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1

JOB STRESSORS, JOB BURNOUT AND WORK ENGAGEMENT: DO WORK-FAMILY CONFL ICT AND TYPE-A BEHAVIOUR PLAY ROLES IN REGULATING THEM?

100%
Baka Ł., Derbis R.
Polish Journal of Applied Psychology
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2012
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vol. 10
|
issue 2
129-155
EN
The objective of our study was to examine whether work-family conflicts and type A behaviour pattern mediate in the dependence between job stressors, job burnout, and work engagement. According to the job demands, we assumed that job stressors would influence job burnout and involvement by means of the variable of work-family conflict. Whereas type A behaviour pattern would moderate the effect of job stressors upon job burnout and work engagement. The examined group comprised medical staff (N = 282). The research results support the hypothesis to a large extent. The results confirm significantly the assumptions of the job demands – resources model, and they suggest developing the model.
2

INFLUENCE OF PERSONALITY TRAITS ON LIFE SATISFACTION THROUGH WORK ENGAGEMENT AND JOB SATISFACTION AMONG ACADEMIC FACULTY MEMBERS

86%
Blatný M., Šolcová I., Květon P., Jelínek M., Zábrodská K., Mudrák J., Machovcová K.
Studia Psychologica
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2018
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vol. 60
|
issue 4
274 – 286
EN
The aim of this study was to examine both direct and indirect associations of the personality traits of extraversion, neuroticism and conscientiousness with life satisfaction through work engagement and job satisfaction. The study population consisted of 2229 academics (57.1% men) throughout Czech public universities, who completed a questionnaire comprising measures of employee personality traits (BFI-10), work engagement (Utrecht Work Engagement Scale short form), job satisfaction (job satisfaction short scale from the COPSOQ-II) and general life satisfaction (Satisfaction With Life Scale). Structural equation modelling was used to analyse the relationships. The strongest predictor of life satisfaction was neuroticism, the effect of which manifested through both direct and indirect pathways. Extraversion and conscientiousness had positive indirect influences on job satisfaction through work engagement, but their direct influences on job satisfaction were negative. While extraversion also had a direct influence on life satisfaction, conscientiousness did not directly influence life satisfaction.
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