Lecture 1 Work Performance

Lecture 1 Work & Performance Work aspects  autonomy, challenges, responsibility, good equipment Organization  salary, colleagues, good atmosphere, training, work culture Person  Engagement, skills and knowledge, health condition, intrinsic motivation Basic principles 1.Mutual relationship between work and health 2.Focus on person, work, organization a.Occupational health, three different objectives (slides) Focus of occupational health -HRM, health promotion oCure oPrevention oAmplition -Occupational Safety and Health (OSH) oJob content oWorking conditions -Organization (tries to combine work & person) oPolicy, culture oIntegration of HRM and OSH 1 / 3

Knowledge clips lecture 2 2.1 intro & DCS Theoretical models 1.DCS

2.JD-R

3.DISC and DISC-R 4.ERI 5.JCM 6.Vitamin model Demand-control model (DC model, Karasek, 1979) -Job control  high or low -Job demands  high or low -Passive jobs  low job control & low job demands -Active jobs  high job control & high job demands -Low strain jobs  high job control & low job demands -High strain jobs  low job control & High jo demands -Strain hypothesis  as job demands get higher and job control gets lower the strain increases -Active learning hypothesis  as job demands get higher and job control gets higher as well there is more active learning on the job Demand-Control-Support Model (DCS model)

-Extra factor: social support

-Job demands can be bettered by social support -Iso-strain jobs  high demands, low control and low support  dangerous work 2 / 3

2.2 JD-R model Job demands resources model -Original JD-R model (Demeroutie et al., 2001) -Exhaustion and disengagemnet are two aspects of burn-out -Job demands are characterist of the work that are negative (physical, emotional, etc.) -Job resources are the positive job charateristics (help perfomere your tasks; autonomy etc.) -Overtaxing process  high job demands lead to exhaustion -Withdrawal  low job resources leads to withdrawal of disengagement The revised JD-R model (Schaufeli & Bakker, 2004) -Burnout as one concept instead of two -Work engagement a positive counterpart of burnout -Work outcomes: health and productivity  job demands and job resources lead to work outcomes through burnout and work engagement (explanatory variables) -Health impairment process  from job demands through burn out to work outcomes -Motivational process  from job resources trough work engagement to work outcomes Further revisions of the JD-R model -Job demands may also influence work engagement  positive (more workloador negative -Job demands and job resources interact  they possibly influence each other Personal resources in the JD-R model -Personal resources  characteristic of the individual that help the individual to do their tasks (self- efficacy, optimism, etc.) A.Personal resources may directly influence the risk on burn out and the work engagement B.Personal resources may moderate the effects of job demands and job resources on burn out and work engagement

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