Russian version of the UWES
This article aims to analyze the psychometric properties of the Russian version of the Utrecht Work Engagement Scale (UWES-9) using a sample of 1,783 Russian employees.Confirmative Factor Analysis showed that both the 1-factor and the 3-factor models of the UWES-9 fit well with the data, but the 3-factor model demonstrates a significantly better fit. However, […]
New publication on work engagement and performance
The purpose of this study was to investigate the relationship between work engagement and multiple dimensions of employee performance, as mediated by open-mindedness. Survey data were obtained from 186 employees of a food processing plant and the findings were cross-validated in an independent convenience sample (N = 308). Analyses revealed that the more engaged the […]
New publication about work engagement in Europe
This study uncovers the relationships between work engagement at country level and a variety of national economic, governance, and cultural indicators. Work engagement data were used from the 6th European Working Conditions Survey (2015) that includes 43,850 employees from thirty-five European countries. The most engaged countries are found in Northwestern Europe, whereas the least engaged […]
New publication on individual job crafting and well-being
This study investigated how various types of employee well-being (i.e., work engagement, job satisfaction, burnout, and workaholism), may differently predict various job crafting behaviors (i.e., increasing structural and social resources and challenging demands, and decreasing hindering demands) and each other over time. A At Time 1, employee well-being was measured, and 4 years later job […]
New publication on team crafting and well-being
This study investigated potential antecedents of team job crafting defined as the extent to which team members engage together in increasing (social and structural) job resources and challenges, and decreasing hindering job demands. Data were collected among 46 multi-professional rehabilitation teams whose members completed two daily surveys after their weekly meetings. Our analyses showed that […]
Workshop on positive psychology at work
Small-scale, high quality workshop in Reykjavik, Iceland, 27-30 August 2017 “Positive psychology at work: Towards flourishing workplaces” How to develop workplaces, work tasks and social relationships at work to provide people with best opportunities for self-fulfillment, growth and good performance? How to enhance individual resources and motivation at workplaces e.g. via leadership so that employees […]
New overview of the Job Demands-Resources model
This chapter gives a state-of-the–art overview of theory and research on the Job Demands- Resources (JD-R) model. Since its introduction in 2001, the JD-R model has been cited over 9,000 times and is arguably today’s most popular conceptual model in occupational health psychology. The chapter describes the development of the JD-R model, which originally only […]
New publication on retirement intention and actual retirement
Research on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted […]
New publication on employee well-being
This study investigates the long-term development of job-related affective well-being at the intra-individual level. In addition, the relationship between job resources and employee well-being was examined across time. Using a novel person-centered methodology in a sample of 402 Finnish managers, it was found that the development of favorable job-related affective well-being was eight times more […]
New publication on work engagement, personality and climate
The purpose of this paper is to assess the relative importance of personality and organizational climate for two forms of heavy work investment; workaholism, a “bad” and work engagement, which represents a “good” kind of heavy work investment. An online survey was conducted among a sample of the Dutch workforce (N = 1,973) and the […]