З історії виникнення та розвитку адвентизму в ХІХ ст.

The Job Demands-Resources model (JD-R model) became highly popular among researchers. The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process). This chapter reviews the assumptions and development of the JD-R model and presents an overview of important fi ndings obtained with the model. Although these fi ndings largely support the model’s assumptions, there are still several important unresolved issues regarding the JD-R, including the model’s epistemological status, the defi nition of and distinction between “demands” and “resources,” the incorporation of personal resources, the distinction between the health impairment and the motivational processes, the issue of reciprocal causation, and the model’s applicability beyond the individual level. The chapter concludes with an agenda for future research and a brief discussion of the practical application of the model

A cross-national study of work engagement as a mediator between job resources and proactive behaviour

This study investigates the mediating role of work engagement (i.e, vigor and dedication) among job resources (i.e., job control, feedback and variety) and proactive behavior at work. This mediating role was investigated, using Structural Equation Modeling in two independent samples from Spain (n= 386 technology employees) and The Netherlands (n= 338 telecom managers). Results in both samples confirmed that work engagement fully mediates the impact of job resources on proactive behavior. Subsequent multi-group analyses revealed that the strengths of the structural paths of the mediation model were invariant across both national samples, underscoring the cross-national validity of the mode

Understanding workaholics' motivations: a self-determination perspective

In order to explain the diverging well-being outcomes of workaholism, this study aimed to examine the motivational orientations that may fuel the two main components of workaholism (i.e. working excessively and working compulsively). Drawing on Self-Determination Theory, both autonomous and controlled motivation were suggested to drive excessive work, which therefore was expected to relate positively to both well-being (i.e. vigor) and ill-health (i.e. exhaustion). Compulsive work, in contrast, was hypothesized to originate exclusively out of controlled motivation and therefore to only associate positively with ill-being. Structural equation modeling in a heterogeneous sample of Belgian white-collar workers (N=370) confirmed that autonomous motivation associated positively with excessive work, which then related positively to vigor. Controlled motivation correlated positively with compulsive work, which therefore related positively with exhaustion. The hypothesized path from controlled motivation to exhaustion through excessive work was not corroborated. In general, the findings suggest that primarily compulsive work yields associations with ill-being, since it may stem from a qualitatively inferior type of motivation

До проблеми прочитання алегоричного і символічного в картинах Н. Пуссена «Танок людського життя» і «Час рятує Істину від заздрості і розбрату»

The aim of this study was to establish a typology of employee well-being, together with its psychosocial antecedents and consequences. Results obtained with a sample of 786 full-time employees from different occupational sectors show four types of employee well-being: 9-to-5 or relaxed, work engaged or enthusiastic, workaholic or tense, and burned-out or fatigued, each having different relationships with job and personal characteristics. This study provides evidence of a parsimonious, theory-based classification of employee well-being and contributes to the existing literature about work investment because meaningful relations were found between various types of employee well-being, and heavy and soft work investors

Нормативные предпосылки чтения текста другого

Констатируется дефицит нормативности в современных историко-философских исследованиях, осмысляются его истоки и намечаются пути преодоления. На основе кантовской "дисциплины чистого разума" формулируются деонтологические принципы работы с философскими текстами.Констатується дефіцит нормативності в сучасних історико-філософських дослідженнях, осмислюються його витоки і намічаються шляхи подолання. На основі кантівської "дисципліни чистого розуму" формулюються деонтологічні принципи роботи з філософськими текстами.In the present article the deficit of normative in modern historical and philosophical research is established, its roots are comprehended and ways of overcoming are outlined. On the basis of "Discipline of refined mind" of Kant deontological principles of work with philosophical texts are formed

About gain cycles and spirals of efficacy beliefs, positive affect and activity engagement

Taking Bandura's Social Cognitive Theory as our starting point, we tested how efficacy beliefs (self-efficacy and perceived collective efficacy) reciprocally influence activity engagement (vigor, dedication, and absorption) indirectly through their impact on positive affect (enthusiasm, satisfaction, and comfort) over time. We conducted two longitudinal studies using independent samples. Study 1 is a two-wave longitudinal field study that examines gain cycles regarding the dynamic relationships among self-efficacy, positive affect, and work engagement in 274 secondary school teachers. Study 2 is a three-wave longitudinal laboratory study about gain spirals in the dynamic relationships among collective efficacy beliefs, positive affect, and task engagement in 100 university students working in groups. Our findings show that: (1) efficacy beliefs reciprocally influence activity engagement indirectly through their impact on positive affect over time; (2) enthusiasm is the positive affect with the strongest effect on activity engagement; and (3) a gain spiral exists whereby efficacy beliefs increase over time due to engagement and positive affect (most notably enthusiasm). Finally, we discuss the theoretical and practical implications in terms of Social Cognitive Theo

Why resilient workers perform better : the roles of job satisfaction and work engagement

Previous studies have confirmed correlations between resilience and job performance, but surprisingly little is known about the nature of this relationship. This study sheds light on the roles of two important positive dimensions of work-related well-being: job satisfaction and work engagement. Data were collected from 360 Czech workers in helping professions using an online survey. Levels of resilience and perceived job performance were indeed positively associated. Using structural equation modeling, the best-fitting model showed partial mediation by work engagement; conversely, job satisfaction was not found to be a mediator of this relationship. Additionally, the finding that job performance is related more strongly to work engagement than to job satisfaction contributes to the debate about the concurrent validity of job attitudes

The Utrecht Work Engagement Scale for Students (UWES–9S): Factorial Validity, Reliability, and Measurement Invariance in a Chilean Sample of Undergraduate University Students

This brief report examines the within–network construct validity of the UWES–9S in a convenience sample of 1502 Chilean students (52% were female) ranging between 18 and 25 years old. The results of confirmatory factor analysis supported a solution with three related factors that fit significantly better than a one-factor solution. The three subscales (i.e., vigor, dedication, and absorption) and the overall UWES–9S showed satisfactory internal consistency. The results of multiple–group confirmatory factor analysis supported gender invariance. Overall, the UWES–9S was found to be a reliable and valid scale to assess academic engagement in Chilean undergraduate university students