The aim of this study was to test the effects of a daily positive work reflection intervention on fostering personal resources (i.e., hope and optimism) and decreasing exhaustion (i.e., emotional exhaustion and fatigue) among caregivers for the elderly and caregivers who provide services at patients' homes. Using an intervention/waitlist control group design, 46 caregivers in an intervention group were compared with 44 caregivers in a control group at three points of measurement: Pre-intervention, post-intervention, and at a two-week follow-up. The results show that emotional exhaustion and fatigue were reduced for the intervention group. Primarily, caregivers with a high need for recovery at baseline benefited from the intervention. The results reveal no intervention effects for personal resources; however, they reveal a trend that the intervention led to an increase in hope and optimism among caregivers with a high need for recovery. Overall, the findings show that caregivers benefit from a daily positive work reflection intervention, particularly when their baseline levels of resources and well-being are low.

Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational selfefficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e., moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.

No abstract

Job crafting refers to the act of employees actively altering work aspects to better suit their values and interests. Slemp and Vella-Brodrick (2013) proposed a Job Crafting Questionnaire (JCQ) in English consisting of three facets: task crafting, cognitive crafting, and relational crafting. This is in line with the original conceptualization of job crafting by Wrzesniewski and Dutton (2001) . However, there has not yet been an evaluated German translation of this measure. Therefore, this paper aims at evaluating the psychometric properties of scores from a German translation of the JCQ, using the original Australian dataset and a German sample of 482 employees. Our findings showed first evidence for the reliability and validity of the scores. We also extend prior research and include creative self-efficacy in the nomological network of job crafting. Importantly, strong factorial measurement invariance was demonstrated, allowing for comparisons between the job crafting scores of German- and English-speaking samples. Based on this example, we highlight the importance of enriching measurement invariance tests by including other key constructs. Our results suggest that the German JCQ is an acceptable tool for measuring job crafting, as originally conceptualized by Wrzesniewski and Dutton (2001) .

No abstract

No abstract

Dieser Artikel soll Ursachen, Chancen beziehungsweise Herausforderungen von Selbstbestimmung versus Arbeitsintensivierung herausstellen. Zudem wirft er einen Blick auf passende, bewährte Maßnahmen in der betrieblichen Praxis und diskutiert notwenige Gestaltungskompetenzen sowie politische Rahmenbedingungen, die Selbstbestimmung fördern und gesundheitlich beeinträchtigende Arbeitsintensivierung reduzieren können.

Neben dem wirtschaftlichen Überleben war und ist der Schutz der Beschäftigten zentrales Anliegen der Branchen und ihrer Betriebe während der Corona-Krise. Diesem Anliegen sind die Betriebe mit Erfolg nachgekommen, wie eine erste Studie, auch in Bezug auf die psychische Belastung der Beschäftigten, zeigt. Dennoch müssen sich die Unternehmen aktuell (Stand Juni 2020) noch mit verschiedenen Themen während der Corona-Pandemie auseinandersetzen. Der folgende Beitrag wirft einen Blick auf Erfahrungen der Betriebe und die Forderungen an die Politik.