WHP lecture 7

What is subjective well-being?

How people evaluate their lives through life satisfaction, frequent positive emotions, and infrequent negative emotions.

What are the two dimensions of the circumplex model of employee well-being?

Pleasure (pleasant versus unpleasant feelings) and activation (high versus low energy).

What is work engagement in the circumplex model?

Pleasant feelings combined with high activation.

What is job satisfaction in the circumplex model?

Pleasant feelings combined with low activation.

What is workaholism in the circumplex model?

Unpleasant feelings combined with high activation.

What is burnout in the circumplex model?

Unpleasant feelings combined with low activation.

How is job satisfaction defined by Locke (1969)?

A pleasurable emotional state resulting from the appraisal of one's job.

What is the difference between job satisfaction and work engagement?

Job satisfaction is mainly contentment with one's job, whereas engagement involves energy, enthusiasm, and active involvement.

What are the three dimensions of work engagement?

Vigor, dedication, and absorption.

What is vigor?

High energy, mental resilience, and persistence when facing difficulties at work.

What is dedication?

Strong involvement in work, including a sense of significance and enthusiasm.

What is absorption?

Being fully concentrated and happily engrossed in one's work.

What predicts work engagement according to the JD-R model?

Job resources and personal resources are important predictors.

What are possible consequences of work engagement?

Engaged employees tend to be more creative, productive, and willing to go the extra mile.

What is workaholism?

Working excessively because of a strong internal drive or pressure rather than because work is enjoyable.

What are common characteristics of workaholism?

Working beyond reasonable expectations, feeling compelled to work, and feeling guilty or distressed when not working.

What are possible individual consequences of workaholism?

Stress, poorer mental and physical health, and an increased risk of burnout.

What are possible social and organizational consequences of workaholism?

Work-life conflict and relationship problems, alongside possible short-term gains but long-term organizational costs.

How is burnout described by Schaufeli and Leiter (2001)?

A prolonged response to chronic emotional and interpersonal stressors at work.

What are the key burnout dimensions emphasized in the lecture?

Emotional exhaustion and cynicism or mental distance from work.

How can cynicism function in burnout?

It can serve as a way of distancing oneself from work and coping with chronic demands.

What distinguishes clinical burnout from fatigue alone according to the summary?

• Fatigue alone: A person feels tired or exhausted.

• Clinical burnout: The exhaustion does not adequately improve with rest or by not working.

What is individual work performance?

Work-related behavior that contributes to organizational goals, rather than only the final outcome.

What are the four dimensions of individual work performance identified by Koopmans et al.?

Task performance, adaptive performance, contextual performance, and counterproductive work behavior.

What is task performance?

Effectiveness in carrying out core job tasks, including quality, planning, and organization.

What is adaptive performance?

Adapting to change and uncertainty, solving new problems, and keeping job knowledge up to date.

What is contextual performance?

Beneficial extra-role behavior that supports the social and organizational environment, such as cooperation and effective communication.

What is Organizational Citizenship Behavior (OCB) in this lecture?

Beneficial extra-role behavior that helps the organization function effectively.

What is counterproductive work behavior (CWB)?

Intentional employee behavior that harms the legitimate interests of the organization.

What are five examples of counterproductive work behavior from Spector et al. (2006)?

Sabotage, withdrawal, production deviance, theft, and abuse or threats.

What is the difference between in-role and extra-role performance in the Koopmans framework?

Task and adaptive performance are in-role, while contextual performance and CWB are extra-role.

How should individual work performance be measured?

Using indicators relevant to the specific job, while recognizing that experts may disagree about which indicators matter most.

What is occupational health and safety (OHS)?

The prevention of work-related accidents, injuries, health problems, and work incapacity.

What are two roles HR can play in occupational health and safety?

Individual case management, such as supporting absence and return to work, and organizational prevention through policies, risk assessments, and preventive measures.

What is an occupational accident?

An unexpected and unplanned event arising out of or connected with work that causes personal injury or death, including violence.

What is an active failure in accident analysis?

An unsafe act directly associated with an incident, such as ignoring a safety rule.

What is a latent failure in accident analysis?

An underlying condition contributing to unsafe acts, such as poor management decisions, inadequate training, or unsafe equipment.

Why should accident analysis examine both active and latent failures?

Because preventing future accidents requires addressing both immediate unsafe acts and the underlying organizational conditions.

What is safety climate?

Employees' shared perceptions of which safety behaviors are appropriate and expected in their work environment.

What is associated with a positive safety climate?

Higher organizational commitment, job satisfaction, and safety behavior, and fewer accidents and injuries.

What is an occupational disease?

A disease resulting from exposure to risk factors arising from work activity.

What is work incapacity?

The temporary or permanent inability to perform the normal duties of one's job.

What is work absenteeism?

Not attending work because of poor health or well-being.

What is work presenteeism?

Attending work despite feeling ill.

What is the threshold model of sickness absence?

A model explaining absence through the balance between workload, load capacity, health complaints, and the need or opportunity for absence.

What is the difference between workload and load capacity?

Workload refers to the demands placed on an employee, while load capacity refers to the employee's ability to handle those demands.

What happens when workload exceeds load capacity in the threshold model?

Health complaints may develop or increase, and together with the need or opportunity for absence, they can contribute to sickness absence.

What does the threshold model suggest about returning to work?

Returning to work partly depends on whether the employee can resume work under the relevant conditions.