Work/Community Engagement Requirement Stakeholder Roundtable

Over the next twelve months, New Hampshire will transition to a new coverage model for the Medicaid expansion program (the Granite Advantage Program ), and will implement a demonstration engagement requirement, approved focus on the population covered by an emphasis on work status and New Hampshire, see Covering the Care: A Focus on the NH Marketplace)

Research on work engagement of clinical psychologists

本研究は、これまで着目されてこなかった臨床心理士のワーク・エンゲイジメントの特徴と、個人の資源である自己効力感及びコーピング特性、家族の有無、仕事の資源である同業者からのサポートと職場満足感との関連について検討することを目的とした。137名の臨床心理士有資格者に質問紙調査を行った結果、ワーク・エンゲイジメントは一般勤労者や他の対人援助職者と比較して高い傾向が示された。また、ワーク・エンゲイジメントの高い者は、個人の資源としては自己効力感や積極的な問題解決コーピングが高く、子どもがいる者が多かった。さらに、仕事の資源としては同業者からのサポートや職場満足感がともに高いという特徴が見いだされた。The purpose of this study was to clarify the features of clinical psychologists\u27 work engagement as well as to consider their relationship with self-efficacy, coping strategies, the presence of family members, support offered from colleagues and job satisfaction. A questionnaire was administered to 137 clinical psychologists. Results indicated that the work engagement of clinical psychologists tended to be higher than that of workers in general, and than that of other interpersonal assistance professionals. The high work engagement could be related to self-efficacy, active problem solving, support from colleagues, job satisfaction and the presence of children

Role resources and work-family enrichment: The role of work engagement

The majority of work-family research has focused on negative spillover between demands and outcomes and between the work and family domains (e.g., work-family conflict; see review by Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). The theory that guided this research was in most cases role stress theory (Greenhaus & Beutell, 1985) or the role scarcity hypothesis (Edwards & Rothbard, 2000). However, according to spillover theory, work-related activities and satisfaction also affect non-work performance, and vice versa. Recently, in line with the positive psychology movement (Seligman & Csikszentmihalyi, 2000), work-family interaction research has also included concepts of positive spillover (Bakker & Schaufeli, 2008; Grzywacz & Marks, 2000). This emerging focus supplements the dominant conflict perspective by identifying new ways of cultivating human resource strength

Correlation between Emotional Intelligence and Work Engagement of Special School Teachers

Background: Optimal job performance of special school teachers is marked by high work engagement because engaged teachers showed perseverance, enthusiasm, and absorption at work. Work engagement is influenced by several factors, one of them is personal resources. Personal resource that considered important in people’s success is emotional intelligence. The purpose of this study was to examine the relationship between emotional intelligence and work engagement of teachers at a Sekolah Luar Biasa Negeri, a public special school in Semarang. Method: Data from 60 teachers were collected using Work Engagement Scale (33 item; α = .93) and Emotional Intelligence Scale (32 item; α = .93) Results: Simple linear regression analysis showed that there was a positive correlation between emotional intelligence and work engagement, r = .87; (p < .001) Conclusion: Result indicated that higher emotional intelligence is likely to lead to higher work engagement. Emotional intelligence contributed to 74.8% of the variance in work engagement. Teachers are expected to manage emotion better in order to achieve high work engagement. Keywords: work engagement, emotional intelligence, teacher, special schoo

Comparing two work-engagement scales: Relationships with job satisfaction, organizational commitment, and workaholism

Although research on work engagement has made great progress over the past 10 years, how best to measure work engagement is still an open question. The aim of the present study was to compare two multidimensional scales measuring work engagement: the popular and widely used Utrecht Work Engagement Scale (UWES; Schaufeli & Bakker, 2003) capturing vigor, dedication and absorption and the newly developed ISA Engagement Scale (ISAES; Soane, Truss, Alfes, Shantz, Rees, & Gatenby, 2012) capturing intellectual, affective, and social engagement. When examining the intercorrelations of the scales’ total and subscale scores and their relationships with job satisfaction, organizational commitment, and workaholism in a sample of 130 employees, results showed that—even though UWES and ISAES total and subscale scores showed considerable overlap—they captured unique variance in the outcome variables, indicating that the two scales tap different aspects of engagement. Based on the present and previous findings (Soane et al., 2012), we recommend to use both scales when measuring work engagement to capture all aspects of the construct and gain a better understanding of how different aspects of work engagement contribute to outcomes that are of key interest to organizational and occupational psychology

Covering the Care: Medicaid, Work, and Community Engagement

Part of Informing the Conversation data and policy brief series. This brief reviews the major parameters of the work and community engagement requirements being implemented in the New Hampshire Medicaid program, and the overall landscape of employment in the state

Perfectionism in employees: Work engagement, workaholism, and burnout

Perfectionism is a prevalent personality disposition that may affect all domains of life. Work is an important domain of life for many people. Yet, research on perfectionism at work and how perfectionism affects employees’ health and well-being is still limited. Research, however, has investigated perfectionism’s relationships with three key aspects of peoples’ working lives that are closely associated with employees’ health and well-being: work engagement, workaholism, and job burnout. Differentiating between perfectionistic strivings and perfectionistic concerns (Stoeber & Otto, 2006), the present chapter presents an overview of the relevant research findings. Taken together, the findings suggest that (a) perfectionistic strivings show positive relationships with work engagement whereas perfectionistic concerns show no relationships or negative relationships, (b) perfectionistic strivings and perfectionistic concerns both show positive relationships with workaholism, and (c) perfectionistic strivings show negative relationships with burnout whereas perfectionistic concerns show positive relationships. To explain the opposite relationships that perfectionistic strivings and concerns show with burnout, two hypothetical models are presented. In Model 1, autonomous versus controlled motivation explain the opposite relationships of perfectionistic strivings and concerns with burnout. In Model 2, adaptive versus maladaptive coping explain the relationships. The chapter concludes with directions for future research on perfectionism, work engagement, workaholism, and job burnout pointing out the importance of longitudinal studies and intervention studies

Covering the Care: Medicaid, Work, and Community Engagement

Part of Informing the Conversation data and policy brief series. This brief reviews the major parameters of the work and community engagement requirements being implemented in the New Hampshire Medicaid program, and the overall landscape of employment in the state