Joris Van Ruysseveldt

High-intensity stress elicits robust cortisol increases, and impairs working memory and visuo-spatial declarative memory in Special Forces candidates: A field experiment.

While running a selection procedure, 27 male Belgian Special Forces candidates, with a mean age of 27.4 years (SD = 5.1), were randomly assigned to a no-stress control (n = 14) or a high-intensity stress group (n = 13). Participants in the latter group were exposed to an extremely strenuous mock prisoner of war (POW) exercise. Immediately after stress or control treatment, working memory and visuo-spatial declarative memory performances were measured by the digit span (DS) test and the Rey–Osterrieth complex figure (ROCF), respectively. Concurrently, stress levels were assessed by obtaining salivary cortisol measurements and subjectively by the NASA Task Load Index (TLX). As expected, exposure to high-intensity stress led to both robust cortisol increases and significant differences in TLX scores. Stress induction also significantly impaired DS and ROCF performances. Moreover, delta cortisol increases and ROCF performance in the POW stress group showed a significant negative correlation, while DS performances followed the same tendency. Summarizing, the current findings complement and extend previous work on hormonal stress effects, and the subsequent performance deterioration on two memory tests in a unique high-intensity stress environment.

Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands-Resources Model

Based on assumptions of the Job Demands–Resources model and the Person–Environment fit literature, the present research conceptualizes an intrinsic relative to an extrinsic work value orientation as a personal resource. We examine whether such an orientation may strengthen the relations of classical job resources (i.e., autonomy and learning opportunities) with well-being outcomes. The results in a large, representative sample of Dutch employees (N = 4009) show that a predominant intrinsic work orientation strengthened the negative association of learning opportunities with emotional exhaustion as well as the buffering role of autonomy for the health-impairing impact of workload. With respect to work engagement, a predominant intrinsic work orientation strengthened the positive association of autonomy, the expected boosting impact of workload on the stimulating association of autonomy, as well as the—rather unexpected—attenuating impact of workload on the positive association of learning opportunities with work engagement. Although not all hypotheses were confirmed, in general, results point at the importance and practical relevance of personal resources in the realm of the Job Demands–Resources model.

The Job Demands–Resources Model: Overview and Suggestions for Future Research

Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset dissatisfaction such as social relations from job aspects that foster job satisfaction such as opportunities for advancement. While Hackman and Oldham (1976) focused on the motivational potential of job characteristics such as task identity and feedback, Karasek (1979) accentuated time pressure as a pivotal job demand. Together these models point out that various job characteristics may influence workers’ functioning.

Job resources and emotional exhaustion: The mediating role of learning opportunities

The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We assumed that job resources (autonomy and task variety) reduce emotional exhaustion through the promotion of opportunities for personal growth and development, especially workplace learning. Moreover, we expected that job demands (workload, cognitive and emotional demands) would be positively related to work-related learning opportunities. Our research model was tested in a large and heterogeneous sample out of the Dutch working population (N = 4589), following a cross-validation procedure. Multi-group structural equation modelling revealed that autonomy and task variety promoted learning opportunities, which in turn partially mediated between these job resources and emotional exhaustion. With respect to job demands, our study showed mixed results: cognitive demands promoted learning opportunities, workload frustrated such opportunities, and emotional demands were not significantly related to learning opportunities. Our results contribute to a better understanding of the interplay between job demands, job resources and learning opportunities in the energy-depletion process, and support the need for the promotion of learning opportunities in the workplace.

Coping with unmet expectations: Learning opportunities as a buffer against emotional exhaustion and turnover intentions

This study investigated the buffering role of learning opportunities in the process leading from unmet expectations to turnover intentions, via emotional exhaustion. In a sample of 420 teachers in elementary education, the results of a mediated moderation analysis showed a significant positive relationship between unmet expectations and turnover intentions, via emotional exhaustion. Learning opportunities were found to buffer for the relationship between unmet expectation and emotional exhaustion in the sense that this relationship was weaker when learning opportunities were high. Also the mediated relationship between unmet expectations and turnover intentions via emotional exhaustion was weaker when learning opportunities were high. Theoretical and practical implications are discussed.

Job Insecurity, Union Support and Intentions to Resign Membership: A Psychological Contract Perspective

This article uses psychological contract theory to explore the consequences of job insecurity among union members. We hypothesize that the perception of job insecurity will correlate with a lower level of perceived union support and a higher intention to resign union membership. We also test whether the relationship between job insecurity and membership turnover is mediated by (a lack of) perceived union support. In Belgium, Italy and the Netherlands, an association is found between job insecurity and a reduction in perceived union support, and between job insecurity and the intention to resign membership; this association is also fully mediated by (a lack of) perceived union support. None of these hypotheses are corroborated in Sweden. We discuss implications of these findings for future research and for unions in Europe.

Visuo-spatial path learning, stress, and cortisol secretion following military cadets’ first parachute jump: the effect of increasing task complexity

The present field experiment examined how multi-trial visuo-spatial learning and memory performance are impacted by excessive arousal, instigated by a potentially life-threatening event (i.e., a first parachute jump). Throughout a parachute training activity, subjective and neuroendocrine (i.e., cortisol) stress levels were assessed of 61 male military cadets who were randomly assigned to a control (n = 30) or a jump stress condition (n = 31). Post-stress learning and memory capacity was assessed with a 10-trial path-learning task that permitted emergence of learning curves. Pre-activity cortisol concentrations indicated a significant neuroendocrine anticipatory stress response in the stress group. Following parachuting, subjective stress levels and salivary cortisol reactivity differed significantly between groups. Visuo-spatial path-learning performance was impaired significantly after jump stress exposure, relative to the control group. Moreover, examination of the learning curves showed similar learning and memory performance at onset of the trials, with curves bifurcating as the task became more complex. These findings are in accordance with leading theories that acknowledge a moderating effect of task complexity. In sum, the present study extends knowledge concerning anticipatory stress effects, endogenously instigated cortisol reactivity, and the influence of extreme arousal on visuo-spatial path learning.

Well-being in times of task restructuring: The buffering potential of workplace learning

In this paper, we focus on task restructuring as one of the most frequently occurring types of change in our contemporary knowledge society. In spite of its evident prevalence, research on task restructuring and employee well-being has been scarce until now. Based on Conservation of Resources (COR) theory and the Job Demands-Resources (JD-R) model, we argue that task restructuring is negatively related with employee well-being (in terms of emotional exhaustion and vigour). Furthermore, we advance that opportunities for learning through reflection and experimentation, as well as recently acquired KSAOs can serve as buffers in the relationship between task restructuring and well-being. Hierarchical regression analyses and simple slope analyses were conducted in order to test the research hypotheses on a large sample of the Dutch working population (N = 1711). Task restructuring had a positive association with emotional exhaustion and a negative one with vigour. Furthermore, recently acquired KSAOs, as well as opportunities for reflection and experimentation, buffered the relationship between task restructuring and emotional exhaustion. Opportunities for reflection and experimentation moderated the relationship between task restructuring and vigour as well. This study suggests that workplace learning can mitigate the negative relationship between task restructuring and well-being.

Organizational justice as buffer against stressful job demands

Purpose – The purpose of this paper is to examine the role of organizational justice in the context of Karasek’s job demand-control model. It is suggested that employees benefit from organizational justice in order to cope with high job demands. Furthermore, it is argued that justice perceptions are a precondition for the buffering role of job control with respect to job demands. Design/methodology/approach – A cross-sectional study on employees (n=197) in nursing houses was used. The hypotheses were tested by hierarchal regression analysis. Findings – Results showed that organizational justice buffered for the positive effect of job demands on turnover intentions and for the negative effect of job demands on job satisfaction. Furthermore, the results showed that justice serves as an important precondition for the moderating role of job control on the effect of job demands on job satisfaction and turnover intentions. Justice appeared to strengthen the role of job control as a buffer for high job demands. ...