Le Pm Pascale Blanc

Are there causal relationships between the dimensions of the Maslach Burnout Inventory? A review and two longitudinal tests

Abstract Arising from interest concerning the possibility of causal relationships among the three components of the Maslach Burnout Inventory, several process models have been proposed for the development of burnout. The present paper first reviews the evidence in favour of the three most influential of these (Leiter and Maslachs model (1988); Golembiewski, Boudreau, Munzenrider, & Luos (1996) phase model; and Lee and Ashforths model (1993)). These three models, and our own model (which integrates of two of them, and includes feedback effects of depersonalization on emotional exhaustion) are then compared with each other using structural equation modelling, drawing on longitudinal data from two Dutch samples (total N=1185). The review revealed that none of the seven previous studies on this issue provided any convincing support for any particular causal order proposed so far. In contrast, our own study showed that high levels of exhaustion were associated with high levels of depersonalization over time across both samples. Further, higher levels of depersonalization led to higher levels of emotional exhaustion and lower levels of personal accomplishment. To our knowledge, the present research is the first to provide reliable longitudinal evidence for the conceptualization of burnout as a developmental process, although the effects are not large enough to be of practical use in the recognition of burnout.

The Demand-Control Model: Specific Demands, Specific Control, and Well-Defined Groups

The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to todays working contexts. Secondly, this study intended to focus on particular demands in human services work and to incorporate these demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job demands and job control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high demand, low control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high demands, high control) give rise to positive outcomes (i.e., job challenge, job satisfaction).

Good morning, good day: A diary study on positive emotions, hope, and work engagement

The objective of this diary study was to look at the potential positive within-person relationships between positive emotions, work-related hope, and the three dimensions of work engagement on a daily level (i.e. vigor, dedication, and absorption). Following Broaden-and-Build theory and Affective Events Theory, it was expected that the experience of positive emotions would cause hope, which in turn would lead to a state of vigor, dedication, and absorption. The study was conducted among 59 employees of a Dutch university, who filled in a diary questionnaire for five consecutive working days, twice a day. As expected, the experience of positive emotions had an indirect effect on the level of vigor, dedication, and absorption through hope across days. So, it seems that an individual and daily perspective on work engagement is particularly worthwhile and provides valuable insights to enhance employee engagement in practice.

Do‐it‐yourself: An online positive psychology intervention to promote positive emotions, self‐efficacy, and engagement at work

Purpose – The purpose of this paper is to investigate the effects of an individual oriented positive psychology intervention on positive emotions, self‐efficacy, and work engagement. Design/methodology/approach – The online self‐enhancement intervention program consists of three types of online assignments: happiness assignments, goal setting assignments, and resource building assignments. The authors expected the self‐enhancement intervention group to show a significantly stronger increase in the outcome variables compared to a self‐monitoring control group. Findings – The results revealed that the self‐enhancement group showed a stronger increase in positive emotions and self‐efficacy compared to the control group, but not on engagement. Additional analyses showed that the positive effects of the self‐enhancement intervention are present for employees who are initially low in engagement, but not for those medium or high in engagement. Research limitations/implications – The study was conducted via a semi‐public web site. The participants were all working in different organizations throughout the country and did not have the advantage of having the support of their supervisors and colleagues who were participating in a similar intervention. Practical implications – Positive psychology interventions should target employees who are low in engagement, because they have the most unused potential and therefore have more to gain. Originality/value – Traditionally speaking, individual interventions are carried out when something is wrong or malfunctioning, and with the sole objective of fixing it. The intervention presented in this paper includes the entire workforce, because it is based on the belief that improving employee well‐being is relevant for all.

Don't leave your heart at home: gain cycles of positive emotions, resources and engagement at work

Purpose – The main objective of this study is to apply broaden‐and‐build theory to occupational wellbeing. More specifically, it seeks to test whether positive emotions “build” resources and to what extent they contribute to work engagement through an increase in personal or job resources. Additionally, it aims to hypothesize that positive emotions, resources, and work engagement are reciprocally related to each other in a way akin to a gain cycle.Design/methodology/approach – In order to test whether positive emotions, personal and job resources, and work engagement are related over time, a structural equation model was constructed. The model was based on two waves of data, with a time lag of six months.Findings – Results show a reciprocal relationship between positive emotions and personal resources. Furthermore, there is a causal effect of personal resources on work engagement and a reversed causal effect of work engagement on positive emotions. Most surprising is the fact that no relationships with jo...