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OBJECTIVE: Despite decades of burnout research, clinical validated cut-off scores that discriminate between those who suffer from burnout and those who don’t are still lacking. To establish such cut-off scores, the current study uses a newly developed questionnaire, the Burnout Assessment Tool (BAT) that consists of four subscales (exhaustion, mental distancing, and emotional and cognitive impairment). Separate cut-offs were computed for those at risk for burnout and those suffering from severe burnout for the original BAT-23 as well as for the shortened BAT-12. METHODS: Relative operating characteristic (ROC) analyses were carried out using representative samples of healthy employees from The Netherlands (N=1370), Belgium (Flanders; N=1403) and Finland (N=1350). In addition, samples of employees who received a burnout diagnosis were used (N=335, 158 and 50, respectively). RESULTS: The diagnostic accuracy of the BAT (area under the curve) ranges from good to excellent with the exception of mental distancing, which is fair. The country-specific cut-off values as well as their specificity and sensitivity are comparable to those of the pooled sample. CONCLUSIONS: In addition to country-specific cut-offs, general cut-offs can be used tentatively in other similar countries, pending future replication studies. Caution is warranted for using cut-offs for mental distance as the sensitivity and specificity of this subscale is relatively poor. It is concluded that the BAT can be used in organizational surveys for identifying employees at risk for burnout and, in clinical treatment settings, for identifying those with severe burnout, keeping in mind the tentativeness of the present cut-offs.

The current study investigates the moderating effect of employee growth climate on the relationship between work engagement and job outcomes among plantation workers in North Sumatra, Indonesia. Three individual-level job outcomes are investigated, namely, intra-role behavior, employee learning, and innovative work behavior. Six hundred and seven Indonesian plantation workers from one of the biggest palm oil plantations in Indonesia participated. Work engagement and employee growth climate were positively related to the three types of job outcomes, as expected. Furthermore, the relationship between work engagement-intra-role behavior and work engagement-innovative work behavior was moderated by employee growth climate. However, no moderating effect of employee growth climate was observed for the relationship between work engagement-employee learning. Thus, organizations may create programs to foster employee growth climate and aware of their employees’ learning behaviors.

INTRODUCTION: The increasing burden of mental distress reported by healthcare professionals is a matter of serious concern and there is a growing recognition of the role of the workplace in creating this problem. Magnet hospitals, a model shown to attract and retain staff in US research, creates positive work environments that aim to support the well-being of healthcare professionals. METHODS AND ANALYSIS: Magnet4Europe is a cluster randomised controlled trial, with wait list controls, designed to evaluate the effects of organisational redesign, based on the Magnet model, on nurses' and physicians' well-being in general acute care hospitals, using a multicomponent implementation strategy. The study will be conducted in more than 60 general acute care hospitals in Belgium, England, Germany, Ireland, Norway and Sweden. The primary outcome is burnout among nurses and physicians, assessed in longitudinal surveys of nurses and physicians at participating hospitals. Additional data will be collected from them on perceived work environments, patient safety and patient quality of care and will be triangulated with data from medical records, including case mix-adjusted in-hospital mortality. The process of implementation will be evaluated using qualitative data from focus group and key informant interviews. ETHICS AND DISSEMINATION: This study was approved by the Ethics Committee Research UZ/KU Leuven, Belgium; additionally, ethics approval is obtained in all other participating countries either through a central or decentral authority. Findings will be disseminated at conferences, through peer-reviewed manuscripts and via social media. TRIAL REGISTRATION NUMBER: ISRCTN10196901.

The purpose of this study was to investigate the psychometric properties of the short form Burnout Assessment Tool (BAT-12). As a result of the pandemic, job stress has been compounded and the use of conceptually grounded and accurate measures is needed to identify burnout risks within specific organisations and the overall workforce. The study sample comprised 660 employees from various occupational settings who filled out an online survey. Latent variable methods with ordinal categorical data were implemented to model the data and to test the hypotheses for the study. Results showed that the proposed second-order factor model of the BAT-12 showed a good fit to the data and was invariant across gender and ethnicity. In addition, burnout – as operationalised with the BAT-12 – played the hypothesised mediating role in the Job Demands-Resources model. The BAT-12 also showed convergent validity with the Maslach Burnout Inventory. The authors conclude that BAT-12 is a robust instrument with adequate psychometric properties to measure burnout risk and present a freely available online application for employees to estimate their risk of burnout.

Interest in job crafting as a means to create more work meaning has led to the development of multiperspective conceptualizations of job crafting. Although useful comprehensive portraits of complex job crafting activities have emerged, these synthetic conceptualizations tend to overlap, and even inconsistent with each other. This study aimed to clarify these blurred conceptualizations by examining the component and incremental validity of five distinct job crafting measures and their theoretical propositions in predicting work engagement and innovation behaviour.A cross-sectional sample of 162 health professionals and a two-wave longitudinal sample of 130 R&D employees were used. Results revealed that approach crafting is mainly composed of approach-promoting behaviour and active coping behaviour. In predicting work engagement and innovation behaviour,active coping behaviour was distinguished from withdrawal behaviour; role identities crafting was less strongly associated with these outcomes than job characteristics; cognitive crafting accounted for small increments in the variance beyond behaviour crafting. Apparently, crafting essentially comprises behaviour with a positive attitude. Withdrawal behaviour should be removed from crafting concept because its maladaptive perspective is negative. Job crafting measures which promote situational characteristics with personal meaningfulness, as well as precise descriptions of behaviour crafting and cognitive crafting,are recommended. Refereed/Peer-reviewed

There is a growing interest in developing resilience-building programs in the work context. Yet the resilience literature provides no clear answer about what constitutes such a program. The aim of this article is to shed light on this question by presenting a set of criteria for resilience-building programs. We developed these criteria by systematically reviewing studies that synthesized the evidence about the definition, conceptualization, measurement, and enhancement of psychological resilience. A literature search in peer-review journals published between 2009 and 2018 using PsycINFO resulted in 286 hits. Twenty-one studies met our inclusion criteria. In addition, we consulted 3 handbooks on resilience. The result of our review is a checklist of 12 criteria for resilience-building programs to improve program consistency and quality. These criteria address the necessity to: specify which working population is in need of psychological resilience; cite which definition is being used; display and explain the process that people go through in order to adapt to adversity; describe how resilience will be measured and enhanced as a dynamic process, as well as say which type of positive adaptation-to which adversity, in which work context, and when-is involved; and make clear the starting point and purpose of the work. These criteria can be regarded as a valuable navigation tool in the complex field of resilience: Program developers can use them to optimize the content of resilience-building programs and to ensure that relevant information is reported; reviewers of resilience-building programs can use them to analyze, evaluate, and compare programs. Therefore, the checklist could become an indispensable tool for both researchers and practitioners to improve designing, describing, and reviewing resilience-building programs at work.

De term workaholisme of werkverslaving is sinds enige decennia ingeburgerd in het dagelijkse taalgebruik. Gegeven de frequentie en het gemak waarmee leken de term gebruiken, is het verrassend om te zien dat er in wetenschappelijk opzicht nog weinig bekend is over de oorzaken en gevolgen van werkverslaving: zelfs over de conceptualisering ervan bestaat nog geen overeenstemming. Is workaholisme meer dan alleen het veel tijd besteden aan het werk? En is workaholisme een negatief verschijnsel dat moet worden aangepakt door middel van gerichte interventies, of betreft het een min of meer nastrevenswaardige toestand die juist positieve gevolgen heeft voor zowel de werkverslaafde als de organisatie?

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Researchers are becoming increasingly interested in how early experiences within the family are relevant to an individual's behavior at work. Drawing on Bowlby's attachment theory, the present study addresses this topic by examining the relationship between attachment in adulthood and job performance, and the mediating role of burnout in that relationship. We used data from two samples (201 Dutch employees and 178 Romanian working students) and structural equation modeling to test this mediation model and its possible invariance across both samples. The results showed that in both samples, attachment-related anxiety was positively related to burnout, which was in turn negatively related to job performance. Attachment-related avoidance was not significantly associated with burnout or performance. These results were similar in both samples, thus increasing their validity. The results suggest that childhood and early socialization experiences play a role in shaping the employee's behavior and well-being at work. The study is one of the few examining attachment styles in relation to burnout and performance. ispartof: JOURNAL OF PSYCHOLOGY vol:153 issue:4 pages:383-401 ispartof: location:United States status: published

This study aims to provide an integrated perspective on job crafting and its antecedents through the exploration of the joint effects of individual-level and team-level job crafting on employee work engagement. Drawing on conservation of resources (COR) theory, we propose that engaging in job crafting behaviors is promoted by the presence of job-related resources. In turn, job crafting is expected to result in higher levels of work engagement. We expect this reasoning to hold for the individual as well as the team/collective levels. The hypotheses were tested using data from 287 medical professionals from 21 hospital units of a Chinese public hospital. Findings from two-level Bayesian structural equation modeling supported the idea that at the individual level, individual job crafting behaviors partially mediated the relationship from individual resources to individual work engagement. Further, collective crafting mediated the relationship from team resources to individual work engagement. In addition, a positive cross-level relation between collective crafting and individual crafting was found. We conclude that stimulated by resources, both job crafting processes at the individual-level and team-level can promote individual work engagement in Chinese employees. ispartof: FRONTIERS IN PSYCHOLOGY vol:10 ispartof: location:Switzerland status: published

Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit. ispartof: JOURNAL OF PSYCHOLOGY vol:153 issue:2 pages:247-266 ispartof: location:United States status: published

Purpose This study examined who benefits most from a cognitive behavioural therapy (CBT)-based intervention that aims to enhance return to work (RTW) among employees who are absent due to common mental disorders (CMDs) (e.g., depression, anxiety, or adjustment disorder). We researched the influence of baseline work-related self-efficacy and mental health (depressive complaints and anxiety) on treatment outcomes of two psychotherapeutic interventions. Methods Using a quasi-experimental design, 12-month follow-up data of 168 employees were collected. Participants either received work-focused cognitive behavioural therapy (W-CBT) that integrated work aspects early into the treatment (n = 89) or regular cognitive behavioural therapy (R-CBT) without a focus on work (n = 79). Results Compared with R-CBT, W-CBT resulted in a faster partial RTW, irrespective of baseline self-efficacy. Among individuals with high self-efficacy, W-CBT also resulted in faster full RTW. The effectiveness of W-CBT on RTW did not depend on baseline depressive complaints or anxiety. The decline of mental health complaints did not differ between the two interventions, nor depended on baseline self-efficacy or mental health. Conclusions Considering the benefits of W-CBT for partial RTW, we recommend this intervention as a preferred method for employees with CMDs, irrespective of baseline self-efficacy, depression and anxiety. For individuals with high baseline self-efficacy, this intervention also results in higher full RTW. For those with low self-efficacy, extra exercises or components may be needed to promote full RTW.

This chapter addresses the conceptualization of individual well-being and performance in the work context, and discusses theoretical perspectives linking these concepts. It also discusses theoretical and empirical notions on the structure of well-being, after which the conceptualization of performance and the relations between individual well-being and performance. The chapter shows that many different conceptualizations of well-being exist, ranging from simple "affect only" approaches to complicate and sometimes idiosyncratic multidimensional frameworks that incorporate different aspects of human experience. The individual-level conceptualizations of well-being can conveniently be classified on two dimensions, namely whether they focus exclusively on affective well-being or employ a multidimensional approach, and whether they are context-free. The chapter focuses on individual-level perspectives on worker well-being and work performance. It also addresses higher-level perspectives, and the combination of individual-level and higher-level perspectives could yield additional perspectives on the role of well-being as an antecedent of performance.