The role of personal resources in explaining well-being and performance: A study among young veterinary professionals

Mastenbroek, Nicole; Jaarsma, Debbie; Scherpbier, A. J. J. A.; Beukelen, Peter van; Demerouti, Evangelia

doi:10.1080/1359432x.2012.728040

Cited by 73 publications

(102 citation statements)

References 60 publications

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“…One group of studies useuses a specific social support scale that includes both coworker and supervisor/line-manager support de Lange et al, 2008). Other set of studies differentiate between coworker and supervisor/line-manager supervisor support Fairlie 2011;van den Broeck et al, 2011;Cole et al, 2012;van Beek et al, 2012;Mastenbroek et al, 2014;).…”

Section: Facets Of Job Satisfactionmentioning

confidence: 99%

“…Social support is one of the mostly researched job resources in JD-R model de Lange et al, 2008;Fairlie, 2011;van den Broeck et al, 2011;Cole et van Beek et al, 2012;Mastenbroek et al, 2014), and it is measured in a variety of ways across studies. One group of studies uses a specific social support scale that includes both coworker and supervisor/line-manager support de Lange et al, 2008).…”

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confidence: 99%

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Facets of job satisfaction and work engagement

Yalabik

Rayton

Rapti

2017

EBHRM

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Purpose The purpose of this paper is to analyze the relationship between the facets of job satisfaction and the work engagement. Previous studies that focus on the linkages between work engagement and overall job satisfaction ignore the multi-faceted nature of job satisfaction construct. In this study, how job satisfaction facets are linked to three dimensions of work engagement – i.e. vigor, dedication and absorption – is discussed by drawing on the social exchange theory. Design/methodology/approach The cross-lagged data used in this study come from the specialist lending division of a UK bank. The linear multiple regression analyses are run to test the proposed theoretical model. Findings The results show that among all the job satisfaction facets, the “satisfaction with work itself” is the key driver of all dimensions of work engagement, i.e. vigor, dedication and absorption. The “satisfaction with conditions” is negatively linked to absorption of employees in their work. This means that the employees with high workload might not be absorbed in their work. Finally, it is found that employees who are satisfied with the communication in their work are also absorbed in their work. Originality/value This study contributes to our knowledge of the drivers of work engagement over time. The facets of job satisfaction as the drivers help us to have a comprehensive understanding of the link between the job satisfaction facets and work engagement. This study first contributes to the work engagement literature which has neglected the multi-dimensional approach of job satisfaction. This study also contributes to the limited number of work engagement studies conducted in service sector and in UK.

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Section: Facets Of Job Satisfactionmentioning

confidence: 99%

Section: --------------------------------------mentioning

confidence: 99%

Facets of job satisfaction and work engagement

Yalabik

Rayton

Rapti

2017

EBHRM

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“…The main assumptions of the JD-R model have been confirmed in crosssectional and longitudinal studies (Demerouti, Le Blanc, Bakker, Schaufeli, & Hox, 2009). In recent years the model has been extended by the integration of personal resources and performance measures (Mastenbroek, Jaarsma, Scherpbier, van Beukelen, & Demerouti, 2014; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009a; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009b). Personal resources are aspects of the self that are generally linked to resilience and refer to people's sense of being in control and able to influence their environment successfully .…”

mentioning

confidence: 87%

“…This definition encompasses a feeling of being appreciated and in control as well as skills and attitudes that facilitate these feelings. Related negatively to burnout and positively to work engagement, personal resources have been found to mediate the relationship between job resources and work engagement (Mastenbroek et al, 2014;Xanthopoulou et al, 2007). In the present study personal resources such as self-efficacy, optimism and proactive behaviour were examined.…”

mentioning

confidence: 99%

“…Personal resources explained part of the variance in exhaustion and work engagement by partially mediating the relationship between job resources and work engagement and by fully mediating the relationship between job resources and exhaustion (Xanthopoulou et al, 2007). In the JD-R model personal resources not only act as mediators but also impact directly and indirectly (through work engagement) on in-role (task-oriented) and extra-role (organization-oriented) performance (Mastenbroek et al, 2014). As personal resources have been found to be trainable (Demerouti, van Eeuwijk, Snelder, & Wild, 2011), their inclusion in the questionnaire allows for the development of interventions using an integrated approach.…”

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confidence: 99%

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The Art of Staying Engaged: The Role of Personal Resources in the Mental Well-Being of Young Veterinary Professionals

Mastenbroek¹

2017

Journal of Veterinary Medical Education

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Royal Dutch Veterinary Association (KNMvD), Houten, The Netherlands Professional Pension Fund for Veterinarians, Tilburg, The Netherlands ISBN:978-90-393-6207-5Book design: IS Ontwerp -Ilse Schrauwers, Den Bosch, The Netherlands -www.isontwerp.nl Printing:Gildeprint Drukkerijen, Enschede, The Netherlands -www.gildeprint.nl Copyright © N.J.J.M. Mastenbroek 2014. All rights reservedThe copyright of articles that have been published has been transferred to the respective journals. The arT of sTayiNg eNgagedThe role of personal resources in mental well-being of young veterinary professionals De kunst bevlogen te blijven IntroductionThe work of the veterinarian has changed during recent decades. Clients are better informed and more demanding, veterinary practices are more competitive, partnerships within and outside the profession have increased and the position of the veterinarian in terms of his or her role in monitoring public health is up for discussion (Vaarkamp, 2009). These changing demands call for veterinarians who are able to integrate knowledge and technical skills with non-technical competencies (especially in the area of communication, collaboration and entrepreneurship) in their professional practice. Research in both veterinary and medical health professions has shown that junior veterinarians as well as junior doctors signal a lack of non-technical, generic, competencies Jaarsma, Dolmans, Scherpbier, & Van Beukelen, 2008; Matheson & Matheson, 2009). Perceived unpreparedness in generic competencies is positively associated with burnout in junior doctors (M. Westerman et al., 2013). Burnout levels from 10 to 21 % among junior doctors might indicate that the challenges they are facing are bigger than they can manage (Prins et al., 2007; M. Westerman et al., 2013). In a review of prospective studies on prevalence and predictors of mental health problems in doctors, Tyssen and Vaglum (2002) conclude that mental health problems were highest during the first postgraduate year. Research into the mental well-being of recently graduated veterinarians is scarce although we know that young and female vets are most at risk for workrelated exhaustion . With increasing numbers of female vets entering the profession, it seems particularly important that the well-being of recently graduated veterinary professionals is carefully monitored. Before we turn to the needs of veterinary and medical professionals in their initial years after graduation we will first consider the current state of research on mental well-being in health care professions in general and veterinary professionals in particular. Current state of research on mental well-being in health care professionsMental well-being of veterinarians in general has been reported as a main concern in the United Kingdom Fritschi, Morrison, Shirangi, & Day, 2009), New Zealand (Gardner & Hini, 2006, Australia (Meehan & Bradley, 2007), Finland and Belgium . When studying the literature on mental well-being and its predictors among veterinary professionals there are...

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Addressing the needs and challenges of mentorship in veterinary medicine

Yanke,

Weigand,

Hofmeister

2023

New Drctns for Teach & Learn

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Veterinary medicine provides a rewarding career but is met with a high degree of mental, emotional, and physical fatigue and, as a result, professional burnout. A structured mentoring system in veterinary schools is integral to promoting well‐being as well as professional and personal growth for resilience and lifelong learning. While professional programs (e.g., human medicine, nursing, dentistry, pharmacy) often provide mentorship opportunities, program descriptions, and evidence of effectiveness have limited review in the literature, especially for veterinary medicine. Depending on the individual's professional stage, mentor and mentee roles may be established throughout one's career between a faculty mentor and a veterinary student early in the curriculum, between near‐peer students, between a private practitioner and new graduate, between a faculty mentor and house officers (interns/residents), and others. Mentorship of junior faculty by senior faculty is also important to nurture successful retention, professional growth, and promotion. With all of these relationships, expectations should be developed between the mentor and mentee to achieve mutual benefit from the relationship.While instituting a mentoring program is beneficial, not all programs are created equal. To ensure a successful program, faculty must be trained to effectively mentor veterinary and graduate students. With adequate training, more seasoned students could also provide peer mentorship to less experienced students. Consideration should be given to how mentors and mentees are matched, recognizing that pairings based on core interests may strengthen foundational relationships. Effective mentoring relationships would ensure continued support for mentees as they develop in the years following graduation. With this article, we present the opportunities and challenges for mentoring within veterinary medicine, including a review of the literature.

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The role of personal resources in explaining well-being and performance: A study among young veterinary professionals

Cited by 73 publications

References 60 publications

Facets of job satisfaction and work engagement

Facets of job satisfaction and work engagement

The Art of Staying Engaged: The Role of Personal Resources in the Mental Well-Being of Young Veterinary Professionals

Addressing the needs and challenges of mentorship in veterinary medicine

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