The physical activity paradox: a longitudinal study of the implications for burnout.

PURPOSE: This study investigates the independent and interactive associations of physical job demands and three types of off-job physical activity (during transportation, household, and recreation) with burnout. We use a recently proposed new conceptualization and assessment of burnout including core and secondary burnout symptoms. We predicted that physical job demands would be positively and the three types of off-job physical activity would be negatively related to burnout. Further, we hypothesized that the negative relations between the three types of off-job physical activity and burnout would be stronger for employees with low (vs. high) physical job demands. METHODS: To test our hypotheses, we conducted a two-wave survey study among a heterogeneous sample of full-time workers (N = 355), using a longitudinal design with a half-year time lag. We tested cross-sectional, prospective and longitudinal relations. RESULTS: Hierarchical regression analyses partly confirmed our predictions. Cross-sectionally and prospectively, it was shown that physical job demands were positively related to burnout symptoms. In addition, off-job physical activity was negatively related to primary and secondary burnout symptoms among employees with low physical job demands and positively related to burnout symptoms among employees with high physical job demands. However, these relationships disappeared when investigated longitudinally. CONCLUSION: Together, these findings suggest that not all off-job physical activities can prevent burnout, and that potential positive effects of physical activity during off-job time may depend on employees' physical activity level at work.

Measuring sustainable employability: psychometric properties of the capability set for work questionnaire.

BACKGROUND: The capability set for work questionnaire (CSWQ) is being used to measure the new model of sustainable employability building on the capability approach. However, previous studies on the psychometric properties of the instrument are limited and cross-sectional. This two-way study aimed to (1) evaluate the convergent validity of the CSWQ with the theoretically related constructs person-job fit, strengths use, and opportunity to craft and (2) test the predictive and incremental validity of the questionnaire for the well-established work outcomes, including work ability, work engagement, job satisfaction, and task performance. METHODS: A representative sample of 303 Dutch workers, chosen with probably random sampling, were surveyed using a one-month follow-up, cross-lagged design via the Longitudinal Internet Studies for the Social Sciences panel. The convergent validity was assessed by exploring the strength of associations between the capability set for work questionnaire and the theoretically related constructs using Pearson's correlations. The predictive and incremental validity was evaluated by performing a series of linear hierarchical regression analyses. RESULTS: We found evidence of the convergent validity of the capability set score by moderate correlations with person-job fit, strengths use, and opportunity to craft (r = 0.51-0.52). A series of multiple regression analyses showed that Time 1 capability set score and its constituents (i.e., importance, ability, and enablement) generally had predictive and incremental validity for work ability, work engagement, job satisfaction, and task performance measured at Time 2. However, the incremental power of the CSWQ over and above conceptually related constructs was modest. CONCLUSIONS: The findings support the convergent, predictive, and incremental validity of the capability set for work questionnaire with not previously investigated work constructs. This provided further evidence to support its utility for assessing a worker's sustainable employability for future research and practical interventions.

Cognitive crafting and work engagement: A study among remote and frontline health care workers during the COVID-19 pandemic.

BACKGROUND: The outbreak of COVID-19 has led to a profound change in the organization of work in the health care sector. As frontline health care workers are essential in battling the pandemic and their work is appreciated in society, we argue that health care workers who are forced to work from home are likely to perceive their jobs as less meaningful, which in turn may negatively affect their engagement at work. Cognitive crafting, or the altering of the perceptions one has about their tasks and relationships with the aim to enhance the meaningfulness of work, may be a fruitful cognitive strategy to counter the problems remote health care workers face. PURPOSE: The primary purpose was to study the relationship between cognitive crafting, working from home (WFH), and work engagement. METHODOLOGY: We collected cross-sectional survey data between May 7 and June 2, 2020, from a single hospital in the Netherlands (n = 278). The central hypothesis was tested using multiple regression analysis. RESULTS: The relationship between cognitive crafting and work engagement was moderated by WFH, such that the relationship is more positive for health care workers who work from home permanently since the start of the COVID-19 pandemic than for frontline workers and workers who work partially from home. CONCLUSION: Our findings are consistent with previous research on cognitive crafting. We conclude that cognitive crafting is an interesting cognitive strategy to stay engaged for health care workers who are mandated into WFH. PRACTICE IMPLICATIONS: We advise organizations to provide remote workers virtual group trainings that promote cognitive crafting and expose them to testimonies of people who are positively affected by their work. More generally, we recommend organizations to engage in effective top-down work design and foster a climate for cognitive as well as behavioral job crafting strategies.

Go with the flow: A neuroscientific view on being fully engaged.

Flow is a state of full task absorption, accompanied with a strong drive and low levels of self-referential thinking. Flow is likely when there is a match between a person's skills and the task challenge. Despite its relevance for human performance and the vast body of research on flow, there is currently still relatively little insight in its underlying neurocognitive mechanisms. In this paper, we discuss a set of large brain networks that may be involved in establishing the core dimensions of flow. We propose that dopaminergic and noradrenergic systems mediate the intrinsic motivation and activate mood states that are typical for flow. The interaction between three large-scale attentional networks, namely the Default Mode Network, Central Executive Network and the Salience Network is proposed to play a role in the strong task engagement, low self-referential thinking, feedback and feelings of control in flow. The proposed relationships between flow and the brain networks may support the generation of new hypotheses and can guide future research in this field.

Burnout and self-regulation failure: A diary study of self-undermining and job crafting among nurses.

AIM: The objective was to test how nurse burnout impairs day-to-day adaptive self-regulation strategies that link levels of regulatory resources with employee job performance. BACKGROUND: Regulatory resources help employees manage their thoughts, feelings, and behaviours on a daily basis. On days when these resources are low, employees may engage in maladaptive self-regulation: more self-undermining (i.e. creating additional obstacles) and less job crafting (i.e. optimizing job demands and resources), which debilitates their work performance. We expected that self-regulation is impaired especially when individuals exhibit low motivation and low ability to regulate their behaviour, that is, when they experience elevated burnout. DESIGN: This research used a daily diary design. Nurses responded to a general survey and then completed daily diary surveys in three different moments: before, during and after work for 10 consecutive workdays (total reports N = 732). METHOD: A sample of 81 nurses from Polish hospitals and primary healthcare centres completed self-reported questionnaires between January and March 2018. Hypotheses were tested using multilevel modelling in Mplus. RESULTS: Momentary self-regulatory capacity before work was negatively related to self-undermining and positively related to job crafting, and it indirectly predicted daily job performance. As hypothesized, these indirect relationships were moderated by general, chronic burnout. We found that only for employees with low levels of burnout, daily self-regulation was linked with better functioning via increased job crafting and decreased self-undermining. CONCLUSION: Chronic burnout disturbs day-to-day behaviour regulation. Individuals with elevated burnout symptoms have difficulty to translate momentary boosts in regulatory resources into adaptive strategies that are linked with higher performance. IMPACT: Our findings call for better recovery programmes, strategic Human Resource Management practices aimed at reducing factors that deplete daily self-regulatory resources, and finally top-down interventions preventing burnout among employees in the healthcare system.

Overlap Between the General Factor of Personality and Trait Emotional Intelligence: A Genetic Correlation Study.

A previous meta-analysis (Van der Linden et al., Psychol Bull 143:36-52, 2017) showed that the General Factor of Personality (GFP) overlaps with ability as well as trait emotional intelligence (EI). The correlation between trait EI and the GFP was so high (ρ = 0.88) in that meta-analysis that these two may be considered virtually identical constructs. The present study builds on these findings by examining whether the strong phenotypic correlation between the GFP and trait EI has a genetic component. In a sample of monozygotic and dizygotic twins, the heritability estimates for the GFP and trait EI were 53 and 45%, respectively. Moreover, there was a strong genetic correlation of r = .90 between the GFP and trait EI. Additional analyses suggested that a substantial proportion of the genetic correlations reflects non-additive genetic effects (e.g., dominance and epistasis). These findings are discussed in light of evolutionary accounts of the GFP.

Job crafting among health care professionals: The role of work engagement.

AIM: The aim of this study was to examine the impact of job crafting on the quality of the work environment of health care professionals. BACKGROUND: Job crafting refers to proactive behavior aimed at optimizing the fit between person and job. Using job demands-resources theory, we hypothesized that job crafting would be positively related to job resources and person-organisation fit, and negatively to hindrance demands. Furthermore, we hypothesized that these relationships would be qualified by work engagement. METHODS: A total of 5,272 health care professionals from one of 35 different organisations filled out an electronic questionnaire (response is 55%). Regression analyses were used to test hypotheses. RESULTS: Consistent with hypotheses, job crafting in the form of increasing job resources was positively related to opportunities for development, performance feedback and P-O fit; and negatively related to hindrance job demands - particularly when work engagement was high. CONCLUSIONS: The combination of job crafting and work engagement is important for the realization of a resourceful work environment and fit between person and organisation. IMPLICATIONS FOR NURSING MANAGEMENT: Interventions aimed at fostering job crafting should be tailored to the motivation of health care professionals.

Appropriateness of care and moral distress among neonatal intensive care unit staff: repeated measurements.

BACKGROUND: Perceived constraints to providing patient care in their own morally justified way may cause moral distress (MD) in neonatal nurses and physicians. Negative long-term effects of MD include substandard patient care, burnout and leaving the profession. AIM: To assess the immediate impact of perceived inappropriate patient care on nurses' and physicians' MD intensity, and explore a possible moderating effect of ethical climate. DESIGN: In a repeated measures design, after baseline assessment, each participant completed self-report questionnaires after five randomly selected shifts. Data were analysed with logistic and Tobit regression. PARTICIPANTS: Data were collected among 117 of 147 eligible nurses and physicians (80%) in a level-III neonatal intensive care unit in the Netherlands. RESULTS: At baseline, overall MD was relatively low; in nurses, it was significantly higher than in physicians. Few morally distressing situations were reported in the repeated measurements, but distress could be intense in these cases; nurses' and physicians' scores were comparable. Physicians were significantly more likely than nurses to disagree with their patients' level of care (p = 0·02). Still, perceived overtreatment, but not undertreatment, was significantly related to distress intensity in both professional groups; ethical climate did not moderate this effect. Substandard patient care due to lack of continuity, poor communication and unsafe levels of staffing were rated as more important causes of MD than perceived inappropriate care. CONCLUSIONS: Although infrequently perceived, overtreatment of patients caused considerable distress in nurses and physicians. Our unit introduced multidisciplinary medical ethical decision making 5 years ago, which may partly explain the low MD at baseline. RELEVANCE TO CLINICAL PRACTICE: MD might be prevented by improved continuity of care, safe levels of staffing and better team communication, along with other targeted interventions with demonstrated effectiveness, such as palliative care programs and facilitated ethics conversations.

Critical incidents among intensive care unit nurses and their need for support: explorative interviews.

AIMS: This article aims (a) to get insight into intensive care nurses' most critical work-related incidents, (b) their reactions and coping and (c) perceived support, in a Dutch intensive care unit. BACKGROUND: Research about the impact of critical incidents has largely been aimed at ambulance and emergency nurses; knowledge about intensive care nurses in this respect is scarce. Persistent stress reactions after critical incidents may cause symptoms of post-traumatic stress disorder, depression and anxiety. Unresolved problems may also cause poor behaviour towards patients. In response, nurses reduce work hours or even resign. Social support alleviates emotional problems, but little is known about actual support perceived. DESIGN: This study is a qualitative explorative study. METHOD: Thematic analysis of semi-structured interviews was performed among a purposive sample of 12 intensive care nurses in a university hospital in The Netherlands. FINDINGS: Four main themes have been identified in critical incidents: high emotional involvement in patient-related incidents (in contrast to major life-threatening events as such), avoidable incidents, sub-standard patient care and intimidation. Themes discerned in nurses' reactions after critical incidents were physical reactions, emotional reactions and cognitive/behavioural reactions. After critical incidents, nurses talked with colleagues, friends or relatives, but would have appreciated additional support. CONCLUSIONS: Incidents under emotionally demanding circumstances are among the most difficult situations, but may not be recognized as critical incidents by colleagues. Both adequate and inadequate coping strategies, with long-lasting problems after critical incidents, were reported. Feelings of anger, shame and powerlessness, may have hindered recovery. Talking to colleagues was perceived to be helpful, but intensive care nurses' need for support was insufficiently met. RELEVANCE TO CLINICAL PRACTICE: Managers should acknowledge the effects of critical incidents on intensive care nurses and take preventive measures: reducing critical incidents, improving open communication, imposing a buddy-system for collegial support, and timely evaluating the necessity of professional help.

Job demands-resources theory: Frequently asked questions.

Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Daily interpersonal conflicts and daily negative and positive affect: exploring the moderating role of neuroticism.

BACKGROUND AND OBJECTIVES: Drawing on affective events theory, the present study investigates relationships between daily interpersonal conflicts and negative and positive affective reactions, and tested whether trait neuroticism moderates immediate (same day) and persisting (next-day) affective reactions. DESIGN AND METHODS: A sample of 53 Norwegian naval cadets completed a diary questionnaire for 30 consecutive days (total N = 1590). RESULTS: As predicted, the findings showed that cadets reported more negative affect (but not less positive affect) on days they were confronted with affective events that were of a conflicting nature. In addition, the proposed interaction effects between daily conflict and neuroticism were significant for both negative and positive affect. Specifically, the immediate and persistent effects of daily conflicts on negative affect were strongest for individuals high (vs. low) in neuroticism. Moreover, individuals high in neuroticism reported less positive affect on days with conflicts, whereas individuals low in neuroticism reported more positive affect the two days following interpersonal conflicts. CONCLUSIONS: The findings contribute to affective events theory with important knowledge about the role of trait neuroticism in dealing with interpersonal conflicts in a natural work setting.

Changes in pupil dilation and P300 amplitude indicate the possible involvement of the locus coeruleus-norepinephrine (LC-NE) system in psychological flow.

Psychological flow is a state of full task immersion. The present study was conducted to test the hypothesis that psychological flow is positively related to activity of the phasic locus coeruleus-norepinephrine (LC-NE) system, which supports decisions on whether to engage in or disengage from the current activity. Subjective flow was assessed among 36 participants who engaged in a gamified version of the n-back task with various difficulty levels (0, 1, 2, and 3 back). During the tasks, continuous pupil diameter and EEG were recorded. We found that psychological flow and two presumed indicators of the phasic LC-NE activity (pupil dilation and EEG P300 amplitude) fit inverted U-shapes with increasing subjective task difficulty. Moreover, a positive linear relationship between psychological flow and pupil dilation (not with P300) was found. In conclusion, this study indicates the involvement of the LC-NE system in the peak experience of flow.

Sustainable employability and work engagement: a three-wave study.

Introduction: The recent concept of sustainable employability (SE), which refers to being able and enabled to achieve valuable work goals, has lately attracted substantial attention in many developed countries. Although limited cross-sectional studies found that SE in the form of capability set was positively associated with work outcomes, why and through which mechanism SE is related to crucial work outcomes remains still unexplored. Therefore, the present three-wave study aimed to (1) investigate the SE-work outcomes linkage over time, and (2) uncover the psychological pathway between SE and two work outcomes (i.e., task performance and job satisfaction) by proposing work engagement as a mediator. Methods: To test the mediation process, we approached CentERdata to collect data among a representative sample of 287 Dutch workers. We used a three-wave design with approximately a 2-month time lag. Results: The results of bootstrap-based path modeling indicated that SE was a significant predictor of task performance but not job satisfaction over time. Work engagement mediated the relationships between SE and (a) task performance and (b) job satisfaction. Discussion: These findings suggest that organizations may foster workers' task performance and job satisfaction by configuring a work context that fosters SE-allowing workers to be able and be enabled to achieve important work goals.

Job crafting interventions: what works, for whom, why, and in which contexts? Research protocol for a systematic review with coincidence analysis.

BACKGROUND: Recent challenges in the working world that resulted from the pandemic and technological advances have underlined the importance of flexibility in how jobs are designed. Job crafting (JC) refers to self-initiated changes that employees introduce to their jobs to optimize their job design and increase the fit between the job and their needs and preferences. These behaviors can be stimulated by job crafting training interventions, which aim to change how individual employees design, organize, or manage their work. However, since the interventions are implemented in various ways, we do not know which context and intervention factors are necessary or sufficient to achieve desired outcomes. Without this knowledge, benefitting from the potential of job crafting interventions is limited. The overall aim of this project will be to investigate what combinations of context, intervention, and mechanism factors are linked with effective JC interventions. Specifically, we will detect what factors are minimally sufficient and/or necessary to produce a successful JC intervention, how they combine, as well as what are the multiple alternative paths to their success. METHODS: We will perform a systematic review of the JC interventions literature combined with coincidence analysis (CNA). We will search electronic databases of journals and utilize Rayyan software to make decisions regarding inclusion. Data regarding context (e.g., fit), intervention (e.g., types of activities), mechanisms (e.g., intention implementation), and outcomes (e.g., employee well-being, job performance) will be extracted using a pre-piloted form and coded into a crisp-set (factor present vs. absent). Analyses will be carried out using the CNA package in R. DISCUSSION: This review will address gaps in knowledge about the context, intervention, and mechanism-related factors that may impact the effects of JC interventions. Consequently, this review will help develop a program theory for JC interventions that explains what works, how and under which circumstances. Applying CNA to synthesize these complex solutions across multiple studies provides an innovative method that may be used in future review attempts evaluating the implementation of interventions. Finally, our synthesis will provide knowledge relevant to organizational practitioners and scholars who want to implement JC interventions. TRIAL REGISTRATION: https://osf.io/2g6yx.

The role of psychosocial safety climate on flexible work from home digital job demands and work-life conflict.

Due to the COVID-19 pandemic, the number of employees in flexible work from home has increased markedly along with a reliance on information communication technologies. This study investigated the role of an organisational factor, psychosocial safety climate (PSC; the climate for worker psychological health and safety), as an antecedent of these new kinds of demands (specifically work from home digital job demands) and their effect on work-life conflict. Data were gathered via an online survey of 2,177 employees from 37 Australian universities. Multilevel modelling showed that university level PSC to demands, y=-0.09, SE=0.03, p<0.01, and demands to work-life conflict, y=0.51, SE=0.19, p<0.05, relationships were significant. Supporting the antecedent theory, university level PSC was significantly indirectly related to work-life conflict via demands (LL -0.10 UL -0.01). Against expectations PSC did not moderate the demand to work-life conflict relationship. The results imply that targeting PSC could help prevent work from home digital job demands, and therefore, work-life conflict. Further research is needed on the role of digital job resources as flexible and hybrid work takes hold post COVID.

Daily work pressure and task performance: The moderating role of recovery and sleep.

Whereas previous research has focused on the link between (mental and physical) workload and task performance, less is known about the intervening mechanisms influencing this relationship. In the present study, we test the moderating roles of daily recovery and total sleep time in the relationship between work pressure and daily task performance. Using performance and recovery theories, we hypothesized that (a) work pressure relates positively to daily task performance, and that both (b) daily recovery in the form of psychological detachment and relaxation, and (c) total sleep time independently enhance this relationship. Our hypotheses were tested in a 30-day diary study with 110 officer cadets on a cross-Atlantic voyage on a Naval sail ship. The results of multilevel modeling lend support to all three hypotheses. Taken together, our findings suggest that recovery and sleep duration between shifts play a key role in the relationship between daily work pressure and task performance. We discuss the implications of these findings for the stressor-detachment model.

How Should Job Crafting Interventions Be Implemented to Make Their Effects Last? Protocol for a Group Concept Mapping Study.

BACKGROUND: By means of job crafting (JC) employees shape and customize their job design to align it with their preferences. Research has so far shown that such bottom-up proactivity can be stimulated via JC interventions. While the overall effectiveness behind these interventions has been supported, it is unclear how to implement these interventions to make their effects lasting. METHODS: The overall aim of this project will be to investigate how to implement JC interventions with lasting effects. We will apply a group concept mapping (GCM) methodology, which is a mixed methods approach of exploratory nature for engaging stakeholder groups in a structured conceptualization process. As part of concept mapping procedures, brainstorming sessions will be conducted with experts in job crafting to identify factors expected to make job crafting intervention effects lasting. These factors will be sorted by similarity and rated by each participant in regard to their perceived importance and feasibility to ensure lasting, sustainable effects. The data will be analyzed using multidimensional scaling (MDS), hierarchical cluster analysis, and descriptive and inferential statistics, resulting in a visual representation of conceptually distinguished clusters representing the factors influencing the sustainability of JC interventions. In the final step, a workshop will be conducted with the participants to facilitate the interpretation of the results. RESULTS AND CONCLUSION: This study will provide knowledge relevant to organizational practitioners and scholars who want to implement JC interventions with lasting effects. Although data collected following the group concept mapping procedure is self-reported and at risk of being simplified, the method allows for a structured conceptualization process integrating different perspectives and uncovering implicit knowledge making it suitable for studying complex phenomena. The results will not only enrich the current literature concerning the effectiveness of JC interventions but also be used to develop a practitioner-oriented toolkit outlining evidence-based recommendations concerning designing and implementing, as well as evaluating JC interventions.

Using playful work design to deal with hindrance job demands: A quantitative diary study.

All job demands are exhausting, but hindrance job demands are particularly stressful since they also impede personal growth and goal attainment. In the present study, we use the dual perspective model to distinguish between agency hindrance job demands (i.e., task-related stressors that cost energy and offer few opportunities for mastery and competence) and communion hindrance job demands (i.e., social stressors that cost energy and limit the probability of experiencing close relationships). We hypothesize that daily agency hindrance job demands and daily communion hindrance job demands have unique indirect and negative associations with daily job performance (i.e., in-role and extra-role performance behaviors) through daily work engagement. In addition, we used theories about proactivity and play to hypothesize that the association of both types of hindrance job demands with work engagement will be moderated by playful work design-the process of proactively creating conditions during work activities that foster competition or fun. Employees from various occupational backgrounds filled out an online questionnaire at the end of each workday (N = 202 × 5.61 days = 1,133 observations). The results of structural equation modeling analyses supported our mediation hypotheses. In addition, as predicted, the negative association between agency hindrance job demands and work engagement was buffered on days when employees designed competition, whereas the negative relation between communion hindrance job demands and work engagement was buffered on days when employees designed fun. We discuss the theoretical and practical implications of these findings. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Leadership and Job Demands-Resources Theory: A Systematic Review.

The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three main ways in which leadership may affect employees, namely by: (1) directly influencing job demands and resources, (2) influencing the impact of job demands and resources on well-being; and (3) influencing job crafting and self-undermining. We hope this review helps researchers and practitioners analyze how leadership and JD-R theory can be connected, ultimately leading to improved employee well-being and organizational performance.

Do personal resources and strengths use increase work engagement? The effects of a training intervention.

This study uses a quasi-experimental research design to investigate whether a personal resources intervention combined with strengths use can increase work engagement. Following job demands-resources theory, we argue that when employees strengthen their beliefs regarding how much control they have over their environment (i.e., increase their personal resources) and use their character strengths, they will be more engaged at work. The intervention focused specifically on impacting assertiveness, self-efficacy, and resilience. We hypothesized that the intervention would increase work engagement through an increase in personal resources. Participants were all enrolled for a personal resources training and were assigned to training intervention groups (n = 54) or waiting-list control groups (n = 48). Results of multivariate analyses of variance supported our hypotheses that the intervention increased personal resources, strengths use, and work engagement. In addition, process analyses using a bootstrapping procedure showed that in the intervention group (not in the control group), the intervention had a positive impact on changes in work engagement through changes in self-efficacy and resilience. We discuss the implications of these findings for job demands-resources theory, as well as the practical implications. (PsycInfo Database Record (c) 2021 APA, all rights reserved).