarchical regression analyses (N= 320) revealed lagged main effects for being a target, and interaction effects for being a perpetrator. In particular, Time 1 workload was positively and Time 1 job autonomy negatively associated with being a target at Time 2. Job autonomy at Time 1 reduced the positive relationship between workload at Time 1 and being a perpetrator at Time 2. Overall, our results suggest that high strain jobs relate to both being a target and to being perpetrator of workplace bullying, yet through different processes: main effects and interactions, respectively.
The Burnout Assessment Tool (BAT) represents a new measure of burnout that addresses the shortcomings of previous instruments. This study investigates the psychometric properties of the Romanian ...short version of the BAT. The sample consisted of 648 employees that completed the short version of the BAT. Of this sample, 117 employees also completed measures for other well-being indicators, job demands, job resources, personality, and organizational outcomes. According to our findings, there are strong correlations between the four core (exhaustion, emotional impairment, cognitive impairment, and mental distance) and two secondary (psychological distress and psychosomatic complaints) burnout symptoms. The scales presented appropriate reliability indicators. Results also support the convergent, discriminant, and construct validities. The Item Response Theory analysis showed a good coverage of the latent trait and the confirmatory factor analyses revealed appropriate fit indices. Theoretical and practical implications are discussed.
Using self‐determination theory, two studies found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e. less satisfaction with, ...dedication to and vitality while on the job) and more negative outcomes (i.e. higher emotional exhaustion, short‐lived satisfaction after successful goal‐attainment, and turn‐over intention). These relations were not limited to job outcomes, but also emerged using indicators of employees' general mental health. Moreover, income level did not moderate these relations. Study 2 found that holding an extrinsic, relative to an intrinsic, work value orientation was detrimental to employees' job outcomes because these orientations thwarted the satisfaction of the basic psychological needs for autonomy, competence and relatedness at work.
Previous research attempted to identify personal resources that promote employability, that is, an individual’s chance to find and maintain employment. This has resulted in a large number of ...different personal resources, which are not always clearly differentiated from one another and often seem to—at least partially—overlap conceptually and/or empirically. In response, we aim at conceptual clarification and integration of what we coin “employability capital”. Based on a literature review, we developed a conceptual framework that integrates the various facets. Two types of distinctions were found: (a) an employability distinction, which differentiates between job-related, career-related, and development-related employability capital, and (b) a capital distinction, which differentiates between human capital (more specifically knowledge, skills, and attitudes) and social capital. We performed a Q-sorting study in which items of existing measurements were mapped onto the conceptual framework by subject matter experts. Overall, we found support for the conceptual framework.
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