This study examined the dimensionality of burnout and work engagement using three established measures - the Maslach Burnout Inventory-General Survey (MBI-GS), the Oldenburg Burnout Inventory (OLBI), and the Utrecht Work Engagement Scale (UWES). The study hypothesized that cynicism and dedication are opposite ends of the "identification" dimension, and that exhaustion and vigor are opposite ends of the "energy" dimension. Confirmatory factor analyses were conducted on data from 528 South African employees. The results supported the identification dimension hypothesis but not the energy dimension hypothesis, showing that exhaustion and vigor are not opposite ends of the same continuum. The relationships between burnout/engagement and predictors/outcomes also supported
Use of technology in rehabilitation - Lorna PaulMS Trust
Aims:
Overview of technology in Rehabilitation
Barriers and Drivers
Consider neurophysiological/scientific basis
Look at some examples
Robotics
Mobile and digital technology
Gaming and Virtual Reality
Availability and Utilization of Health Informatics System among Health Worker...ijtsrd
With a clear flow of information across many medical subsystems, the adoption and utility of electronic health record systems EHRs improve the healthcare system going forward. The study is about the availability and utilization of health informatics systems among health Workers in Niger State, Nigeria. In this study, the channel model was used to describe how the information is flow in the health sectors. The study adopts quantitative approaches to investigate the availability and utility of health informatics among health workers in Niger state, Nigeria. The population of the study comprised all the health workers working in public health hospitals and clinics in Niger State totalling about 3,599 health workers out of which 400 were sampled using appropriate sample size determination. The returned rate of 320 instruments was used for the analysis. The study revealed that the health informatics system was not available and as such the utilisation was relatively very low in Niger state. The study recommends among others that there is a need for the Nigerian government and health managers to make use of health informatics to improve the delivery of the healthcare system. Eucharia Hauwa, Umoru | Dr. A. H. Ibrahim | Dr. Abdulrahman M. Sani "Availability and Utilization of Health Informatics System among Health Workers in Niger State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-7 , December 2022, URL: https://www.ijtsrd.com/papers/ijtsrd52351.pdf Paper URL: https://www.ijtsrd.com/medicine/nursing/52351/availability-and-utilization-of-health-informatics-system-among-health-workers-in-niger-state-nigeria/eucharia-hauwa-umoru
UNIT-VII model and methods of rehabilitation.pptxanjalatchi
Results: Six conceptual rehabilitation models were identified in the literature: the Biomedical Model, the Social Model, the Bio-Psycho-Social Model (BPS), the International Classification of Impairments, Disabilities, and Handicaps Model (ICIDH), the Community Based Rehabilitation Model (CBR), and the Health-Related ..
Via Christi Women's Connection presentation on advance in depression treatment by Matthew Macaluso, DO, medical director of Via Christi Psychiatric Clinic.
Use of technology in rehabilitation - Lorna PaulMS Trust
Aims:
Overview of technology in Rehabilitation
Barriers and Drivers
Consider neurophysiological/scientific basis
Look at some examples
Robotics
Mobile and digital technology
Gaming and Virtual Reality
Availability and Utilization of Health Informatics System among Health Worker...ijtsrd
With a clear flow of information across many medical subsystems, the adoption and utility of electronic health record systems EHRs improve the healthcare system going forward. The study is about the availability and utilization of health informatics systems among health Workers in Niger State, Nigeria. In this study, the channel model was used to describe how the information is flow in the health sectors. The study adopts quantitative approaches to investigate the availability and utility of health informatics among health workers in Niger state, Nigeria. The population of the study comprised all the health workers working in public health hospitals and clinics in Niger State totalling about 3,599 health workers out of which 400 were sampled using appropriate sample size determination. The returned rate of 320 instruments was used for the analysis. The study revealed that the health informatics system was not available and as such the utilisation was relatively very low in Niger state. The study recommends among others that there is a need for the Nigerian government and health managers to make use of health informatics to improve the delivery of the healthcare system. Eucharia Hauwa, Umoru | Dr. A. H. Ibrahim | Dr. Abdulrahman M. Sani "Availability and Utilization of Health Informatics System among Health Workers in Niger State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-7 , December 2022, URL: https://www.ijtsrd.com/papers/ijtsrd52351.pdf Paper URL: https://www.ijtsrd.com/medicine/nursing/52351/availability-and-utilization-of-health-informatics-system-among-health-workers-in-niger-state-nigeria/eucharia-hauwa-umoru
UNIT-VII model and methods of rehabilitation.pptxanjalatchi
Results: Six conceptual rehabilitation models were identified in the literature: the Biomedical Model, the Social Model, the Bio-Psycho-Social Model (BPS), the International Classification of Impairments, Disabilities, and Handicaps Model (ICIDH), the Community Based Rehabilitation Model (CBR), and the Health-Related ..
Via Christi Women's Connection presentation on advance in depression treatment by Matthew Macaluso, DO, medical director of Via Christi Psychiatric Clinic.
5 Reasons the Practice of Evidence-Based Medicine Is a Hot TopicHealth Catalyst
Evidence-based medicine is an important model of care because it offers health systems a way to achieve the goals of the Triple Aim. It also offers health systems an opportunity to thrive in this era of value-based care. In specific, there are five reasons the industry is interested in the practice of evidence-based medicine: (1) With the explosion of scientific knowledge being published, it’s difficult for clinicians to stay current on the latest best practices. (2) Improved technology enables healthcare workers to have better access to data and knowledge. (3) Payers, employers, and patients are driving the need for the industry to show transparency, accountability, and value. (4) There is broad evidence that Americans often do not get the care they need. (5) Evidence-based medicine works. While the practice of evidence-based medicine is growing in popularity, moving an entire organization to a new model of care presents challenges. First, clinicians need to change how they were taught to practice. Second, providers are already busy with increasingly larger and larger workloads. Using a five-step framework, though, enables clinicians to begin to incorporate evidence-based medicine into their practices. The five steps include (1) Asking a clinical question to identify a key problem. (2) Acquiring the best evidence possible. (3) Appraising the evidence and making sure it’s applicable to the population and the question being asked. (4) Applying the evidence to daily clinical practice. (5) Assessing performance.
Technologie kognitywne. Gdy informatyka wkracza w sferę poznania.Artur Gunia
Czy komputery, systemy informatyczne i najnowsze dokonania w dziedzinie informatyki to w dalszym ciągu tylko narzędzia ułatwiające codzienną pracę, czy też wkraczają głębiej w ludzkie życie. Nieustanna rewolucja informatyczna, minimalizacja układów scalonych przy coraz większej mocy obliczeniowej oraz powszechna dostępność technologii informatycznych sprawia, że jest ona coraz bliżej człowieka, a przez to ludzka egzystencja przenika świat fizyczny ze światem wirtualnym.
W moim referacie chciałbym ukazać technologie informatyczne, które usprawniają ludzkie władze poznawcze, symulują poznanie, bądź same poznają. Problematyka ta odnosi się do koncepcji wzmocnienia ludzkiego, która dotyczy czasowego, bądź ciągłego przekraczania ograniczeń wynikających z niedoskonałości ludzkiego ciała, zarówno metodami naturalnymi, jak i sztucznymi. Szczególnym jej przypadkiem jest wzmocnienie poznawcze, które stawia sobie za cel podniesienie wydajności intelektualnej człowieka. Wzmocnienie możliwe jest do osiągnięcia metodami biotechnologicznymi, niefarmakologiczny oraz informatycznymi. Te ostatnie polegają na wykorzystaniu technologii informatycznych do wspierania czynności umysłowych. Szczególną grupą technik są technologie kognitywne, które aktywnie i na bieżąco wspierają proces poznawczy człowieka. I właśnie ich możliwości oraz konsekwencje ich użytkowania chciałbym poddać analizie.
this is a report of my summer internship that i had done in Ruby hall clinic(550 beds) Pune.Title of my project is "Feasiablity study of implementation of personal health records in Ruby hall clinic".
This is a presentation about the importance of Evidence Based Medicine and how it acts as a crucial tool in decision making to empower the quality of medical services for better patient outcomes.
It highlights the steps in EBM process, how to identify the parts of a well built clinical question, resources for literature search, critical appraisal of the evidence, and how to apply the evidence to the patient.
Images are from paid or free image libraries or personal photographs except the following…
Slides 2, 4-13 – World Federation of Occupational Therapists
Slide 14 – Slideolgy, Duarte Design
During this presentation, Dr. Charlene Sanders and Angi Robinson reviewed topics including the evaluation of study design considerations such as duration of treatment, required assessments, use of placebo, and inclusion of specific age groups; selection of appropriate sites for pediatric trials and the unique needs of these sites; identification of pediatric recruitment/retention hurdles and site specific strategies to overcome these as well as a reflection on ethical concerns related to pediatric research.
5 Reasons the Practice of Evidence-Based Medicine Is a Hot TopicHealth Catalyst
Evidence-based medicine is an important model of care because it offers health systems a way to achieve the goals of the Triple Aim. It also offers health systems an opportunity to thrive in this era of value-based care. In specific, there are five reasons the industry is interested in the practice of evidence-based medicine: (1) With the explosion of scientific knowledge being published, it’s difficult for clinicians to stay current on the latest best practices. (2) Improved technology enables healthcare workers to have better access to data and knowledge. (3) Payers, employers, and patients are driving the need for the industry to show transparency, accountability, and value. (4) There is broad evidence that Americans often do not get the care they need. (5) Evidence-based medicine works. While the practice of evidence-based medicine is growing in popularity, moving an entire organization to a new model of care presents challenges. First, clinicians need to change how they were taught to practice. Second, providers are already busy with increasingly larger and larger workloads. Using a five-step framework, though, enables clinicians to begin to incorporate evidence-based medicine into their practices. The five steps include (1) Asking a clinical question to identify a key problem. (2) Acquiring the best evidence possible. (3) Appraising the evidence and making sure it’s applicable to the population and the question being asked. (4) Applying the evidence to daily clinical practice. (5) Assessing performance.
Technologie kognitywne. Gdy informatyka wkracza w sferę poznania.Artur Gunia
Czy komputery, systemy informatyczne i najnowsze dokonania w dziedzinie informatyki to w dalszym ciągu tylko narzędzia ułatwiające codzienną pracę, czy też wkraczają głębiej w ludzkie życie. Nieustanna rewolucja informatyczna, minimalizacja układów scalonych przy coraz większej mocy obliczeniowej oraz powszechna dostępność technologii informatycznych sprawia, że jest ona coraz bliżej człowieka, a przez to ludzka egzystencja przenika świat fizyczny ze światem wirtualnym.
W moim referacie chciałbym ukazać technologie informatyczne, które usprawniają ludzkie władze poznawcze, symulują poznanie, bądź same poznają. Problematyka ta odnosi się do koncepcji wzmocnienia ludzkiego, która dotyczy czasowego, bądź ciągłego przekraczania ograniczeń wynikających z niedoskonałości ludzkiego ciała, zarówno metodami naturalnymi, jak i sztucznymi. Szczególnym jej przypadkiem jest wzmocnienie poznawcze, które stawia sobie za cel podniesienie wydajności intelektualnej człowieka. Wzmocnienie możliwe jest do osiągnięcia metodami biotechnologicznymi, niefarmakologiczny oraz informatycznymi. Te ostatnie polegają na wykorzystaniu technologii informatycznych do wspierania czynności umysłowych. Szczególną grupą technik są technologie kognitywne, które aktywnie i na bieżąco wspierają proces poznawczy człowieka. I właśnie ich możliwości oraz konsekwencje ich użytkowania chciałbym poddać analizie.
this is a report of my summer internship that i had done in Ruby hall clinic(550 beds) Pune.Title of my project is "Feasiablity study of implementation of personal health records in Ruby hall clinic".
This is a presentation about the importance of Evidence Based Medicine and how it acts as a crucial tool in decision making to empower the quality of medical services for better patient outcomes.
It highlights the steps in EBM process, how to identify the parts of a well built clinical question, resources for literature search, critical appraisal of the evidence, and how to apply the evidence to the patient.
Images are from paid or free image libraries or personal photographs except the following…
Slides 2, 4-13 – World Federation of Occupational Therapists
Slide 14 – Slideolgy, Duarte Design
During this presentation, Dr. Charlene Sanders and Angi Robinson reviewed topics including the evaluation of study design considerations such as duration of treatment, required assessments, use of placebo, and inclusion of specific age groups; selection of appropriate sites for pediatric trials and the unique needs of these sites; identification of pediatric recruitment/retention hurdles and site specific strategies to overcome these as well as a reflection on ethical concerns related to pediatric research.
Van keyword tot thesaurus: publiceren van controlled vocabularies, thesauri... via SKOS, dat speciaal hiervoor ontwikkeld werd en gebruik maakt van RDF.
Amazone is het Kruispunt Gendergelijkheid, gelegen in hartje Brussel. Twintig jaar geleden werd Amazone opgericht: een visionair concept dat in meerdere landen werd overgenomen. Het creëren van synergieën en het bundelen van krachten uit de vrouwenbeweging zijn sleutelwoorden voor Amazone. Samen sterk!
Amazone est le Carrefour de l’Egalité de Genre, situé au coeur de Bruxelles. Vingt ans déjà qu’Amazone a été fondée : un concept unique et source d’inspiration pour d’autres pays. Créer des synergies et combiner les forces du mouvement des femmes sont les mots d’ordre d’Amazone. Plus fort.e.s ensemble !
Is is possible not to have stress at work place? If your answer is no, then you can emphasize occupational stress theories, occupational stress models, and tools to cope with occupational stress in this presentation. I wish all of you a stress-free job.
This presentation gives an overview of the theory and practice of the validated Organizational Culture Assessment Instrument (by Cameron & Quinn) that is freely available on http://www.ocai-online.com
Work & Stress Vol. 22, No. 3, JulySeptember 2008, 187200.docxtroutmanboris
Work & Stress
Vol. 22, No. 3, July�September 2008, 187�200
POSITION PAPER
Work engagement: An emerging concept in occupational health psychology
Arnold B. Bakkera, Wilmar B. Schaufelib, Michael P. Leiterc and Toon W. Tarisd
aInstitute of Psychology, Erasmus University Rotterdam, The Netherlands; bDepartment of Social and
Organizational Psychology, Utrecht University, The Netherlands; cDepartment of Psychology, Acadia
University, Canada; dBehavioral Science Institute, Department of Work and Organizational Psychology,
Radboud University Nijmegen, The Netherlands
This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-
motivational state of work-related well-being that is characterized by vigour, dedication, and
absorption. Although there are different views of work engagement, most scholars agree that engaged
employees have high levels of energy and identify strongly with their work. The most often used
instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that
has been validated in many countries across the world. Research on engagement has investigated how
engagement differs from related concepts (e.g., workaholism, organizational commitment), and has
focused on the most important predictors of work engagement. These studies have revealed that
engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory
coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem).
Moreover, the first studies have shown that work engagement is predictive of job performance and client
satisfaction. The paper closes with an account of what we do not know about work engagement, and
offers a brief research agenda for future work.
Keywords: burnout; job resources; performance; workaholism; work engagement
Introduction
Recently, psychology has been criticized as primarily dedicated to addressing mental illness
rather than mental ‘‘wellness.’’ This prevailing negative bias of psychology is illustrated by the
fact that the number of publications on negative states exceeds that on positive states by a
ratio of 14:1 (Myers, 2000). The purpose of Positive Psychology is ‘‘ . . . to begin to catalyze a
change in the focus of psychology from pre-occupation only with repairing the worst things in
life to also building positive qualities’’ (Seligman & Csikszentmihalyi, 2000, p. 5). This
advocated positive turn is also relevant for occupational health psychology. Failing to
recognize the positive aspects of work is inappropriate and, as Turner, Barling, and
Zacharatos (2002, p. 715) have argued, ‘‘ . . . it is time to extend our research focus and
explore more fully the positive sides, so as to gain full understanding of the meaning and
effects of working.’’
This special issue responds to the call for more research into positive psychology by.
ORGANISATIONAL PSYCHOLOGY: SCIENTIFIC DISCIPLINE, MANAGERIAL TOOL OR NEITHER?...IAEME Publication
This paper will attempt to examine whether Organisational Psychology is a
science and the extent to which its findings are of practical use to the managers. As it
will be seen, the answer to the second half of this question depends on the answer
given to the first one. For this reason, the analysis will present different views
concerning what a ‘scientific discipline’ is.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
Journal of Organizational Behavior J. Organiz. Behav. 31, .docxSusanaFurman449
Journal of Organizational Behavior
J. Organiz. Behav. 31, 24–44 (2010)
Published online 22 May 2009 in Wiley InterScience
(www.interscience.wiley.com) DOI: 10.1002/job.621
Towards a multi-foci approach to
workplace aggression: A meta-analytic
review of outcomes from different
yperpetrators
M. SANDY HERSHCOVIS1* AND JULIAN BARLING2
1I. H. Asper School of Business, University of Manitoba, Winnipeg, Manitoba, Canada
2Queen’s School of Business, Queen’s University, Kingston, Ontario, Canada
Summary Using meta-analysis, we compare three attitudinal outcomes (i.e., job satisfaction, affective
commitment, and turnover intent), three behavioral outcomes (i.e., interpersonal deviance,
organizational deviance, and work performance), and four health-related outcomes (i.e.,
general health, depression, emotional exhaustion, and physical well being) of workplace
aggression from three different sources: Supervisors, co-workers, and outsiders. Results from
66 samples show that supervisor aggression has the strongest adverse effects across the
attitudinal and behavioral outcomes. Co-worker aggression had stronger effects than outsider
aggression on the attitudinal and behavioral outcomes, whereas there was no significant
difference between supervisor, co-worker, and outsider aggression for the majority of the
health-related outcomes. These results have implications for how workplace aggression is
conceptualized and measured, and we propose new research questions that emphasize a multi-
foci approach. Copyright # 2009 John Wiley & Sons, Ltd.
I admit that, before I was bullied, I couldn’t understand why employees would shy-away from doing
anything about it. When it happened to me, I felt trapped. I felt like either no one believed me or no
one cared. This bully was my direct boss and went out of his way to make me look and feel
incompetent. . . I dreaded going to work and cried myself to sleep every night. I was afraid of
losing my job because I started to question my abilities and didn’t think I’d find work elsewhere.
(HR professional as posted on a New York Times blog, 2008).
Introduction
Growing awareness of psychological forms of workplace aggression has stimulated research interest in
the consequences of these negative behaviors. Workplace aggression is defined as negative acts that are
* Correspondence to: M. Sandy Hershcovis, I. H. Asper School of Business, University of Manitoba, Winnipeg, Manitoba,
Canada. E-mail: [email protected]
yAn earlier version of this study was presented at the 65th Annual Meeting of the Academy of Management, Honolulu, HI.
Received 28 April 2008
Revised 17 March 2009
Copyright # 2009 John Wiley & Sons, Ltd. Accepted 4 April 2009
mailto:[email protected]
www.interscience.wiley.com
25 AGGRESSION META-ANALYSIS
perpetrated against an organization or its members and that victims are motivated to avoid (Neuman &
Baron, 2005; Raver & Barling, 2007). Much of this research (e.g., .
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Fijner (thuis) werken door Playful work designArnold Bakker
Iedere werkgever weet het: bevlogen medewerkers
zijn productiever. Maar bevlogenheid … hoe breng je
die tot stand? Recent onderzoek wijst in een nieuwe
richting: playful work design. Het eigen initiatief daarin
is zeker belangrijk tijdens de coronacrisis. Want je zult
ook de samenwerking met anderen moeten ‘craften’.
Het geheim van bevlogenheid en een gelukkige werkomgevingArnold Bakker
Slechts 15% van de medewerkers is bevlogen aan het werk, terwijl het economische voordeel enorm is. Deze tweedaagse Executive Masterclass onder leiding van een van ’s werelds meest gerenommeerde experts op dit gebied, Prof. Arnold Bakker, biedt fascinerende inzichten in de psychologie van bloeiende organisaties, bevlogenheid en een gelukkige werkomgeving.
If “stress” doesn’t even begin
to describe your nonstop life, read this.
You could be heading toward
burnout. Take a deep breath: There are
simple, everyday solutions to feeling
calmer and more in control. And you
don’t even have to chuck it all and
start fresh on another, quieter planet.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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2. 210 DEMEROUTI, MOSTERT, AND BAKKER
a hierarchical property that is, that can be ordered by (Richardsen & Martinussen, 2004; Schutte, Toppi-
degree of difficulty. However, none of the instru- nen, Kalimo, & Schaufeli, 2000).
ments used in this study are known for including Unfortunately, the MBI-GS has one important psy-
hierarchical structured items. chometric shortcoming, namely that the items within
Second, in addition to the Maslach Burnout Inven- each subscale are all framed in the same direction.
tory-General Survey (MBI-GS; Maslach, Jackson, & Accordingly, all exhaustion and cynicism items are
Leiter, 1996) and the Utrecht Work Engagement phrased negatively, whereas all professional efficacy
Scale (UWES; Schaufeli et al., 2002) we will use the items are phrased positively. From a psychometric
OLBI, which is a valid instrument that can be used to point of view, such one-sided scales are inferior to
measure the energy and identification dimensions of scales that include both positively and negatively
burnout and work engagement simultaneously as bi- worded items (Price & Mueller, 1986) because they
polar constructs. We focused on these instruments can lead to artificial factor solutions in which posi-
because they include both core dimensions of burn- tively and negatively worded items are likely to clus-
out and work engagement, namely a vigor/exhaustion ter (Demerouti & Nachreiner, 1996; cf. Doty &
dimension and an identification/distancing dimen- Glick, 1998) or may show artificial relationships with
sion, while instruments like the Shirom-Melamed other constructs (Lee & Ashforth, 1990).
Burnout Scale (Shirom, 2003) or the Copenhagen The UWES (Schaufeli & Bakker, 2003, 2010;
Burnout Inventory (Kristensen, Borritz, Villadsen & Schaufeli et al., 2002) has been developed to measure
Christensen, 2005) focus solely on vigor/exhaustion. work engagement defined as a positive, fulfilling,
Third, next to the factor structure we will also exam- work-related state of mind that is characterized by
ine the pattern of relationships of the (bipolar and/or vigor, dedication, and absorption. Vigor refers to
unipolar) dimensions of burnout and work engagement high levels of energy and mental resilience while
with relevant job characteristics (work pressure and job working. Dedication refers to a sense of significance,
autonomy) and organizational outcomes (organizational enthusiasm, inspiration, and pride. Vigor and dedica-
commitment and mental health). We focus on these tion are the direct positive opposites of exhaustion
constructs because they have been studied most often as and cynicism, respectively. Absorption is excluded
being related to the energy or identification dimensions from the present study because burnout does not
of burnout or engagement. contain any parallel dimension to this dimension. The
UWES has been validated in several countries (e.g.,
Schaufeli et al., 2002; Schaufeli & Bakker, 2004;
Measurement of Burnout and Storm & Rothmann, 2003; Yi-Wen & Yi-Qun,
Work Engagement 2005). However, some studies found a one- instead
of a three-factor structure of work engagement (e.g.,
The most commonly used instrument for the mea- Sonnentag, 2003).
surement of burnout is the MBI-GS (Schaufeli, Leiter, We propose an alternative measure of burnout and
Maslach, & Jackson, 1996). Based on the notion that work engagement: The OLdenburg Burnout Inven-
emotional exhaustion, depersonalization and per- tory (OLBI; Demerouti, 1999; Demerouti & Nachre-
sonal accomplishment (representing symptoms of iner, 1998). It includes positively and negatively
burnout specific for human services) can be broad- framed items to assess the two core dimensions of
ened beyond the interpersonal domain that is charac- burnout: exhaustion and disengagement from work.
teristic for the human services, they distinguished Exhaustion is defined as a consequence of intensive
three generic burnout dimensions that were labeled physical, affective and cognitive strain, that is, as a
exhaustion, cynicism and professional efficacy, re- long-term consequence of prolonged exposure to cer-
spectively. Many empirical findings point to the cen- tain job demands. Contrary to exhaustion as opera-
tral role of exhaustion and cynicism as the “core” tionalized in the MBI-GS, the OLBI covers affective
dimensions of burnout, as opposed to the third com- but also physical and cognitive aspects of exhaustion.
ponent—lack of professional efficacy (Lee & Ash- Such an operationalization of exhaustion/vigor cov-
forth, 1996). As a result, the third dimension mea- ers more thoroughly peoples’ intrinsic energetic re-
sured with the MBI-GS was excluded from this sources, that is, emotional robustness, cognitive live-
study. Several studies have supported the invariance liness and physical vigor (Shirom, 2003) and enables
of the MBI-GS factor structure across various occu- the application of the instrument to those workers
pational groups (Bakker, Demerouti & Schaufeli, with physical and cognitive work. Disengagement
2002; Leiter & Schaufeli, 1996), and across nations refers to distancing oneself from one’s work in gen-
3. BURNOUT AND WORK ENGAGEMENT 211
eral, work object, and work content. Moreover, the consequently the measurement of both concepts is
disengagement-items concern the relationship be- different. As the MBI-GS includes only negatively
tween employees and their jobs, particularly with worded items, it is difficult to conclude that individ-
respect to identification with work and willingness to uals who reject a negatively worded statement would
continue in the same occupation. Depersonalization automatically agree with a positively worded one.
is consequently only one form of disengagement Thus, Schaufeli and Bakker (2003) proposed that
which is directed toward customers. burnout and work engagement should be conceived
The factorial validity of the OLBI has been con- as two opposite concepts that should be measured
firmed in studies conducted in different countries independently with different instruments.
(Demerouti & Bakker, 2008; Demerouti, Bakker, Nach- A direct test of the dimensionality of burnout and
reiner, & Ebbinghaus, 2002; Halbesleben & Demerouti, work engagement has been conducted by Gonzalez- ´
2005; Demerouti et al., 2003). Following a multitrait Roma et al. (2006). They used the MBI-GS and the
´
multimethod approach, Demerouti et al. (2003) and UWES to test the hypothesis that items reflecting
Halbesleben and Demerouti (2005) confirmed the con- exhaustion-vigor and cynicism-dedication are scal-
vergent validity of the OLBI and MBI-GS. able on two distinct underlying bipolar dimensions
(labeled energy and identification, respectively). Us-
ing a nonparametric scaling technique, they showed
The Dimensionality of Burnout and that these core burnout and engagement dimensions
Work Engagement can indeed be seen as opposites of each other along
two distinct bipolar dimensions (energy vs. identifi-
There are different views regarding the dimension- cation). However, a closer look at their findings re-
ality of burnout and work engagement. Demerouti veals that the exhaustion—vigor items constitute a
and colleagues (2001, 2003) assume that the dimen- weak to moderate energy dimension, and that the
sions of burnout and work engagement are bipolar cynicism— dedication items constitute a strong iden-
dimensions. This is reflected in the OLBI which tification dimension. Nevertheless, it can be con-
includes both negatively and positively worded items cluded from this study that negatively and positively
so that both ends of the continuum are measured. In framed items can be used to assess the core dimen-
other words, the exhaustion and disengagement sub- sions of burnout and work engagement. Specifically:
scales include items that refer to their opposites,
namely vigor and dedication, respectively. Positively Hypothesis 1: Disengagement/cynicism and
framed items should be reverse-coded if one wants to dedication are opposite ends of one dimension.
assess burnout. Alternatively, to assess work engage-
ment the negatively framed items should be recoded Hypothesis 2: Exhaustion and vigor are opposite
(Demerouti & Bakker, 2008). ends of one dimension.
Maslach and Leiter (1997) agree with this stand-
point. They rephrased burnout as an erosion of en- Work pressure and autonomy are two job character-
gagement with the job, whereby energy turns into istics that have been related to burnout and to work
exhaustion, involvement turns into cynicism, and ef- engagement. Specifically, work pressure has the stron-
ficacy turns into ineffectiveness. In their view, work gest positive relationship with exhaustion (Demerouti,
engagement is characterized by energy, involvement Bakker, & Bulters, 2004; Lewig, Xanthopoulou, Bak-
and professional efficacy, which are the direct (per- ker, Dollard, & Metzer, 2007; Hakanen, Bakker, &
fectly inversely related) opposites of the three burn- Schaufeli, 2006; Rothmann & Pieterse, 2007); and a
out dimensions. However, it should be noted that less strong but negative relationship with vigor
their MBI-GS includes negative items only. There- (Hakanen et al., 2006; Rothmann & Pieterse, 2007).
fore, low scores on exhaustion and cynicism cannot However, some authors found a nonsignificant rela-
be taken as being representative of vigor and dedica- tionship between work/time pressure and exhaustion
tion, since employees who indicate that they are not or vigor (Mauno, Kinnunen, & Ruokolainen, 2007).
fatigued are not necessarily full of energy. The relationship between work pressure and the iden-
Schaufeli and Bakker (2003, 2010; Schaufeli et al., tification components of burnout and work engage-
2002) argue that work engagement cannot be mea- ment is, however, weak (e.g., Bakker, Demerouti, &
sured by the opposite profile of the MBI-GS, be- Verbeke, 2004; Hakanen et al., 2006; Rothmann &
cause, even though in conceptual terms engagement Pieterse, 2007). Autonomy seems to be related to the
is the positive antithesis of burnout, the content and identification dimensions and the energy dimensions
4. 212 DEMEROUTI, MOSTERT, AND BAKKER
(Bakker et al., 2004; Demerouti et al., 2001; The response rate was 53%. After permission was
Schaufeli & Bakker, 2004). It shows a negative re- obtained from executive management, the managers,
lationship with exhaustion and cynicism (Bakker et Human Resources department, and employee/
al., 2004; Hakanen et al., 2006; Koekemoer & Mos- employer committees were informed of the study
tert, 2006; Schaufeli & Bakker, 2004), and a positive during management meetings. Thereafter, all em-
relationship with vigor and dedication (Hakanen et ployees received paper-and-pencil questionnaires and
al., 2006; Mauno et al., 2007). envelopes at their work that could be returned to the
Organizational commitment is an outcome that is researchers involved. A letter explaining the purpose
particularly related to the identification components of of the research accompanied the questionnaire. The
burnout and work engagement (Schaufeli & Bakker, employees were kindly requested to fill in the ques-
2004) and weakly related/unrelated to the energy com- tionnaire in private and send it to the Human Re-
ponents, specifically exhaustion (Hakanen et al., 2006; sources department, where the researchers collected
Llorens, Bakker, Schaufeli, & Salonova, 2006). Finally, all the completed questionnaires. Participation was
mental health shows a stronger relationship with the voluntary, and the confidentiality and anonymity of
energy dimensions and in particular with exhaustion the answers was emphasized.
(Hakanen et al., 2006; Jackson & Rothmann, 2005; The majority of the participants worked in the
Lewig et al., 2007; Schaufeli & Bakker, 2004). Construction (40.2%) and Mining (24.2%) units,
What is of interest for our research question is while the rest worked in the Shared Services (12.3%),
whether the two ends of the energy and identification Handling (8.3%), Energy (5.1%), Rental (5.1%), and
dimensions show the same pattern of relationships Agriculture (4.8%) departments. The participants
with these constructs. Similar relationships would be were predominantly male (71.5%), while 62.7% were
evidence for bipolar constructs, while differential White, 20.4% were African, 11.2% were Colored,
relations would substantiate the argument for inde- and 3.1% were Indian. The mean age was 39.61
pendent (unipolar) dimensions. For instance, if ex- (SD 11.02). A total of 58.5% of the participants
haustion and vigor are equally strong related to work had a high school qualification (Grade 10-Grade 12),
pressure (but in the opposite direction) this would while 39.2% possessed a (technical college) diploma
suggest that they represent opposite poles of one or university degree. Most participants were married/
dimension. If, however, one of them is substantially living with a partner, with children living at home
stronger related to work pressure this would mean (50.6%).
that they represent different and thus independent
dimensions. Because there is no clear evidence for
differential relationships between these constructs Instruments2
and the two ends of the energy and identification
dimensions we formulated the following hypotheses: MBI-GS. We used the MBI-GS (Schaufeli et al.,
1996) to assess the core burnout dimensions with two
Hypothesis 3: Cynicism/disengagement and subscales, namely Exhaustion and Cynicism. Ex-
dedication/engagement will be equally strong haustion was measured with five items (e.g., “I feel
related to other constructs (work pressure, au- emotionally drained from my work”). Cynicism was
tonomy, organizational commitment, mental assessed with five items (e.g., “I have become less
health), but in the opposite direction. enthusiastic about my work”). All items are scored on
a seven-point scale, ranging from (0) “never” to (6)
Hypothesis 4: Exhaustion and vigor will be “every day.” High scores on exhaustion and cynicism
equally strong related to other constructs (work indicate burnout.
pressure, autonomy, organizational commitment, OLBI. The OLBI originally distinguishes an ex-
mental health), but in the opposite direction. haustion and disengagement dimension. However,
both subscales include four items that are positively
worded and four items that are negatively worded.
Method This means that both ends of the energy and identi-
fication dimensions are included in the OLBI. The
Participants and Procedure
A cross-sectional survey was conducted using a 2
Le Roux (2005) and Rost (2007) have confirmed the
convenience sample of employees of a company in construct equivalence of the instruments used in the present
the South African construction industry (N 528). study for different language and educational groups.
5. BURNOUT AND WORK ENGAGEMENT 213
answering categories are (1) “strongly agree” to (4) icism for the MBI-GS, exhaustion and disengage-
“strongly disagree.” The OLBI items are displayed in ment for the OLBI, vigor and dedication for the
the Appendix. UWES) fitted responses to all instruments substan-
UWES. The UWES (Schaufeli & Bakker, 2003; tially better than did one-factor solutions. All items
Schaufeli et al., 2002) was used to assess the two core had significant loadings on the expected factors ex-
dimensions of work engagement, namely vigor and cept for the third item of the cynicism scale (i.e., “I
dedication. Vigor was assessed with six items (e.g., just want to do my work and not be bothered”). This
“At my work, I feel bursting with energy”). Dedica- is consistent with earlier studies (Schutte et al., 2000;
tion was assessed with five items (e.g., “I find the Storm & Rothmann, 2003). Consequently, we de-
work that I do full of purpose and meaning”). All cided not to include this item in further analyses.
items are scored on a seven-point rating scale, rang- We fitted the responses to all three instruments si-
ing from (0) “never” to (6) “every day.” High scores multaneously to the data. However, the energy dimen-
indicate work engagement. sions (OLBI-exhaustion, OLBI-vigor, MBI-exhaustion,
Work pressure was measured with six items that and UWES-vigor) were analyzed separately from the
were adapted from the Job Content Questionnaire identification dimensions (OLBI-disengagement,
(Karasek, 1985). The original statements were re- OLBI-dedication, MBI-cynicism, and UWES-dedica-
phrased as questions (e.g., “Are you asked to do an tion). This was done in order to avoid building large
excessive amount of work?”). Items were scored on a models (in this case including 36 manifest variables)
scale ranging from (1) “almost never” to (4) “always,” that generally show a poor fit to the data. Bentler and
with higher scores indicating higher job pressure. Chou (1987) suggest that models should not exceed the
Autonomy was measured with six items from the total of 20 manifest variables because in large models
validated questionnaire of Van Veldhoven, Meijman, with large sample sizes ‘the sample size multiplier that
Broersen and Fortuin (1997) (e.g., “Can you decide transforms the fit function into a 2-variate will multiply
for yourself how to carry out your work?”). Items a small lack of fit into a large statistic’ (p. 97). Building
were scored on a four-point rating scale: (1) “almost smaller models still allows testing our hypotheses. We
never” to (4) “always”. Higher scores signify a higher followed the same way of modeling to test the relation-
level of autonomy. ships between the energy and identification dimensions
Mental health was measured with the General Health with other variables (work pressure, autonomy, mental
Questionnaire (GHQ-28, Goldberg & Williams, 1988). health, and commitment) save one difference: we in-
The GHQ-28 is a 28 item questionnaire generally used cluded age and gender as control variables. Specifically,
for the screening of mental illness. The GHQ-28 asks age and gender had a path to all manifest variables of
participants to report if they have had any medical the models. CFAs were conducted with AMOS 7
complaints and how their general health had been over (Arbuckle, 2006). Next to the inspection of the good-
the past few weeks, rating them on a 4-point scale ness-of-fit indices we performed chi-square difference
ranging from (1) “better than usual” to 4 “much worse tests in order to compare alternative, nested models.
than usual.” The scale taps four factors: somatic symp-
toms, anxiety and insomnia, social dysfunction and
depression. Scores were coded such that higher overall Results
scores indicate better mental health.
Cronbach’s alpha and bivariate correlations between
Organizational commitment was measured with
the study variables are displayed in Table 1. Note that
five items of the affective organizational commitment
while all (sub-)scales had sufficient reliability, for OLBI
scale developed by Meyer, Allen, and Smith (1993).
vigor this was .63. However, we had to keep this
An example item is “This organization has a great
subscale in order to retain a minimum of two indicators
deal of personal meaning for me.” Items were rated
for each end of the continua.
on a 5-point scale ranging from (1) “totally agree” to
(5) “totally disagree.”
Inferring Identification and
Statistical Analysis Energy Dimensions
In preliminary, unreported CFAs, one- and two- The dimensionality of the identification dimension
factor models were fitted to responses to each of the was tested with alternative models (see Figure 1). We
three instruments separately. The results indicated tested whether considering separate identification
that two-factor model solutions (exhaustion and cyn- factors that is, MBI-cynicism, UWES-dedication,
6. 214 DEMEROUTI, MOSTERT, AND BAKKER
Table 1
Means, Standard Deviations, and Bivariate Correlations of the Study Variables
Mean SD 1 2 3 4 5 6 7 8 9 10 11 12 13 14
1. MBI exhaustion 2.51 1.40 .82
2. MBI cynicism 2.20 1.26 .44 .73
3. UWES vigor 4.48 1.10 .35 .42 .69
4. UWES dedication 4.95 1.19 .42 .48 .71 .85
5. OLBI exhaustion
total1 2.17 .57 .62 .45 .53 .50 .74
6. OLBI exhaustion 2.47 .74 .60 .41 .44 .42 .90 .78
7. OLBI vigor 1.87 .57 .45 .37 .48 .45 .82 .49 .63
8. OLBI disengagement
total1 2.07 .55 .52 .54 .55 .68 .67 .62 .53 .79
9. OLBI disengagement 1.97 .62 .38 .37 .48 .65 .50 .37 .51 .82 .69
10. OLBI dedication 2.85 .69 .49 .54 .45 .49 .62 .65 .39 .85 .41 .71
11. Mental health .68 .45 .54 .39 .37 .41 .61 .56 .49 .49 .39 .43 .94
12. Work pressure 2.26 .55 .27 .08 .09 .02 .13 .17 .04 .04 .04 .11 .16 .77
13. Autonomy 2.30 .63 .28 .18 .32 .36 .34 .28 .31 .36 .33 .28 .31 .09 .78
14. Organizational
commitment 2.04 .79 .31 .37 .36 .50 .30 .26 .27 .48 .49 .32 .19 .04 .22 .87
Note. Cronbach’s alpha on the diagonal, N 528.
1
OLBI exhaustion total and OLBI disengagement total refer to the average score of all positively and negatively worded
items of the original exhaustion and disengagement OLBI dimensions, respectively.
All correlations r |.13| are significant at p .01, while correlations |.09| r |.13| are significant at p .05.
OLBI-disengagement, and OLBI-dedication (Model higher-order factors. Three different second-order
1), was better compared to two second-order factors models were tested. In Model 2, the four first-order
of distancing and dedication (Model 3) or compared factors of the identification dimensions were used to
to only one second-order factor of identification define an overall identification factor (assuming a
(Model 2). Note that OLBI-disengagement included bipolar dimension). In Model 3, MBI-cynicism and
the four negatively formulated items and OLBI- OLBI-disengagement loaded on a distancing second-
dedication the four positively formulated items of the order factor, while UWES-dedication and OLBI-
disengagement scale. In this way, we had two indi- dedication loaded on a dedication second-order factor
cators for each end of the continuum (i.e., two scales (assuming a unipolar dimension). The second-order
for distancing and two for dedication), which is use- factors were allowed to correlate. In Model 4 we
ful for building second-order latent factors. The same tested the discriminant validity of the two second-
procedure was followed for the energy dimensions in order latent factors (of Model 3) by constraining their
a separate series of analyses including MBI- correlation to be 1 (implying identical constructs, cf.
exhaustion, UWES-vigor, OLBI-exhaustion and Bagozzi, 1993). Following the same logic we tested
OLBI-vigor, OLBI-exhaustion, and OLBI-vigor as parallel models for the energy dimensions using the
first-order factors. respective four first-order factors. All models were
Model 1 explains responses to the items in terms of nested in Model 1 so that none can fit the data better
four first-order factors. This first-order model is impor- than the first-order factors model but they were more
tant because its fit establishes an upper limit for the parsimonious in that they included fewer parameters.
higher-order models (cf. Marsh, Antill, & Cunningham, First, we discuss results regarding the identifica-
1989). As can be seen in Table 2, the fit of Model 1 is tion dimensions. Model 2, including a single higher-
reasonable for both the identification and the energy order factor, fitted the data significantly worse than
dimensions. For both dimensions, the factor structure is Model 1. This means that much of the variation
well-defined in that all factor loadings were statistically among the first-order factors is unexplained by a
significant and each of the four factors accounts for a global identification factor. Model 3 (positing two
significant portion of the variance. higher-order factors) provides a better fit to the data
The aim of the higher-order models is to describe than the one-factor model (Model 2) and is not sig-
correlations among first-order factors in terms of nificantly worse than the first-order factors model
8. 216 DEMEROUTI, MOSTERT, AND BAKKER
Table 2
Goodness-of-Fit Indices (Maximum-Likelihood Estimates) for the Confirmatory Factor Analyses
2
Model df p AGFI RMSEA TLI CFI
Identification dimensions
1. First-order factors 332.90 113 .001 .90 .06 .92 .93
2. One second-order factor 368.88 115 .001 .89 .07 .91 .92
3. Two second-order factors 334.01 114 .001 .90 .06 .92 .93
4. Two second-order factors constrained 336.60 115 .001 .90 .06 .92 .93
Null 3331.26 136 — .26 .21 — —
Energy dimensions
1. First-order factors 496.51 146 .001 .87 .07 .87 .89
2. One second-order factor 521.18 148 .001 .87 .07 .86 .88
3. Two second-order factors 497.52 147 .001 .87 .07 .87 .89
4. Two second-order factors constrained 507.35 148 .001 .87 .07 .87 .88
Null 3242.47 171 — .32 .20 — —
Note. N 528. 2 chi square; df degrees of freedom; AGFI adjusted goodness of fit index; RMSEA root mean
square error of approximation; TLI Tucker Lewis index; CFI comparative fit index.
(Model 1). This would suggest that distancing and Relations of Burnout and Work
dedication are distinguishable (i.e., not representing Engagement With Other Constructs
two ends of a bipolar construct). However, the esti-
mated correlation between the second-order factors If burnout and work engagement are each other’s
was high (-.83). Indeed, the model (Model 4) that opposite, they should be equally strong related to
assumed no discriminant validity between the sec- other constructs but in the opposite direction. We
ond-order factors, distancing and dedication, was not focused on work pressure, autonomy, organizational
significantly worse than Model 3, which included
2
commitment, and mental health. The examination is
two correlated second-order factors, (1) 2.59,
accomplished by adding each construct (as latent
ns, or Model 1, the first-order factor model ( 2
factors with manifest variables) separately to Model
(2) 3.70, ns). This suggests that distancing and
2 (including one second-order factor) and Model 3
dedication are opposite ends of one dimension sup-
(including two second-order factors) considered in
porting Hypothesis 1.
the previous section and by allowing them to corre-
The results for the energy dimension were some-
late with the second-order factors. Additionally, age
what different. Again Model 2, positing a single
and gender were included as control variables with
second-order factor showed a worse fit to the data
than Model 1. Model 3, positing two higher-order paths to each manifest variable. Table 3 displays the
factors of exhaustion and vigor, did not fit worse to estimated standardized correlations.
the data than Model 1 ( 2(1) 1.01, ns). This Work pressure. The work pressure latent factor
indicates that exhaustion and vigor are distinguish- was inferred from three item parcels (each represent-
able. The estimated correlation was high ( .81), ing the average of two items) as manifest variables.
which implies that exhaustion and vigor overlap When work pressure was added to Model 2, it was
substantially. Constraining the correlation between unrelated to the identification second-order latent fac-
the higher order factors, exhaustion and vigor, to tor but was significantly related to the second-order
be equal to one resulted in a slightly worse fit of latent factor of vigor/exhaustion. When two second-
the model—that is, Model 4 was significantly order latent factors were posited, work pressure was
worse than both Model 3 ( 2(1) 9.83, p .01), positively related to the exhaustion factor and unre-
including two distinguishable higher order factors, lated to the vigor factor. Again, it was unrelated to
and Model 1, the first-order factor model the distancing and engagement factors. Thus, Hy-
( 2(2) 10.84, p .01). Thus, the energy com- pothesis 3 is confirmed for work pressure since it is
ponents seem to form two distinguishable yet unrelated to both distancing and dedication. On the
highly related dimensions. contrary, Hypothesis 4 should be rejected for work
9. BURNOUT AND WORK ENGAGEMENT 217
Table 3
Relations (Estimated Correlations) of Higher Order Energy and Identification Factors to Work Pressure,
Autonomy, Organizational Commitment, and Mental Health After Controlling for Gender and Age
Models containing one
higher order factor Models containing two higher order factors
Energy1 Identification1 Exhaustion Vigor Distancing Dedication
# a #b #
Work pressure .20 .01 .28 .02 .10 .05#
Autonomy .44 .41 .38a .46b .36a .40b
Organizational commitment .48 .67 .41a .55b .59a .65b
Mental health .79 .56 .77a .68b .62a .47b
Note. All correlations were significant at p .001 except for the correlations marked with the # symbol.
1
High scores indicate high work engagement (i.e. high energy and high identification level).
a,b
Means with different superscripts differ significantly at the p .05 level (as calculated through AMOS by means of
critical ratios for differences).
pressure because it shows differential relationships related to the second-order factors of attitudes and
with the exhaustion and vigor factors. energy. However, the correlation was stronger for the
Autonomy. The autonomy latent factor was in- energy factor. The model including separate exhaus-
ferred from three item parcels (each representing the tion and vigor second-order factors showed that the
average of two items) as manifest variables. Auton- correlation between exhaustion and mental health
omy was related to both the identification and the was stronger than the correlation between vigor and
energy second-order latent factors. When two higher mental health. Similarly, mental health was stronger
order factors of attitudes were posited (i.e., Model 2), related to disengagement than to dedication. Contrary
the dedication-autonomy correlation was similar to to Hypotheses 3 and 4, mental health is stronger
the distancing-autonomy correlation. However, the related to the negatively worded dimensions.
vigor-autonomy correlation was significantly higher
than the exhaustion-autonomy correlation. Thus, au- Common Method Variance
tonomy showed the same pattern of relationships
with both identification components, substantiating As with all self-report data, there is the potential
Hypothesis 3, but a more differentiated pattern for the for the occurrence of method variance. Two tests
two energy components, rejecting Hypothesis 4. were conducted to determine the extent of method
Organizational commitment. Using the five variance in the current data. First, a Harmon one-
items we built three parcels to operationalize the factor test was conducted (Podsakoff & Organ, 1986)
latent factor of commitment. Organizational commit- in two series of analysis: (a) all energy items and the
ment had a stronger correlation with the identification items of each of the other constructs separately and
factor than with the energy factor. When two higher- (b) all identification items and the items of each of
order identification factors were posited they showed the other constructs. Results from these tests sug-
a similar relationship with commitment. When two gested the presence of at least five factors in each
higher-order energy factors were included, the vigor- analysis, indicating that common method effects
commitment correlation was significantly stronger were not a likely contaminant of the results observed
than the exhaustion-commitment correlation. Thus, in our study. To confirm these results, additional
similar to the findings regarding autonomy, organi- analyses were performed to test for common method
zational commitment showed the same pattern of variance following the procedure used by Williams,
relationships with both identification components, Cote, and Buckley (1989). We compared Model 3,
substantiating Hypothesis 3, and a differentiated pat- including the additional constructs and the control
tern for the two energy components, rejecting Hy- variables, with a model including additionally a sin-
pothesis 4. gle method factor. Results indicated that while the
Mental health. The mental health factor was method factor did improve model fit in four of the
inferred from four item parcels (each representing the seven cases (the model with energy items and work
average of seven items belonging to one dimension) pressure could not be estimated), it accounted for a
as manifest variables. Mental health was significantly small portion (10%) of the total variance, which is
10. 218 DEMEROUTI, MOSTERT, AND BAKKER
less than half the amount of method variance (25%) Findings regarding the relationships between the
observed by Williams et al. (1989). Both tests sug- burnout and work engagement dimensions and hypo-
gest that common method variance is not a pervasive thetical predictors and outcomes showed a similar
problem in this study. picture. Expanding Gonzalez-Roma et al.’s (2006)
´ ´
findings, results showed that work pressure, auton-
Discussion omy, and organizational commitment have equally
strong relationships with distancing and dedication,
The aim of this study was to examine whether the but in an opposite fashion. Only mental health turned
dimensions of burnout and work engagement are out to be somewhat stronger related to distancing
bipolar constructs representing each other’s opposite. than to dedication. This does not seem to be an
In order to investigate this we used the MBI-GS artifact of the item formulation because the GHQ-28
(measuring burnout using negatively formulated includes both positively and negatively worded
items only), the UWES (measuring work engagement items. These findings largely support the idea that
using positively formulated items only), and the distancing and dedication represent a bipolar con-
OLBI (measuring both burnout and work engage- struct (“identification”) since they show no substan-
ment as bipolar constructs using positively and neg- tial differences in the pattern of relationships with
atively formulated items). Practically, these scales other relevant constructs. In contrast, vigor and ex-
measure parallel dimensions using items with over- haustion show a different pattern of relationships
lapping content. In addition, we examined the rela- with work pressure, autonomy, organizational com-
tionships of the derived dimensions to work pressure, mitment, and mental health. Autonomy and commit-
autonomy, organizational commitment, and mental ment are stronger related to vigor than to exhaustion,
health. whereas work pressure and mental health are stronger
Taken together, the results inhibit us from provid- related to exhaustion than to vigor. These findings
ing a simple answer to the question whether burnout further substantiate the argument that vigor and ex-
and work engagement are bipolar constructs. Our haustion represent independent dimensions.
findings indicate that we should answer this question The logical question now is how can we make
for each dimension separately. While the identifica- sense of these findings? The finding that the distanc-
tion dimensions of burnout (cynicism/disengage- ing and dedication factors represent two ends of one
ment) and work engagement (dedication) seem to be construct is not very surprising because people can
each other’s opposite, the energy dimensions (ex- either hold negative or positive attitudes toward their
haustion vs. vigor) seem to represent two separate but work. It seems unlikely that they endorse both simul-
highly related constructs. This conclusion can be taneously. This is also justified by the distribution of
justified both on the basis of the CFA findings, and the scores across the identification dimensions. Thus,
the pattern of relationships with other constructs. responses to the identification items of burnout and
According to the CFA findings, constraining the work engagement constructs seem to follow the
correlation between the second-order latent factors of structure of the circumplex of emotions as suggested
the identification dimensions to be one did not make by Watson and Tellegen (1985) where distancing and
the model inferior to a model without this restriction. dedication are considered as two opposites of one
This means that their correlation was so high that we continuum. In addition, Cacioppo and Berntson
can assume that the constructs practically overlap. (1994) have argued that the evaluative space in which
This finding agrees with Gonzalez-Roma et al.’s
´ ´ attitudes exist is two-dimensional, corresponding to
(2006) findings who used nonparametric methods to the dimensions of the Watson and Tellegen model.
assess the dimensionality of two of the three instru- On the contrary, the energy dimensions as opera-
ments included in our study (MBI-GS and UWES). tionalized by the various instruments seem to contain
For the energy dimensions, however, constraining the different aspects. This applies particularly to the op-
correlation of the two second-order latent factors to erationalizations of vigor. While OLBI-vigor is mea-
one resulted in a significantly worse model fit. Al- sured with items like “After working, I have enough
though the bivariate and estimated correlation be- energy for my leisure activities” or “When I work, I
tween exhaustion and vigor was high, they do not usually feel energized,” a typical item of UWES-
seem to form quite two opposites of one continuum. vigor is “At my work, I feel bursting with energy.”
This finding also agrees with Gonzalez-Roma et al.
´ ´ The difference between these items is that OLBI
(2006) who found that the exhaustion and vigor items conceives vigor as having sufficient energy reserves
constitute a weak to moderate energy dimension. during and after work while UWES views vigor as
11. BURNOUT AND WORK ENGAGEMENT 219
having a surplus of energy reserves while being at in South Africa (e.g., Black, Colored, and Indian)
work. Moreover, vigor, as defined by Schaufeli and from all age groups and in different sectors. How-
Bakker (2003, 2004), in addition to the core meaning ever, the findings seem generally consistent with
of high energy levels, seems to include a motivational Gonzalez-Roma et al. (2006) who conducted their
´ ´
element as well (i.e., the willingness to invest effort). research in The Netherlands with Dutch language
Thus, conceptually and psychometrically, at least instruments.
UWES-vigor is not exactly the opposite of exhaus- Another possible drawback of this study is that the
tion as measured with the MBI-GS because it also use of the English language for the questionnaires
contains motivational aspects. could also have a detrimental influence on the results
In light of these findings we could suggest that of the study because of the possibility of misunder-
reporting different scores for the identification com- standing and misinterpretation of items from those
ponents of burnout and work engagement does not participants for whom English is not their first lan-
seem necessary since they more likely represent the guage. In order to minimize the influence of this
same construct. Our findings suggest using two dif- possible drawback, we explained the meaning of
ferent scores for MBI-exhaustion and UWES-vigor, words that could have possible been misunderstood
because these scales measure two different but highly in footnotes. In order to reject the possibility that our
(negatively) related constructs. Alternatively, the findings are influenced by the instruments that we
OLBI instrument could be used, which has been utilized, testing dimensionality issues with other
proven to contain two factors of exhaustion and dis- scales would put our hypotheses to an even more
engagement (or, positively framed, vigor and engage- robust test. However, the existing alternatives—that
ment) (Demerouti et al., 2003; Demerouti & Bakker, is, the instruments of Shirom (2003) and Kristensen
2008) operationalized by positively and negatively et al. (2005) —focus only on the exhaustion dimen-
worded items, thus capturing both ends of the con- sion. A related drawback concerns the low reliability
tinuum. Note that it is necessary to use the total ( .70) of the UWES-vigor scale and OLBI-vigor
scores for the exhaustion/vigor and for the engage- subscale. This might be due to the previous limita-
ment/ disengagement dimensions and not to split tions, sampling error and misunderstanding of the
them as was done in the present study (cf. low reli- items. Note, however, that the OLBI-vigor subscale
ability of OLBI vigor). is not supposed to be analyzed separately from
OLBI-exhaustion. Together, the items form a reliable
Limitations and Future Research scale.
A final potential drawback concerns the way of
The first limitation of the study is its reliance on analysis. First, as we conducted analysis for the en-
self-report, cross-sectional data. While it provides a ergy and the identification dimensions separately,
useful consideration of the factor structure of the this has implications for establishing construct valid-
different instruments, it cannot address the validity ity as for example, the relationships between the
issues requiring a diversity of measurement formats. dimensions could not be controlled for. Second,
By conducting two different tests we found that re- when we conducted linearity tests of means compar-
sponses to the items were not seriously influenced by ison we found that of the 162 comparisons, 41 pairs
an artificial common method factor. However, future showed a significant deviation from linearity at p
studies aiming to examine dimensionality issues need .003 (applying Bonferroni correction). In 21 of all
to integrate data from other sources of information significant deviations from linearity, three items of
such as objective absenteeism in order to minimize UWES-vigor were involved. Strictly speaking, we
common method artifacts. would have to eliminate UWES-vigor from the anal-
Several aspects of the study raise concerns regard- ysis or conduct nonparametric analyses. However,
ing the generalizability of our results. Specifically, because only one of the six scales seems to show
although the sample of participants represented a nonlinear relationships with items of the other scales,
diverse number of jobs (e.g., employees in different we decided to keep this scale in the analysis and to
business units and departments), our sample is re- continue with CFA instead of nonparametric tests.
stricted to employees of the construction industry and The practical importance of uncovering whether
has not been randomly selected from the full range of burnout and work engagement are each other’s op-
possible occupations. Moreover, our sample was posite concerns mainly psychometric issues within
overrepresented by White, middle-aged men. Future organizational studies. Organizations need to have
studies might focus more exclusively on other groups short and valid screening instruments to evaluate the
12. 220 DEMEROUTI, MOSTERT, AND BAKKER
occupational health of their employees. If burnout loss spiral of work pressure, work-home interference and
and work engagement can partly be conceived as exhaustion: Reciprocal relations in a three-wave study.
Journal of Vocational Behavior, 64, 131–149.
each other’s opposites, this means that a fewer num-
Demerouti, E., Bakker, A. B., Nachreiner, F., & Ebbing-
ber of items are necessary to measure them. This haus, M. (2002). From mental strain to burnout. Euro-
implies that they have partly the same and partly pean Journal of Work and Organizational Psychology,
different possible antecedents. 11, 423– 441.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli,
W. B. (2001). The Job Demands-Resources Model of
Conclusion burnout. Journal of Applied Psychology, 86, 499 –512.
Demerouti, E., Bakker, A. B., Vardakou, I., & Kantas, A.
The present study offers evidence for the reliability (2003). The convergent validity of two burnout instru-
ments: A multitrait-multimethod analysis. European
and construct validity of a new instrument to assess Journal of Psychological Assessment, 19, 12–23.
burnout and work engagement. The Oldenburg Burn- Demerouti, E., & Nachreiner, F. (1996). Reliabilitat und¨
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¨
assessed with the alternative measurement instru- kritische Betrachtung [Reliability and validity of the
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¨
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¨
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¨
Doty, D. H., & Glick, W. H. (1998). Common methods bias:
courages the use of the OLBI (see Appendix), but
Does common methods variance really bias results? Or-
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(Appendix follows)
14. 222 DEMEROUTI, MOSTERT, AND BAKKER
Appendix
Oldenburg Burnout Inventory
Instruction: Below you find a series of statements with which you may agree or disagree. Using the scale,
please indicate the degree of your agreement by selecting the number that corresponds with each statement
Strongly Strongly
agree Agree Disagree disagree
1. I always find new and interesting aspects in my work. 1 2 3 4
2. There are days when I feel tired before I arrive at work. 1 2 3 4
3. It happens more and more often that I talk about my work in a negative
way. 1 2 3 4
4. After work, I tend to need more time than in the past in order to relax and
feel better. 1 2 3 4
5. I can tolerate the pressure of my work very well. 1 2 3 4
6. Lately, I tend to think less at work and do my job almost mechanically. 1 2 3 4
7. I find my work to be a positive challenge. 1 2 3 4
8. During my work, I often feel emotionally drained. 1 2 3 4
9. Over time, one can become disconnected from this type of work. 1 2 3 4
10. After working, I have enough energy for my leisure activities. 1 2 3 4
11. Sometimes I feel sickened by my work tasks. 1 2 3 4
12. After my work, I usually feel worn out and weary. 1 2 3 4
13. This is the only type of work that I can imagine myself doing. 1 2 3 4
14. Usually, I can manage the amount of my work well. 1 2 3 4
15. I feel more and more engaged in my work. 1 2 3 4
16. When I work, I usually feel energized. 1 2 3 4
Note. Disengagement items are 1, 3(R), 6(R), 7, 9(R), 11(R), 13, 15. Exhaustion items are 2(R), 4(R), 5, 8(R), 10, 12(R),
14, 16. (R) means reversed item when the scores should be such that higher scores indicate more burnout.
Received July 15, 2008
Revision received October 3, 2009
Accepted October 12, 2009 y
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