LECT 8 Flashcards
(10 cards)
Personal resources were recently added into the Job Demands-Resources (JD-R) model. Schaufeli & Taris (2014) formulate five ways in which personal resources have been integrated into the framework. Which of the following is NOT one of them?
a) Job characteristics directly impact the perception of personal resources.
b)Personal resources moderate the relation between job characteristics and well-being.
c) Personal resources moderate the relation between job characteristics and well-being.
a
Which statement on the longitudinal associations between work-related mental well-being (burnout and work engagement) and general mental well-being (depressive symptoms and life satisfaction) is correct according to the evidence discussed in Lecture 8 ?
a) Past depressive symptoms are the strongest predictor of future depressive symptoms.
b) Depressive symptoms predict burnout over time.
c) Life satisfaction is the strongest predictor of work engagement.
a
Work engagement is conceptualized as a model with three subdimensions. People who score high on the __________ dimension are usually happily engrossed in their work. When they are working, time seems to fly, and they can sometimes forget everything else around them.
a) absorption
b) dedication
c) vigor
a
The introduction of personal resources into the Job-Demands Resources Model allows researchers to investigate the interaction between personal and environmental factors on well-being. Personal resources are “the psychological characteristics or aspects of the self that are generally associated with resiliency and that refer to the ability to control and impact one’s environment successfully” (Schaufeli & Taris, 2014, p. 49). Amongst the personal resources investigated so far are four variables that constitute the concept of Psychological Capital (PsyCap). Which of the following variables is a part of PsyCap)?
a) Hope
b) Knowledge
c) Professional pride
a
what is burnout and what are its characteristics
Burnout is a negative work-related state characterized by:
Emotional exhaustion (feeling drained),
Depersonalization (cynicism or detachment from work),
And reduced personal accomplishment.
work engagement?
Work engagement is a positive, fulfilling state defined by:
Vigor (high energy),
Dedication (sense of significance and enthusiasm),
And Absorption (being fully focused and immersed in work).
What is the theoretical explanation about the development and causes of burnout and work engagement?
Based on the Job Demands–Resources (JD-R) model:
Burnout develops through the health impairment process:
High job demands (e.g. workload, emotional strain) exhaust mental and physical energy.
Engagement arises via the motivational process:
Adequate job resources (e.g. autonomy, feedback, support) foster motivation and well-being.
The model also includes personal resources (like self-efficacy) that influence both burnout and engagement.
What are the consequences of burnout for general well-being?
Burnout leads to:
Poor physical and mental health,
Increased risk of depression, anxiety, and illness,
Decreased job performance and satisfaction,
Greater absenteeism and turnover.
What are the consequences of work engagement for general well-being?
Work engagement leads to:
Better mental and physical health,
Higher job performance, satisfaction, and retention,
Increased organizational commitment and personal development.
What is the role of one’s individual health status in the development of burnout and work engagement?
Health status affects how people respond to demands and access resources.
Good health supports energy, resilience, and engagement.
Poor health (e.g. chronic illness) increases vulnerability to burnout and reduces capacity for engagement.
Health can act as a resource (within the COR theory and JD-R framework), shaping how individuals cope with work-related stressors.
