Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction

Broeck, Anja Van den; Vansteenkiste, Maarten; Witte, Hans De; Lens, Willy

doi:10.1080/02678370802393672

Cited by 842 publications

(821 citation statements)

References 58 publications

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“…Mauno et al 2007), but also the opposite connections have been found (Schaufeli & Bakker 2003, Schaufeli, Bakker & Salanova 2006. Studies also reveal that work engagement increases slightly with the age of the respondents, but this relationship has turned out to be relatively weak (Schaufeli & Bakker 2003;Schaufeli et al 2006; Van den Broeck et al 2008). Also marital status seems to be linked to job engagement, but once again the connection is weak (Hakanen 2009).…”

Section: Work Engagement and Its Predictorsmentioning

confidence: 99%

Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)

2014

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Previous studies measuring different aspects of the quality of life have, as a rule, presumed linear relationships between a dependent variable and its predictors. This article utilizes non-parametric statistical methodology to explore curvilinear relations between work engagement and its main predictors: job demands, job control and social support. Interactions between the three job characteristics were also found. Interaction between job demands and social support was curvilinear in shape. Finally, GAM proved to be a more practical and efficient tool of analysis than GLM in situations where there are reasons to assume curvilinear relationships, complex interactions effects between predictors.

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Section: Work Engagement and Its Predictorsmentioning

confidence: 99%

Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)

2014

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“…Recent studies on the JD-R model also suggest that satisfaction of basic psychological needs (i.e. need for autonomy, competence and relatedness) represent a mediator between job demands and resources on the one hand and motivational and health-related outcomes (Van den Broeck et al, 2008).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Cullinane

Bosak

Flood

et al. 2014

The International Journal of Human Resource Management

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ii Declaration I hereby certify that this material, which I now submit for assessment on the programme of study leading to the award of Doctor of Philosophy is entirely my own work, and that I have exercised reasonable care to ensure that the work is original, and does not to the best of my knowledge breach any law of copyright, and has not been taken from the work of others save and to the extent that such work has been cited and acknowledged within the text of my work. Flood. Patrick has provided great support and guidance during the past four years. He was also very influential in my decision to undertake the PhD during my time as a teaching assistant in DCU, and I will always be grateful for that push in the right direction. Over the past four years Janine has become both a wonderful mentor and a great friend. She has acted as my personal coach during this time and continued to build my confidence in my writing, presenting, and analytical skills, particularly when I was feeling insecure. Janine has also been a great advocate of my career and helped me to broaden my skills during my time as a PhD student in terms of teaching, writing and networking. The activities we were involved in together kept me sane and allowed me to maintain balance and perspective on my research. Both supervisors shared their wide international network of colleagues with me during my research which allowed me to meet and work with a number of very influential and interesting people over the years. It was a pleasure to work with you both.I would also like to thank Professor Eva Demerouti (Eindhoven University of Technology) with whom I collaborated with throughout this research. Eva was extremely accommodating when I approached her as an inexperienced and nervous first year student wanting to draw on her time and expertise in the area of engagement and burnout. I am very grateful for all the time, advice and encouragement she provided at our meetings in Utrecht, Eindhoven and during conferences. I also wish to acknowledge the time and effort spent by Eva in reading my work and assisting me with my statistical analysis, which is greatly appreciated. AbstractStudies to date which examine the quality of working life under lean manufacturing have yielded contradictory findings, whereby positive, negative and contingent effects on employee well-being have been demonstrated. A large contributor to these inconsistencies is the absence of an applicable model of job design which captures the complex socio-technical nature of this context. This research proposes and tests a model of job design under lean manufacturing using the Job Demands-Resources framework in order to capture the distinct motivational and health-impairing potential of this context. Cross-sectional data was collected from 200 employees working in a multi-national pharmaceutical manufacturing organisation with extensive lean usage. The findings supported hypotheses relating to the direct and interactive effects of lean-specific resources and demands in the prediction of ...

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“…Drawing on self-determination theory (SDT; Deci & Ryan, 2000), job resources are said to be intrinsically motivating when they fulfill employees' basic need for autonomy, competence, and relatedness ( Van den Broeck, Vansteenkiste, De Witte, & Lens, 2008). The need for autonomy refers to the need to act free and without restriction, which is likely to be fulfilled when followers are allowed to decide themselves on how they perform their work tasks.…”

Section: Need Fulfillmentmentioning

confidence: 99%

Uncovering the Underlying Relationship Between Transformational Leaders and Followers’ Task Performance

Breevaart

Bakker

Demerouti

et al. 2014

Journal of Personnel Psychology

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The purpose of the present study was to unravel the mechanisms underlying the relationship between transformational leadership, follower work engagement, and follower job performance and to investigate a possible boundary condition of transformational leadership. We used structural equation modeling to test our model among 162 dyads consisting of one employee and their leader, who both filled out an online questionnaire. Followers reported more job resources and need fulfillment when their leader showed more transformational leadership behavior, and this contributed to followers’ engagement and job performance. Consistent with our hypothesis, transformational leaders mainly fulfilled followers’ needs when followers were high in need for leadership.

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Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction

Cited by 842 publications

References 58 publications

Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)

Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Uncovering the Underlying Relationship Between Transformational Leaders and Followers’ Task Performance

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