Associations between work characteristics, engaged well-being at work, and job attitudes

• Verfasst von: Brokmeier, Luisa Leonie [VerfasserIn]
• Verfasst von: Bosle, Catherin [VerfasserIn]
• Verfasst von: Fischer, Joachim E. [VerfasserIn]
• Verfasst von: Herr, Raphael [VerfasserIn]
• Titel: Associations between work characteristics, engaged well-being at work, and job attitudes
• Titelzusatz: findings from a longitudinal German study
• Verf.angabe: Luisa L. Brokmeier, Catherin Bosle, Joachim E. Fischer, Raphael M. Herr
• E-Jahr: 2022
• Jahr: June 2022
• Umfang: 7 S.
• Fussnoten: Online veröffentlicht: 15 March 2022, Artikelversion: 20 May 2022 ; Gesehen am 09.01.2024
• Titel Quelle: Enthalten in: Safety and health at work
• Ort Quelle: Incheon : Occupational Safety and Health Research Inst., 2010
• Jahr Quelle: 2022
• Band/Heft Quelle: 13(2022), 2 vom: Juni, Seite 213-219
• ISSN Quelle: 2093-7997
• DOI: doi:10.1016/j.shaw.2022.03.003
• Datenträger: Online-Ressource
• Sprache: eng
• Sach-SW: Job attitudes
• Sach-SW: Job characteristics
• Sach-SW: Mental well-being
• Sach-SW: Work engagement
• Sach-SW: Workplace health
• K10plus-PPN: 1877479152

Abstract

Objective - The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct ‘engaged well-being at work’ (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. - Methods - Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). - Results - While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (ORrange = 1.22 - 1.61) than job demands (ORrange = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category ‘disengaged strain’ to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. - Discussion - Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.