New publication on psychological needs, engagement and workaholism (in Dutch)
This study showed that – among 275 health care employees in the Netherlands –satisfaction of the psychological needs for autonomy and relatedness was associated with work engagement, whereas failure to satisfy the psychological needs for autonomy and competence was associated with workaholism. In their turn, work engagement and workaholism were positively related to extra-role performance, […]
New publication on the motivation of engagement and workaholism
The beauty versus the beast: On the motives of engaged and workaholic employees This chapter explores the motivational differences between two forms of heavy work investment: workaholism and work engagement, respectively. Theory and research on these two forms of heavy work investment is discussed from two perspectives: a personality trait perspective, in which the motivational […]
New Publication on engagement and workability
This study investigates whether work engagement influences self-perceived health, work ability, and sickness absence beyond health behaviors and work-related characteristics. Employees of two organizations participated in a six-month longitudinal study (n=733). Using questionnaires, information was collected on health behaviors, work-related characteristics, and work engagement at baseline, and self-perceived health, work ability, and sickness absence at […]
New publication on work engagement and supervisor-rated performance
This study investigates a conceptual model that explains the mechanisms linking positive orientation (POS — i.e. a pervasive mode of viewing and facing reality from a positive stance) to future job performance in a sample of 388 security agents. Job performance was rated by three supervisors, and examined via the company’s performance appraisal tool. Results […]
New publication on different types of employee well-being
The aim of this study was to establish a typology of employee well-being, together with its psychosocial antecedents and consequences. Results obtained with a sample of 786 full-time employees from different occupational sectors show four types of employee well-being: 9-to-5 or relaxed, work engaged or enthusiastic, workaholic or tense, and burned-out or fatigued, each having […]
New publication: Engaged managers are not workaholics
This study among Finnish managers showed that work engagement and workaholism did not correlate with each other, thereby suggesting that they are independent constructs. Moreover, longitudinal analyses revealed four different groups: 1) those with high initial but decreasing engagement and low but stable workaholism levels (18%), 2) those with low initial but increasing engagement and […]
New publication on the motivation of engaged and workaholic employees
The present study among 680 Dutch employees in the banking industry shows that workaholic and engaged employees have different work goals and use different strategies to pursue these goals. More particularly, engaged employees are motivated by a strong need for growth and development (i.e. promotion focus), whereas workaholic employees are motivated by a strong need […]
New textbook publication on employee well-being
This chapter is about how employees feel at work. For instance, employees may feel worn out, cynical, or bored, or in contrast, they may feel enthused and full of pep. The way employees feel has not only to do with “whom they are” – i.e. their personality – but also with “where they are” – […]
New publication online on heavy work investment
This study revealed that workaholism — a negative form of heavy work investment — was primarily and positively associated with having a prevention focus (i.e., .avoiding mistakes, failures and errors) , whereas work engagement — a positive form of heavy work investment was primarily and positively associated with having a promotion focus (i.e., using opportunities […]
New publication: The measurement of work engagement
This chapter reviews various definitions of work engagement that are used in business and academia. and presents a model of work engagement that serves as a guideline for oprationalizing the construct. Moreover, the chapter discusses the psychometric quality of various engagement measures, most notably the Utrecht Work engagement Scale (UWES).