Samenva'ng: Arbeid, Gezondheid en Welzijn
1. Individuele karakteris1eken en werkgedrag ____________________________________ 1
1.1. Inleiding __________________________________________________________________ 1
1.1.1. Conceptueel kader _______________________________________________________________ 1
1.1.2. Enkele vaststellingen ______________________________________________________________ 1
1.2. Objec/eve individuele karakteris/eken en werkuitkomsten _________________________ 1
1.2.1. Lee8ijd ________________________________________________________________________ 1
1.2.1.1. Ageing ____________________________________________________________________ 1
1.2.1.2. Biopsychosociaal model (WHO): ICF & diagnosHek _________________________________ 2
1.2.2. Geslacht (‘gender’) _______________________________________________________________ 2
1.2.3. Etniciteit _______________________________________________________________________ 2
1.2.4. LevenssHjlfactoren _______________________________________________________________ 3
1.3. Subjec/eve individuele karakteris/eken en werkuitkomsten_________________________ 3
1.3.1. Trait-like characterisHcs ___________________________________________________________ 3
1.3.1.1. Toepassing: welke traits hebben ‘selfmade biljonairs gemeenschappelijk? (Simmons, 2018) 3
1.3.2. State-like characterisHcs ___________________________________________________________ 4
1.3.2.1. Psychological Capital (Luthans & Youssef, 2007) ___________________________________ 4
1.3.3. States __________________________________________________________________________ 4
1.3.3.1. Enkele states _______________________________________________________________ 5
1.4. Wetenschappelijk ar/kel: Van de Ven et al., 2013 _________________________________ 5
1.4.1. Possible interacHons ______________________________________________________________ 5
1.4.2. Previous research on the DISC-model ________________________________________________ 5
1.4.3. Gasps and shortcomings in empirical evidence _________________________________________ 5
1.4.4. Conceptual model vs. model of current study __________________________________________ 6
1.4.5. Main hypothesis _________________________________________________________________ 6
1.4.6. Method ________________________________________________________________________ 6
1.4.7. Results ________________________________________________________________________ 6
1.4.8. Plot ___________________________________________________________________________ 7
1.4.9. Conclusion ______________________________________________________________________ 7
1.5. Conclusie _________________________________________________________________ 7
2. Werk-familie interac1e ____________________________________________________ 8
2.1. Inleiding & basisconcepten ___________________________________________________ 8
2.1.1. Geschiedenis ____________________________________________________________________ 8
2.1.2. Werk-familie interacHe: kenmerken __________________________________________________ 8
2.1.3. Expansietheorie van mulHpele rollen (Barneb & Hyde, 2001): principes _____________________ 9
2.1.4. Werk-familie-interacHes: 4 types ____________________________________________________ 9
2.2. Theore/sche modellen ______________________________________________________ 9
2.2.1. ‘Antecedent-Outcome’ modellen ___________________________________________________ 10
2.2.1.1. Conceptueel kader: basisprincipes _____________________________________________ 10
2.2.2. ‘Spillover’ modellen _____________________________________________________________ 10
2.2.2.1. Theorie van ‘work-family enrichment (Greenhaus & Powell, 2006) ___________________ 10
2.2.3. Werk-familie balans _____________________________________________________________ 10
2.3. Antecedenten en gevolgen __________________________________________________ 11
2.3.1. Kernantecedenten van WFC en FWC ________________________________________________ 11
2.3.2. Kernantecedenten van WFE en FWE ________________________________________________ 11
2.3.3. Uitkomsten van WFC en enrichment ________________________________________________ 11
2.3.4. Uitkomsten van WFE_____________________________________________________________ 12
2.4. Omgaan met werk en familiale vereisten _______________________________________ 12
2.4.1. Individuele copingstrategieën _____________________________________________________ 12
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, 2.4.2. Werk-familie beleid en cultuur _____________________________________________________ 12
2.5. Meten van werk-thuis interac/e ______________________________________________ 12
2.6. Wetenschappelijk ar/kel: Geurts et al.,2005 ____________________________________ 12
2.6.1. Problemen bij het meten van werk-thuisinterferenHe __________________________________ 13
2.7. Wetenschappelijk ar/kel: Spector et al., 2005 ___________________________________ 13
2.7.1. Inleiding_______________________________________________________________________ 13
2.7.2. Methode ______________________________________________________________________ 13
2.7.3. Resultaten _____________________________________________________________________ 13
2.7.4. Discussie ______________________________________________________________________ 15
2.8. Crossover ________________________________________________________________ 15
3. Werkgerelateerd (on)welbevinden __________________________________________ 16
3.1. Inleiding _________________________________________________________________ 16
3.1.1. Het Janusgezicht van werken ______________________________________________________ 16
3.1.2. Enkele mijlpalen ________________________________________________________________ 16
3.1.3. Interesse in psychologisch (on)welzijn _______________________________________________ 16
3.1.4. Maakt arbeid gezond? ___________________________________________________________ 16
3.1.4.1. PosiHeve psychologie _______________________________________________________ 17
A. HumanisHsche psychologie _____________________________________________________ 17
B. Aaron Antonovsky ____________________________________________________________ 17
C. Eustress ____________________________________________________________________ 17
D. OrganisaHepsychologie en management __________________________________________ 17
3.1.4.2. Conclusie _________________________________________________________________ 17
3.1.5. Werkgerelateerd welbevinden? ____________________________________________________ 18
3.1.6. Welbevinden? __________________________________________________________________ 18
3.1.6.1. AffecHeve dimensie _________________________________________________________ 18
3.1.6.2. CogniHeve dimensie ________________________________________________________ 19
3.2. Welzijn op het werk: een taxonomie___________________________________________ 19
3.3. Burnout _________________________________________________________________ 19
3.3.1. Inleiding_______________________________________________________________________ 19
3.3.2. Burnout-sumptomen ____________________________________________________________ 19
3.3.2.1. Psychische symptomen ______________________________________________________ 19
3.3.2.2. Fysieke symptomen _________________________________________________________ 19
3.3.2.3. Gedragssymptomen ________________________________________________________ 19
3.3.2.4. Sociale symptomen _________________________________________________________ 19
3.3.2.5. ProblemaHsche aitudes ____________________________________________________ 20
3.3.3. Definiëring van burnout __________________________________________________________ 20
3.3.4. Meten van burnout: Ontwikkeling van de Vlaamse Maslach Burnout Inventory (VMBI) ________ 20
3.3.4.1. Studie 1A: Vlaamse vertaling van MBI __________________________________________ 20
3.3.4.2. Studie 1B: exploraHeve analyse van de factoriële validiteit van de MBI (Vlerick, 1993) ____ 21
3.3.4.3. Studie 1C: analyse van de relaHe tussen de antwoorddimensies _____________________ 22
3.3.4.4. Studie 1D: confirmatorische analyse van de factorstructuur en de validiteit van de MBI
(Vlerick, 1995) _______________________________________________________________________ 22
3.3.4.5. Studie 1E; analyse van de soortgenoot validiteit van de MBI (Vlerick, 2003) ____________ 23
3.3.4.6. Studie 1F: analyse van de externe construct validiteit van de MBI ____________________ 24
3.3.4.7. Algemene conclusie ________________________________________________________ 24
3.3.4.8. Verder psychometrisch MBI-onderzoek _________________________________________ 25
3.3.5. Burnout: antecedenten en gevolgen ________________________________________________ 25
3.3.5.1. PotenHal work-related antecedents of burnout (Peeters et al., 2013) _________________ 25
3.3.6. Burnout: mogelijke verklaringsmechanismen _________________________________________ 25
3.3.7. Burnout-discussies ______________________________________________________________ 26
3.3.7.1. Dimensies ________________________________________________________________ 26
3.3.7.2. Symptomen _______________________________________________________________ 26
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, 3.3.7.3. Oorsprong ________________________________________________________________ 26
3.3.7.4. Aanpak- en intervenHe ______________________________________________________ 26
3.4. Bevlogenheid (‘Work Engagement’) ___________________________________________ 26
3.4.1. Het definiëren van bevlogenheid ___________________________________________________ 26
3.4.1.1. Bevlogenheid als posiHeve anHthese van burnout (Maslach & Leiter, 1997) ____________ 27
3.4.1.2. Bevlogenheid als apart concept (Schaufeli & Bakker, 2010) _________________________ 27
3.4.2. Het meten van bevlogenheid ______________________________________________________ 27
3.4.3. Bevlogenheid vs. jobsaHsfacHe _____________________________________________________ 27
3.4.4. Bevlogenheid: antecedenten en gevolgen ____________________________________________ 28
3.4.4.1. PotenHal antecedents of work engagement (Peeters et al., 2013) ____________________ 28
3.4.4.2. PotenHal consequences of work engagement (Peeters et al., 2013) __________________ 28
3.4.5. Bevlogenheid: mogelijke verklaringsmechanismen _____________________________________ 28
3.4.6. Bevlogenheid: 8 stellingen ________________________________________________________ 28
3.4.7. Burnout vs. bevlogenheid _________________________________________________________ 29
3.4.8. Epiloog________________________________________________________________________ 29
3.5. Werkverveling (‘Work Boredom’) _____________________________________________ 29
3.5.1. Het definiëren van werkverveling __________________________________________________ 29
3.5.2. Het meten van werkverveling______________________________________________________ 29
3.5.3. Werkverveling: antecedenten en gevolgen ___________________________________________ 29
3.5.3.1. PotenHal antecedents of work boredom (Peeters et al., 2013) _______________________ 29
3.5.3.2. PotenHal consequences of work boredom (Peeters et al., 2013) _____________________ 29
3.5.4. Werkverveling: mogelijke verklaringsmechanismen ____________________________________ 29
3.6. Werkverslaving (‘Workaholism’) ______________________________________________ 30
3.6.1. Inleiding_______________________________________________________________________ 30
3.6.2. Het definiëren van werkverslaving __________________________________________________ 30
3.6.2.1. Scob et al. (1997): drie eisen _________________________________________________ 30
3.6.3. Bevlogenheid vs. werkverslaving ___________________________________________________ 30
3.6.4. Het meten van werkverslaving _____________________________________________________ 30
3.6.4.1. Aantal (over)uren per week __________________________________________________ 30
3.6.4.2. Wetenschappelijk instrument: WART ___________________________________________ 30
3.6.4.3. Wetenschappelijk instrument WorkBat _________________________________________ 31
3.6.5. Werkverslaving: antecedenten en gevolgen __________________________________________ 32
3.6.5.1. Hoe ontstaat werkverlaving? _________________________________________________ 32
3.6.5.2. Gevolgen van werkverslaving _________________________________________________ 32
3.6.6. Besluit: de toekomst van werkverslaving _____________________________________________ 33
3.7. Jobtevredenheid (‘Job Sa/sfac/on’) ___________________________________________ 33
3.8. Individuele verschillen ______________________________________________________ 33
3.8.1. Common individual differences of employee well-being (Peeters et al., 2013) _______________ 33
3.8.2. Specific individual differences and employee well-being (Peeters et al., 2013) _______________ 33
3.9. Conclusie: mo[o __________________________________________________________ 34
3.10. Werkgerelateerd (on)welbevinden in de gezondheidszorg: onderzoek________________ 34
3.10.1. Conceptueel burnout-model (Vlerick, 1994) _______________________________________ 34
3.10.2. Studie 1: antecedenten bij VK in Vlaamse Algemene ZH ______________________________ 34
3.10.3. Studie 1: gevolgen bij ZHVK _____________________________________________________ 35
3.10.4. Studie 2: burnout bij geriaHsche VK (Piers et al., 2012) _______________________________ 35
3.10.5. Studie 3: burnout in Swedish nursing students (Rudman & Gustavsson, 2012) ____________ 35
3.10.6. Studie 4: Burnout among French emergency physicians (Estryn-Behar et al., 2011) ________ 35
3.10.7. Studie 5: burnout among intensivists in adult ICU’s in French public hospitals (Embriaco et al.,
2007) 36
3.10.8. Studie 6: burnout among German anaesteHsts (Heinke et al., 2011) ____________________ 36
3.10.9. Studie 7: burnout among UK surgeons (Upton et al., 2012) ___________________________ 36
3.10.9.1. Verklaring: mediatoren (Donahue et al., 2012) ___________________________________ 36
3.10.9.2. Burnout-audit _____________________________________________________________ 36
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, 3.10.9.3. Kenmerken van burnout-intervenHes___________________________________________ 36
3.10.9.4. Adviezen voor de prakHjk: WG ________________________________________________ 37
3.10.9.5. Adviezen voor de prakHjk: WN ________________________________________________ 37
3.10.10. Studie 8: nurses’ work engagement in Israelian reHrement homes (Abdelhadi & Drach-Zahavv,
2011) 37
3.10.10.1. Verklaring: mediatoren (Reijseger et al., 2012) _________________________________ 38
3.10.11. Studie 9: work engagement in UK doctors (Manus et al., 2011) ________________________ 38
3.11. Synthese _________________________________________________________________ 38
3.11.1. Het WEB-model (Bakker et al.,, 2001) _____________________________________________ 38
3.12. Epiloog __________________________________________________________________ 38
4. Jobperforman1e ________________________________________________________ 39
4.1. Warming up ______________________________________________________________ 39
4.2. Werkperforman/e _________________________________________________________ 39
4.3. Wetenschappelijk ar/kel: Wang et al., 2014 _____________________________________ 39
4.3.1. AuthenHc leadership (Walumbwa et al., 2008) ________________________________________ 39
4.3.1.1. KernkarakterisHeken authenHeke leider_________________________________________ 39
4.3.2. ModeraHon role of psychological capital? (Luthans & Youssef, 2004) ______________________ 39
4.3.3. MediaHng role of Leader-Member Exchange (LMX)? (Dansereau et al., 1975) _______________ 40
4.3.4. Mediated moderaHon? ___________________________________________________________ 40
4.3.5. Conceptueel onderzoeksmodel & methode __________________________________________ 40
4.3.6. Resultaten _____________________________________________________________________ 40
4.3.6.1. H1 ______________________________________________________________________ 40
4.3.6.2. H2 ______________________________________________________________________ 40
4.3.6.3. H3 ______________________________________________________________________ 40
4.3.6.4. H4 ______________________________________________________________________ 41
4.3.6.5. H5a _____________________________________________________________________ 41
4.3.6.6. H5b _____________________________________________________________________ 41
4.3.7. Discussie ______________________________________________________________________ 41
4.4. Conclusie ________________________________________________________________ 41
5. Psychosociale werkrisico’s: preven1e en interven1e_____________________________ 42
5.1. Arbeidsrisico’s en risicomanagement __________________________________________ 42
5.2. Codex Welzijn op het werk (FOD WASO, 2021) __________________________________ 42
5.3. Top 5 arbeidsrisico’s (ArboNed)_______________________________________________ 42
5.3.1. Psychosocial risks _______________________________________________________________ 42
5.3.2. Psychosocial risk management _____________________________________________________ 42
5.3.2.1. SOBANE – strategie voor risicobeheer (FOD WASO) _______________________________ 43
5.3.2.2. Stress management intervenHon ______________________________________________ 43
5.4. Classificeren van interven/es ________________________________________________ 43
5.4.1. Op basis van doel _______________________________________________________________ 43
5.4.2. Op basis van sHjl/ontwikkelingsfase _________________________________________________ 43
5.4.2.1. Casus: veiligheidsladder _____________________________________________________ 43
5.4.3. Op basis van stressniveau _________________________________________________________ 43
5.4.4. Op basis van target ______________________________________________________________ 43
5.4.5. CriHcal process and contextual factors during intervenHons _____________________________ 44
5.5. Psychosocial safety climate __________________________________________________ 44
5.5.1. PSC-model (Dollard & Bakker, 2010 & Law et al., 2013) _________________________________ 44
5.6. Psychosocial risico’s: knipperlichten (FOD WASO, 2014) ___________________________ 44
5.7. Interven/ons in work & organiza/onal psychology: key ques/ons ___________________ 44
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