Job Control and Burnout: A Meta-Analytic Test of the Conservation of Resources Model.

Park, Hyung In; Baiden, Mavis; Jacob, Annalyn C.; Wagner, Stephen H.

doi:10.5465/ambpp.2009.44244567

Cited by 16 publications

(22 citation statements)

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“…To have predictive validity, harmonious and obsessive passion should both explain the variance relevant outcomes; beyond simply work engagement and workaholism. Passion, engagement, and workaholism have all received extensive research with respect to their role in explaining individual differences in both wellbeing and performance (Christian et al, 2011;Forest et al, 2012;Ho & Pollack, 2014;Ng et al, 2007;Park, Baiden, Jacob, & Wagner, 2009). Unfortunately, this has not been done while taking the other constructs into consideration and thus we wanted to include some of the same measures to see if the assumptions of discriminant validity holds.…”

Section: The Predictive Validity Of Passion For Workmentioning

confidence: 99%

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

2014

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The purpose of this paper was to investigate the discriminant and predictive validity of the dualistic model of passion for work. Harmonious and obsessive passion was compared to work engagement and workaholism in two studies. Study 1 was cross-sectional and supported convergent and discriminant validity of the dualistic model using exploratory structural equation modeling (ESEM) and confirmatory factor analysis. Study 2 was cross-lagged and applied confirmatory factor analyses, as well as hierarchical linear modeling to test discriminant, convergent, and predictive validity of harmonious and obsessive passion for work. Predictive validity was supported for obsessive and harmonious passion with respect to wellbeing, but not with respect to performance. When controlling for work engagement and workaholism, harmonious passion was negatively related to burnout and positively related to life satisfaction.In contrast, obsessive passion related positively to burnout and negatively to life satisfaction.Only workaholism predicted variance in supervisor rated organizational citizenship behaviors (negatively related), and none of the included variables were associated with supervisor rated in-role performance.

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Section: The Predictive Validity Of Passion For Workmentioning

confidence: 99%

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

2014

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“…Despite the potentially important role of culture in scientific inquiry, teaching, and practice (Hult, Ketchen, Griffith, Finnegan, Gonzalez‐Padron, Harmancioglu, & Cavusgil, ; Kittler, ) plus literature suggesting similar working conditions might be perceived differently due to cultural variation (Hattrup, Mueller, & Joens, ; Taras, Kirkman, & Steel, ; Park, Jacob, Wagner, & Baiden, ), only a few studies provide cross‐cultural insight relating to JD‐R theory (see Rattrie & Kittler, ). Furthermore, there is reason to believe organisations would benefit from frameworks valid beyond a national scope that function across multiple cultures (Stone‐Romero, Stone, & Salas, ).…”

Section: Introductionmentioning

confidence: 99%

Culture, Burnout, and Engagement: A Meta‐Analysis on National Cultural Values as Moderators in JD‐R Theory

2019

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Despite prominence and increasing application of the Job Demands‐Resources (JD‐R) theory across national contexts, the role of culture has not yet been systematically explored. We conducted a meta‐analysis of 132 independent samples from 120 studies across 5 global regions (total N = 101,073) to fill this void. Our paper responds to long‐standing concerns around neglecting differences in the relationships of workplace factors with burnout and engagement across national cultures by testing for a moderating role within JD‐R theory. Results suggest strong support for the direct job demands‐burnout and job resources‐engagement pathways. Regarding the role of culture, our study reveals moderating roles for five out of six cultural dimensions using Hofstede’s framework. Interestingly, these cultural dimensions present a moderating impact towards relationships with either job demands or job resources, yet not both. Our findings offer a valuable starting point for further theoretical developments that can impact international business and global mobility. While these insights suggest a role of national cultural context in JD‐R studies, sensitivity analyses showed that the findings were only partly stable.

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“…At this moment, most research studies are using four self‐report inventories that assess different burnout conceptualizations (for more details, see Qiao & Schaufeli, ). However, previous reviews of cross‐sectional research papers focused only on the MBI literature (Alarcon et al ., ; Lee & Ashforth, ) or reported that research papers rarely used other measures except the MBI (Halbesleben, ; Park, Jacob, Wagner, & Baiden, ; Taris, ). Similar reports regarding the usage of the MBI can also be found in the reviews that analysed research studies on interventions (Awa et al ., ).…”

Section: Introductionmentioning

confidence: 99%

The effectiveness of controlled interventions on employees’ burnout: A meta‐analysis

Maricuțoiu

Sava

Butta

2014

J Occupat & Organ Psyc

120

125

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The aim of this paper is to assess the effectiveness of controlled interventions on reducing employees' burnout. Peer-reviewed published papers included in online databases, as well as papers identified in previous reviews, were considered for selection into the meta-analysis. Keywords entered were burnout and intervention, exhaustion and intervention, cynicism and intervention, and depersonalization and intervention. Inclusion criteria for the studies were (1) to include a burnout measure as a primary or a secondary outcome; (2) to include a comparison control group; and (3) available/sufficient data to calculate the d Cohen effect sizes. Using a random-effects model, we found small overall effect sizes for general level of burnout (d = .22, p < .05, k = 13, overall N control = 741, overall N intervention = 747) and exhaustion (d = .17, p < .01, k = 34, overall N control = 1,120, overall N intervention = 1,215), and statistically not significant effects for depersonalization (d = .04, p > .05, k = 31, overall N control = 895, overall N intervention = 888) and personal accomplishment (d = À.02, p > .05, k = 29, overall N control = 806, overall N intervention = 817). Similar effects were also found at follow-up, suggesting modest but lasting effects of interventions in reducing burnout. Yet, new more tailored strategies to reduce burnout are needed to improve the effects of the interventions. Practitioner pointsCognitive-behavioural interventions and interventions based on relaxation techniques are effective only for reducing emotional exhaustion. New types of interventions are needed, to address depersonalization and personal accomplishment. The effects on emotional exhaustion are significant even at more than 6 months after the end of the intervention.

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Job Control and Burnout: A Meta-Analytic Test of the Conservation of Resources Model.

Cited by 16 publications

References 0 publications

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

Culture, Burnout, and Engagement: A Meta‐Analysis on National Cultural Values as Moderators in JD‐R Theory

The effectiveness of controlled interventions on employees’ burnout: A meta‐analysis

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