De cross-culturele verschillen in de relaties van resources en demands met bevlogenheid en burn-out
Het job demands-resources model, toepasbaar in alle culturen?
Modellen op basis van werkkenmerken, zoals onder andere het job demands-resources model (Bakker, Demerouti, & Verbeke, 2004), worden vaak toegepast in verschillende culturen. Maar zijn deze modellen wel correct toepasbaar voor verschillende culturen? Zou het niet kunnen dat cultuurverschillen de relaties in het job demands-resources model zodanig beïnvloeden dat het niet op correcte wijze kan worden toegepast? Is het mogelijk dat het overnemen van dit model in verschillende culturen tot vertekende resultaten kan leiden? Met ander woorden, spelen cultuurverschillen een modererende rol in de relatie tussen werkkenmerken en werkuitkomsten?
Met deze meta-analyse, bestaande uit 56 studies, proberen we te achterhalen in welke mate cross culturele verschillen een impact hebben op de relaties van hulpbronnen (resources) en werkeisen (demands) met bevlogenheid en burn-out. Hierbij wordt gebruik gemaakt van het job demands-resources model en de culturele waardendimensies van Hofstede. In het job demands-resources model worden de relaties tussen werkkenmerken en welzijn bestudeerd. Werkkenmerken omvatten de werkeisen en hulpbronnen. Welzijn wordt vooral bestudeerd onder de vorm van burn-out en bevlogenheid. Bij het bestuderen van cultuur werden de culturele waardendimensies van Hofstede gebruikt. Hofstede ontwikkelde vier initiële dimensies van nationale cultuurverschillen namelijk machtsafstand, individualisme versus collectivisme, masculiniteit en onzekerheidsvermijding. Later werden daar nog twee dimensies aan toegevoegd, namelijk lange versus korte termijn oriëntatie en uitbundigheid versus terughoudendheid.
Met dit onderzoek is aangetoond dat cultuurverschillen een impact hebben op de relatie van werkeisen en hulpbronnen met burn-out en bevlogenheid. De resultaten van dit onderzoek geven aan dat masculiniteit voor een minder sterk positief effect zorgt in de relatie van werkeisen met burn-out en een sterker positief effect heeft op de relatie tussen hulpbronnen en bevlogenheid. Er is ook evidentie gevonden voor een minder sterk positief effect van de waardendimensie machtsafstand op de relatie tussen hulpbronnen en bevlogenheid. Verder is er ook evidentie gevonden voor een minder sterk positief effect van individualisme op de relatie tussen werkeisen met burn-out en een sterker positief effect voor de relatie tussen hulpbronnen en bevlogenheid. Tot slot geven de resultaten van dit onderzoek aan dat onzekerheidsvermijding een sterker positief effect heeft op de relatie tussen werkeisen en burn-out en een minder sterk positief effect heeft op de relatie tussen hulpbronnen en bevlogenheid. Er werd ook een overzicht van de meest
vooraanstaande theorieën over cultuurdimensies weergegeven in deze meta-analyse. Een theoretische implicatie van dit onderzoek is dat het model niet meer ongenuanceerd kan gebruikt worden en dat er eventueel aanpassingen moeten gedaan worden om cultuur in het job
demands-resources model te integreren.
Naar de praktijk toe kan het belang van dit onderzoek zeker aangetoond worden. Managers kunnen zich op dit onderzoek baseren om hun managementstrategieën, praktijken en beslissingen te nemen. Wanneer een bedrijf bijvoorbeeld twee vestigingen heeft, één in Nederland en één in China, en het heeft slechts budget om in één land te investeren in ontwikkeling, dan zal deze investering in dit geval naar Nederland gaan. Het is namelijk aangewezen om de investering te verwezenlijken in het land waar hulpbronnen door bepaalde culturele dimensies sterker positief gerelateerd zijn aan bevlogenheid.
Bakker, A. B., Demerouti, E., & Verbeke, W. (2004). Using the job demands‐resources model to
predict burnout and performance. Human Resource Management, 43(1), 83-104.
Bibliografie
Referenties
Opmerking: indien niet duidelijk leesbaar kan achteraan in de scriptie ook de bibliografie teruggevonden worden.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
*Bakker, A. B., & Heuven, E. (2006). Emotional dissonance, burnout, and in-role performance among nurses and police officers. International Journal of Stress Management, 13(4), 423440.
*Bakker, A. B., Demerouti, E., & Euwema, M. C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occuptional Health Psychology, 10(2), 170-18.
Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2002). The validity of the maslach burnout inventory - General survey: an internet study. Anxiety, Stress & Coping, 15(1), 245-260.
*Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2003). Dual processes at work in a call centre: an application of the job demands-resources model. European Journal of Work and Organizational Psychology, 12(4), 393-417.
*Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2005). The crossover of burnout and work engagement among working couples. Human Relations, 58(5), 661-689.
*Bakker, A. B., Demerouti, E., & Verbeke, W. (2004). Using the job demands‐resources model to predict burnout and performance. Human Resource Management, 43(1), 83-104.
*Bakker, A. B., Demerouti, E., De Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62(1), 341-356.
*Bakker, A. B., Demerouti, E., Taris, T. W., Schaufeli, W. B., & Schreurs, P. J. (2003). A multigroup analysis of the job demands-resources model in four home care organizations.International Journal of Stress Management, 10(1), 16-38.
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2014). Burnout and work engagement: the JD-R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1),389-411.
*Bakker, A. B., Dollard, M. F., & Demerouti, E. (2008). How job demands affect partners' experience of exhaustion: integrating work-family conflict and crossover theory. Journal of Applied Psychology, 93(4), 901-911.
*Bakker, A. B., van Emmerik, H., & Euwema, M. C. (2006). Crossover of burnout and engagement in work teams. Work and Occupations, 33(4), 464-489.
*Bakker, A. B., van Emmerik, H., & van Riet, P. (2008). How job demands, resources, and burnout predict objective performance: a constructive replication. Anxiety, Stress & Coping, 21(3), 1-16.
*Balducci, C., Schaufeli, W. B., & Fraccaroli, F. (2011). The job demands-resources model and counterproductive work behaviour: the role of job-related affect. European Journal of Work and Organizational Psychology, 20(4), 467-496.
*Barbier, M., Dardenne, B., & Hansez, I. (2013). A longitudinal test of the job demands-resources model using perceived stigma and social identity. European Journal of Work andOrganizational Psychology, 22(5), 532-546.
Baumgartner, H., & Steenkamp, J. B. E. (2001). Response styles in marketing research: a cross-national investigation. Journal of Marketing Research, 38(2), 143-156.
*Brenninkmeijer, V., Demerouti, E., le Blanc, P. M., & van Emmerik, I. J. (2010). Regulatory focus at work: the moderating role of regulatory focus in the job demands-resources model. Career Development International, 15(7), 708-728.
Brill, P. L. (1984). The need for an operational definition of burnout. Family & Community Health,6(4), 12-24.
Caplan, R. D. (1987). Person-environment fit theory and organizations: commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior, 31(3), 248-267.
*Chen, C., & Chen, S. (2012). Burnout and work engagement among cabin crew: antecedents and consequences. The International Journal of Aviation Psychology, 22(1), 41-58.Cherniss, C. (1980). Professional burnout in human service organizations. New York: Praeger.
Clark, T. (1990). International marketing and national character: a review and proposal for an integrative theory. Journal of Marketing, 54(4), 66-79.
Cleveland, W. S., & Devlin, S. J. (1988). Locally weighted regression: an approach to regression analysis by local fitting. Journal of the American Statistical Association, 83(403), 596-610.
*Consiglio, C., Borgogni, L., Alessandri, G., & Schaufeli, W. B. (2013). Does self-efficay matter for burnout and sickness absenteeism? The mediating role of demands and resources at the individual and team levels. Work & stress, 27(1), 22-42.
*Cox, S., Pakenham, K. I., & Cole, S. (2010). test of the job demands-resources model with HIV/AIDS volunteers. Journal of HIV/AIDS & Social Services, 9(1), 332-355.Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834-848.
Cull, J. (2006). Mentoring young entrepreneurs: what leads to success? International Journal of Evidence Based Coaching and Mentoring, 4(2), 8-18.
Deelstra, J. T., Peeters, M. C., Schaufeli, W. B., Stroebe, W., Zijlstra, F. R., & van Doornen, L. P. (2003). Receiving instrumental support at work: when help is not welcome. Journal of Applied Psychology, 88(2), 324-331.
*Demerouti, E., Bakker, A. B., De Jonge, J., Janssen, P. P., & Schaufeli, W. B. (2001). Burnout and engagement at work as a function of demands and control. Scandinavian Journal of Work, Environment & Health, 27(4), 279-286.
*Demerouti, E., Bakker, A. D., Nachreiner, F., & Schaufeli, W. B. (2001). The job demandsresources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
Demerouti, E., Bakker, A. D., Vardakou, I., & Kantas, A. (2003). The convergent validity of two burnout instruments: a multitrait-multimethod analysis. European Journal of Psychological Assessment, 19, 12-23.
*De Braine, R., & Roodt, G. (2011). The job demands-resources model as predictor of work identity and work engagement: a comparative analysis. Journal of Industrial Psychology, 37(2), 1-11.
Erez, M. (2010). Culture and job design. Journal of Organizational Behavior, 31, 389-400. Garrett, D., & McDaniel, A. (2001). A new look at nurse burnout: the effect of environmental uncertainty and social climate. Journal of Nursing Administration, 31(2), 91-96.
Goldberg, J. H., Lerner, J. S., & Tetlock, P. E. (1999). Rage and reason: the psychology of the intuitive prosecutor. European Journal of Social Psychology, 29(56), 781-795.
González-Romá, V., Schaufeli, W. B., Bakker, A. B., & Lloret, S. (2006). Burnout and work engagement: independent factors or opposite poles? Journal of Vocational Behavior, 68(1), 165-174.
Hackman, J. R., & Oldham, G. R. (1980). Work Redesign. MA: Addison-Wesley.
*Hakanen, J. J., Bakker, A. B., & Demerouti, E. (2005). How dentists cope with their job demands and stay engaged: the moderating role of job resources. European Journal of Oral Sciences, 113(1), 479-487.
*Hakanen, J. J., Bakker, A. B., & Schaufeli, W. B. (2006). Burnout and work engagement among teachers. Journal of School Psychology, 43(1), 495-513.
Hakanen, J. J., Schaufeli, W. B., & Ahola, K. (2008). The job demands-resources model: a threeyear cross-lagged study of burnout,depression, commitment, and work engagement. Work & Stress, 22(3), 224-241.
*Hallberg, U. E., Johansson, G., & Schaufeli, W. B. (2007). Type A behavior and work situation: associations with burnout and work engagement. Scandinavian Journal of Psychology, 48, 135-142.
Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, leadership, and organizations. Thousand Oaks, CA: Sage.
*Hansez, I., & Chmiel, N. (2010). Safety behavior: job demands, job resources, and perceived management commitment to safety. Journal of Occupational Health Psychology, 15(3), 267-278.
*Heuven, E., & Bakker, A. B. (2003). Emotional dissonance and burnout among cabin attendants. European Journal of Work and Organizational Psychology, 12(1), 81-100.
Hofstede, G. (1980). Culture's consequences: International differences in work-related values. Beverly Hills: California: Sage publications.
Hofstede, G. (1997). Cultures and organizations: Software of the mind. USA: McGraw-Hill.
Hofstede, G. (1998). Masculinity and femininity: the taboo dimension of national cultures. Thousand Oaks CA: Sage Publications.
Hofstede, G. (2001). Culture's consequences: comparing values, behaviors, institutions, and organizations across nations. Thousand Oaks: CA: Sage publications.Hofstede, G., & Michael, H. B. (1984). Hofstede's culture dimensions an independent validation using rokeach's value survey. Journal of Cross-Cultural Psychology, 15(4), 417-433.
*Hopkins, V., & Gardner, D. (2012). The mediating role of work engagement and burnout in the relationship between job characteristics and psychological distress among lawyers. New Zealand Journal of Psychology, 41(1), 59-68.
*Houkes, I., Janssen, P. P., de Jonge, J., & Bakker, A. B. (2003). Personality, work characteristics, and employee well-being: a longitudinal analysis of additive and moderating effects. Journal of Occupational Health Psychology, 8(1), 20-38.
Hsu, S.-Y., Woodside, A. G., & Marshall, R. (2013). Critical tests of multiple theories of cultures’ consequences: comparing the usefulness of models by Hofstede, Inglehart and
Baker, Schwartz, Steenkamp, as well as GDP and distance for explaining overseas tourism behavior. Journal of Travel Research, 52(6), 679-704.
Hu, Q., & Schaufeli, W. B. (2011). Job insecurity and renumeration in Chinese family-owned business workers. Career Development International, 16, 6-19.
*Hu, Q., Schaufeli, W. B., & Taris, T. W. (2011). The Job Demands–Resources model: an analysis of additive and joint effects of demands and resources. Journal of Vocational Behavior, 79(1), 181-190.
*Hu, Q., Schaufeli, W. B., & Taris, T. W. (2013). Does equity mediate the effects of job demands and job resources on work outcomes? an extension of the job demands-resources model. Career Development International, 18, 357-376.
*Hu, Q., Schaufeli, W. B., & Taris, T. W. (Re-submitted). The job demands-resources model in China: a differentiation in type of job resources and an extension with guanxi exchange.
*Hu, Q., Schaufeli, W. B., & Taris, T. W. (submitted). How are changes in exposure to job demands and job resources related to burnout and engagement? A longitudinal study among Chinese nurses and police officers.
Hunter, J. E., & Schmidt, F. L. (2004). Methods of meta-analysis: correcting error and bias in research findings. CA: Sage.
*Huynh, J., Metzer, J. C., & Winefield, A. H. (2012). Engaged or connected? A perspective of the motivational pathway of the job demands-resources model in volunteers working for nonprofit organizations. International Journal of Voluntary and Nonprofit Organizations, 23(4), 870-898.
Inglehart, R., & Baker, W. E. (2000). Modernization, cultural change, and the persistence of traditional values. American Sociological Review, 65(1), 19-51.
Inglehart, R., & Norris, P. (2003). Rising tide: gender equality and cultural change around the world. New York: Cambridge university press.*
Inoue, A., Kawakami, N., Tsuno, K., Shimazu, A., Tomioka, K., & Nakanishi, M. (2013). Job demands, job resources, and work engagement of Japanese employees: a prospective cohort study. International Archives of Occupational and Environmental Health, 86(1), 441449.
Javidan, M., Dorfman, P. W., de Luque, M. S., & House, R. J. (2006). In the eye of the beholder: cross cultural lessons in leadership from project GLOBE. Academy of ManagementPerspectives, 20(1), 67-90.
Javidan, M., House, R. J., Dorfman, P. W., Hanges, P. J., & de Luque, M. S. (2006). Conceptualizing and measuring cultures and their consequences: a comparative review of GLOBE’s and Hofstede’s approaches. Journal of International Business Studies, 37(6), 897-914.
Karasek, R. A. (1979). Job demands, job decision latitude, and mental strain: implications for job design. Administrative Science Quarterly, 24(1), 285-308.
Karasek, R. A. (1998). Demand/control model: a social, emotional, and physiological approach to stress risk and active behaviour development. In J. M. Stellman (Ed.). Geneva:International Labour organization.
*Kinnunen, U., Feldt, T., Siltaloppi, M., & Sonnentag, S. (2011). Job demands-resources model in the context of recovery: testing recovery experiences as mediators. European Journal of Work and Organizational Psychology, 20(6), 805-832.
*Knudsen, H. K., Ducharme, L. J., & Roman, P. M. (2009). Turnover intention and emotional exhaustion "at the top": adapting the job demands-resources model to leaders of addiction treatment organizations. Journal of Occupational Health Psychology, 14(1), 84-95.
*Korunka, C., Kubicek, B., Schaufeli, W. B., & Hoonakker, P. (2009). Work engagement and burnout: testing the robustness of the job demands-resources model. The Journal ofPositive Psychology, 4(3), 243-255.
Latack, J. C. (1986). Coping with job stress: measures and future directions for scale development. Journal of Applied Psychology, 71(3), 377-385. Lee, R. T., & Ashforth, B. E. (1990). On the meaning of Maslach's three dimensions of burnout. Journal of Applied Psychology, 71(1), 630-640.
*Lewig, K. A., & Dollard, M. F. (2003). Emotional dissonance, emotional exhaustion and job satisfaction in call centre workers. European Journal of Work and OrganizationalPsychology, 12(4), 366-392.
*Lewig, K. A., Xanthopoulou, D., Bakker, A. B., Dollard, M. F., & Metzer, J. C. (2007). Burnout and connectedness among Australian volunteers: a test of the job demands-resources model. Journal of Vocational Behavior, 71(1), 429-445.
*Le Blanc, P., Bakker, A., Peeters, M., van Heesch, N., & Schaufeli, W. (2001). Emotional job demands and burnout among oncology care providers. Anxiety, Stress & Coping, 14(1), 243-246.
*Llorens, S., Bakker, A. B., Schaufeli, W. B., & Salanova, M. (2006). Testing the robustness of the job demands-resources model. International Journal of Stress Management, 13(3), 378391.
*Llorens, S., Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Computers in Human Behavior, 23(1), 825-841.
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
Maslach, C. (1982). Burnout: the cost of caring. New york: Prentice-Hall.
Maslach, C., & Leiter, M. P. (1997). The truth about burnout: How organizations cause perosnal stress and what to do about it. San Francisco: CA: Jossey-Bass. *Montgomery, A. J., Peeters, M. C., Schaufeli, W. B., & Den Ouden, M. (2003). Work-home interference among newspaper managers: its relationship with burnout and engagement. Anxiety, Stress & Coping, 16(2), 195-211.
*Montgomery, A., Mostert, K., & Jackson, L. (2005). Burnout and health of primary school educators in the north west province. South African Journal of Education, 25(4), 266-272.
Morgeson, F. P., & Humphrey, S. E. (2008). Job and team design: toward a more integrative conceptualization of work design. Reaserch in Personnel and Human ResourcesManagement, 27, 39-92.
Newman, K. L., & Nollen, S. D. (1996). Culture and congruence: the fit between management practices and national culture. Journal of International Business Studies, 27(4), 753-779.
*Opie, T., Dollard, M., Lenthall, S., Wakerman, J., Dunn, S., Knight, S., & Macleod, M. (2010). Levels of occupational stress in the remote area of nursing workforce. The AustralianJournal of Rural Health, 18(1), 235-241.
*Peeters, M. C., Montgomery, A. J., Bakker, A. B., & Schaufeli, W. B. (2005). Balancing work and home: how job and home demands are related to burnout. International Journal of Stress Management, 12(1), 43-61.
*Petrou, P., & Demerouti, E. (2010). Thinking of change in terms of 'gains' or 'losses': promotion versus prevention focus as a moderator in the job demands-resources model. Journal of Industrial Psychology, 36(2), 1-11.
Pruett, M., Shinnar, R., Toney, B., Francisco, L., & Fox, J. (2009). Explaining entrepreneurial intentions of univeristy students: a cross-cultural study. International Journal ofEntrepreneurial Behaviour & Research, 15(6), 571-594.
Rank, J., Pace, V. L., & Frese, M. (2004). Three avenues for future research on creativity, innovation, and initiative. Journal of Applied Psychology, 53(4), 518-528.
Ringov, D., & Zollo, M. (2007). The impact of national culture on corporate social performance. Corporate Governance, 7(4), 476-485.
Rosenthal, R. (1979). The file drawer problem and tolerance for null results. Psychological Bulletin, 86(3), 638-641.
*Rothmann, S., & Joubert, J. H. (2007). Job demands, job resources, burnout and work engagement of managers at a platinum mine in the north west province. South AfricanJournal of Business Management, 38(3), 49-61.
*Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619. *Sardeshmukh, S. R., Sharma, D., & Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: a job demands and job resources model. Work & Employment, 27(3), 193-207.
Schaubroeck, J., Lam, S. S., & Cha, S. E. (2007). Embracing transformational leadership: team values and the impact of leader behavior on team performance. Journal of AppliedPsychology, 92(4), 1020-1030.
Schaufeli, W. B., & Taris, T. (2013). Het job demands-resources model: overzicht en kritische beschouwing. Gedrag en Organisatie, 26(2), 182-204.
*Schaufeli, W. B., Bakker, A. D., & Van Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal ofOrganizational Behavior, 30(7), 893-917.
*Schaufeli, W. B., Maassen, G. H., Bakker, A. B., & Sixma, H. J. (2011). Stability and change in burnout: a 10-year follow-up study among primary care physicians. Journal of Occupational and Organizational Psychology, 84(1), 248-267.
Schwartz, S. H. (1999). A theory of cultural values and some implications for work. Applied Psychology: an international Review, 48(1), 23-47.
Schwartz, S. H. (2006). A theory of cultural value orientations: explication and applications. Comparative Sociology, 5(2), 137-182.
Shao, R., Rupp, D. E., Skarlicki, D. P., & Jones, K. S. (2013). Employee justice across cultures: a meta-analitic review. Journal of Management, 39(1), 263-301. Tomaka, J., & Blascovich, J. (1994). Effects of justice beliefs on cognitive appraisal of and subjective physiological, and behavioral responses to potential stress. Journal of Personality and Social Psychology, 67(4), 732-740.
*Van den Broeck, A., De Cuyper, N., De Witte, H., & Vansteenkiste, M. (2010). Not all job demands are equal: differentiating job hindrances and job challenges in the job demandsresources model. European Journal of Work and Organizational Psychology, 19(6), 735-759.
*Van den Broeck, A., De Cuyper, N., Luyckx, K., & De Witte, H. (2011). Employees' job demans-resources profiles, burnout and work engagement: a person-centred examination.Economic and Industrial Democracy, 33(4), 691-706.
*Van den Broeck, A., Van Ruysseveldt, J., Smulders, P., & De Witte, H. (2011). Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model. European Journal of Work and Organizational Psychology, 20(5), 581-609.
Van der Doef, M., & Maes, S. (1999). The job demand-control (-support) model and psychological well-being: a review of 20 years of empirical research. Work & Stress, 13(2), 87-114.
*Vera, M., Salanova, M., & Lorente, L. (2012). The predicting role of self-efficacyin the job demands-resources model: a longitudinal study. Department of Psychology, 33(2), 167178.
*Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of StressManagement, 14(2), 121-141.
*Xanthopoulou, D., Bakker, A. B., Dollard, M. F., Demerouti, E., Schaufeli, W. B., Taris, T. W., & Schreurs, P. J. (2007). When do job demands particularly predict burnout? Journal of Managerial Psychology, 22(8), 766-786.
