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[Optional] 2. Job demands, job resources, and their relationship with…

- - - - Efficacy
      - Energy
      - Involvement
      - Utrecht Work Engagement Scale (UWES): self-report instrument
    - - Cynicism (high)
      - Exhaustion (high)
      - Professional efficacy (low) - ineffective
  - - - Dedication
      - Absorption (pervasive, persistent)
        
        "flow" (short term peak experiences)
      - Vigor
- - - - Flexible work schedules
      - Goal setting
      - Job redesign
    - - Participative management
      - Increasing social support
      - Team building
      - Small indirect effect on turnover intention and direct effect on burnout
- - - - strain coping mode
      - passive coping mode
      - job demands -> burnout -> health problems
- - - - behavioral indicators eg. actual personnel turnover, sickness absenteeism, performance may be measured more objectively by using company files
    - - demands and resources are not independent - lack of resources may increase demands
    - - 3rd variable influence eg. negative affectivity automatically accounted in longitudinal panel studies since negative affectivity is stable personality trait
  - - - Whether job demands, resources (Time 1) predict burnout, engagement (Time 2)
- - - - Cynicism (CY) 5 items eg. doubt the significance of my work
      - Exhaustion (EX) 5 items eg. feel used up at the end of work day
      - 0 (never) to 6 (always)
      - Professional Efficacy (PE) 6 items eg. I can effectively solve problems that arise in my work
    - - Engagement (Utrecht Work Engagement Scale (UWES))
        
        Absorption
        
        Vigor
        
        Dedication
        
        questions merged with burnout items to avoid answering bias
      - Job demands
        
        Emotional demands
        5 item scale
        
        Work overload
        (Karasek's (1985) job content scale)
        1 (never) to 4 (always)
      - Job resources
        
        Social support from colleagues
        10-item scale
        Van Veldhoven and
        Meijman (1994);
        
        Supervisory coaching
        Graen and Uhl-Bien’s (1991)
        12-item Leader–Member exchange scale adaptation
        
        Feedback
        (Karasek's (1985) job content scale)
        1(never) to 5 (always)
      - Outcomes
        
        Health problems
        a 13-item questionnaire for psychosomatic health complaints,
        including headaches, cardiovascular problems, and stomach aches (Dirken, 1969)
        
        Turnover intention
        3-item scale
        based on Van Veldhoven and Meijman
        (1994)
        1 (completely disagree) to 5 (completely agree