How to look at the bright sight of work: COPSOQ & positive psychology
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1 How to look at the bright sight of work: COPSOQ & positive psychology Gérard Näring, Open Universiteit Nederland Marlies Wagenmaker prof. Karen van Dam pagina 1
2 pagina 2
3 pagina 3 Positive psychology
4 Aim of the presentation Present some positive psychology research from my students Attempt to categorize concepts from positive psychology See which concepts are covered by the COPSOQ See for which concepts good alternatives are available (at no cost) See for which concepts we might like to add scales to the COPSOQ pagina 4
5 Rewarding work in a demanding context: Good Work Meaningfulness in Life Calling pagina 5
6 Good Work (BA thesis Geukers) SAMPLE N = 151 persons working with patients, clients, students. MEASURES Good Work (Berthelsen). 6 items. Cronbach sα=.85 The feeling of doing something meaningful The feeling of making a difference for the patients (Responses Not at all, To a low degree, To some degree, To a high degree, To a very high degree) Emotional demands. COPSOQ-II items 32.3, 32.5, 35.3 & Cronbach sα =.73 Emotional exhaustion. COPSOQ-II items 10.2, 10.4, 10.7 &10.9 Cronbach sα =.90 pagina 6
7 Good Work (Geukers) Criterion Emotional Exhaustion B p Emotional demands Good Work Moderation Emotional demand x Good Work ns 11% variance explained pagina 7
8 Meaningfulness (BA thesis Waiboer) SAMPLE N = 90 persons working with patients, clients, students. MEASURES Meaningfulness (from Spiritual Attitude and Involvement Scale; SAIL) pagina 8 3 items. Cronbach sα=.78 #4. I know what my position is in life #12. I experience the things I do as meaningful #17. My life has meaning and purpose Emotional demands. COPSOQ-II items 32.3, 32.5, 35.3 & Cronbach sα=.82 Emotional exhaustion. MBI Dutch version Schaufeli. Cronbach sα=.87
9 Meaningfulness (Waiboer) Criterion Emotional Exhaustion beta Emo demands.29** Meaningfulness -.35** Emo demands * Meaningfulness ns 20% variance explained pagina 9
10 Calling (MSc thesis Steenkamp) SAMPLE N = 235 religious persons working in institutions for drug addicts with a religious signature. MEASURES Calling Scale. pagina items. (Dobrow & Tosti-Kharas, 2011). Cronbach sα=.79 I am passionate about. (my work) I would sacrify everything to be able to work at My existence would be much less meaningful without my involvement in Emotional demands. 7 items. Dutch Scale VVBA (van Veldhoven & Meijman, 1994) Cronbach sα=.79 Emotional exhaustion. 8 items. MBI Dutch version Schaufeli. Cronbach sα=.87
11 Calling (Steenkamp) Criterion Emotional Exhaustion beta Emo demands.28** Calling -.26** Emo demands * Calling -.02 ns 23% variance explained pagina 11
12 pagina 12 Towards Engagement
13 Meaningfulness (BA thesis van Hijum) SAMPLE N = 183 persons working with patients, students, clients. MEASURES Meaningfulness. COPSOQ-II. 3 items. (Dobrow & Tosti-Kharas, 2011). Cronbach sα=.58 Emotional demands. 6 items. DISC (de Jonge, 1994) Cronbach sα=.70 Engagement. 9 items. Utrecht Work Engagement Scale UWES Schaufeli. Cronbach sα=.92 pagina 13
14 Meaningfulness (van Hijum) Criterion Engagement beta Emo demands.00 Meaningfulness.47** Emo demands * Meaningfulness.04 ns 22% variance explained pagina 14
15 Meaningfulness (BA thesis Haarbrink) SAMPLE N = 183 persons working with patients, students, clients. MEASURES Mindfulness. Mindfulness Attention and Awareness Scale (MAAS) (Brown & Ryan, 2003) Dutch version (Schroevers & Nyklicek, 2008) Emotional demands. 6 items. DISC (de Jonge, 1994) Cronbach sα=.70 Engagement. 9 items. Utrecht Work Engagement Scale UWES (Schaufeli, 2012) Cronbach sα=.92 pagina 15
16 Meaningfulness (Haarbrink) Criterion Engagement beta p Mindfulness Emotional demands Mindfulness*Emo demands % variance explained pagina 16
17 Positive concepts matter They predict a reduction in emotional exhaustion Percentage variance explained counterbalances influence of emotional demands They predict engagement pagina 17
18 attempt to categorize positive concepts What do I bring to work: Personal Resources What do I find at work: Resources from Work How do I experience my work / How do I appraise my work Additional variables from recent review: Mills, M., Fleck, CR, & Kozikowski, A. (2013). Positive Psychology at work: A conceptual review, state-of-practice assessment, and a look ahead. Journal of Positive Psychology, 8(2), Appreciative inquiry Empowerment Gratitude Psychological Capital Positive teamwork Positive leadership pagina 18
19 Attempt to categorize Positive concepts Personal Resources Calling Scale (Dobrow) Spiritual Attitude and Interest Scale (SAIL) Sense of Coherence (COPSOQ) Resilience (not in COPSOQ) Mindfulness (MAAS) Gratitude (one of five affective qualities of mindfulness, Kabat- Zinn; from review Mills) Psychological Capital (from review Mills) 1. Self-efficacy (COPSOQ) 2. Optimisme 3. Hope 4. Resilience pagina 19
20 Attempt to categorize Positive concepts Work environment / Work Content Meaning of Work (COPSOQ) - scale also contains engagement items Sense of Community (COPSOQ) Resources Social Support (COPSOQ) Empowerment (review Mills) Positive teamwork (review Mills) Positive leadership (review Mills) pagina 20
21 Attempt to categorize Positive concepts Experience / Appraisal of work / Work related Health Good Work (Berthelsen) Commitment to the workplace (COPSOQ) Thriving: consisting of 1. Vitality (UWES) 2. Learning (Possibilities for learning in COPSOQ) Job satisfaction (COPSOQ) Engagement (UWES) 1. Vitality 2. Dedication 3. Absorption pagina 21
22 How well are concepts from positive psychology covered Personal Resources For Spirituality and Calling other measures are available, but Sense of Coherence has considerable overlap and may in general be sufficient Mindfulness and Gratitude too specific. Separate scales available Work environment related Meaning of work has overlap with Engagement Empowerment might be a valuable new scale Positive teamwork covered by Social support colleagues Positive leadership covered by Quality of leadership Outcome Good Work Intrinsic motivation might be added Learning is not measured / Possibilities for learning is Engagement (UWES) is freely available pagina 22
23 Wrapping up: attention for positive outcomes is necessary COPSOQ mainly designed to assess psychosocial work environment scales that measure engagement or thriving are lacking. Maybe not necessary to make new scales, as existing scales are widely available Special website with questionnaires on positive psychology from PENN university. pagina 23
24 pagina 24
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