The relations between work centrality, psychological contracts, and job attitudes: The influence of age

Bal, P. Matthijs; Kooij, Dorien

doi:10.1080/13594321003669079

Cited by 151 publications

(192 citation statements)

References 73 publications

(104 reference statements)

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“…Abdelhadi and Drach-Zahavy 234 in a mixed methods study found a positive association between service climate and engagement. Bal and Kooij 280 found that transactional psychological contracts were negatively associated and relational contracts positively linked with engagement and that psychological contracts mediate the association between work centrality and engagement in a self-report survey. In a further study, Bal et al 281 showed that psychological contracts fully mediated the link between developmental HRM practices and engagement, and that there was a negative link between accommodative HRM and engagement for some workers.…”

Section: Individual Perceptions Of Organisational and Team Factorsmentioning

confidence: 99%

“…Bakibinga et al 98 found in a qualitative study of 15 nurses and midwives that self-care and self-tuning could be used as a coping mechanism to maintain engagement levels. In a self-report survey in a health-care organisation, Bal and Kooij 280 found that psychological contracts mediated the link between work centrality and engagement. Bechtoldt et al, 128 in a two-wave survey of police officers and nurses, found that emotion recognition moderated the link between surface-acting emotional labour and engagement and between deep-acting emotional labour and engagement.…”

Section: Individual Psychological Statesmentioning

confidence: 99%

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Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

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Section: Individual Perceptions Of Organisational and Team Factorsmentioning

confidence: 99%

Section: Individual Psychological Statesmentioning

confidence: 99%

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

View full text Add to dashboard Cite

show abstract

“…Bal & Kooij, 2011). Further research could include richer information on for example, the content of psychological Work & Stress 349…”

Section: Limitations and Future Researchmentioning

confidence: 99%

When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus

et al. 2011

Self Cite

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“…Hence, romantic relationships maintained by workaholics are of low quality due to their visible difficulties in developing and maintaining intimate interpersonal relationships (Berglas, 2004;Porter, 1996;Robinson, 1998;Robinson & Post, 1995, 1997. The origins of this extensive urge to work can be found in the need to avoid emotional life and in fear of being intimate (Bal & Kooij, 2010;Balducci, Schaufeli, & Fraccaroli, 2011;Minirth, Meier, Wichern, Brewer, & Skipper, 1981). Recent studies have shown that workaholics neglect all areas of life, apart from work, and have a tendency to avoid private life and intimacy (Berglas, 2004;Porter, 1996).…”

mentioning

confidence: 99%

The role of purpose in life and social support in reducing the risk of workaholism among women in Poland

Peplińska¹,

Wojdyło²,

Kosakowska‐Berezecka³

et al. 2015

Health Psychology Report

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Workaholism is related to experiencing high negative emotions, the inability to control them, and poor psychological well-being. One of the possible countermeasures against the risk of workaholism can be purpose in life. According to Frankl and Yalom, the feeling that life has a meaning or purpose prevents an individual from experiencing meaninglessness. Purpose in life is considered to be closely associated with mood and well-being and has been proven to act as a countermeasure against depression. participants and procedureThe goal of our study was to analyze the relation between workaholism, perception of purpose in life, and social support among women. Two hundred and sixty female professionals took part in the study. They occupied either specialist or managerial positions in their companies, which implies being highly committed to professional roles. Two sociodemographic variables were included in the analysis as significant moderators of the relation studied, namely family status: whether or not women had children, and marital status. We used the following analytical methods: Robinson's Work Addiction Risk Test (WART, adapted from English by K. Wojdylo), the Purpose-in-Life Test developed by Crumbaugh and Maholick, and Schwarzer's and Schulz's Berlin Social Support Scales. resultsStatistical analysis allowed us to test a model, which proved the existence of a significant relation between "social support" and "purpose in life" variables. The results also indicate a dependency between "purpose in life" and "workaholism" -higher scores in "purpose in life" correspond to lower results in "workaholism". Additionally, "purpose in life" can be considered a partial mediator between "social support" and "workaholism". conclusionsThe direct results prove that social programs aimed at reducing the risk of workaholism by strengthening social support networks can be both effective, e.g. for mothers who work professionally, and ineffective, e.g. for women who do not have children.key words social support; women; workaholism; purpose in life; compulsion to work

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The relations between work centrality, psychological contracts, and job attitudes: The influence of age

Cited by 151 publications

References 73 publications

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus

The role of purpose in life and social support in reducing the risk of workaholism among women in Poland

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