ORCID Profile
0000-0002-6691-517X
Current Organisation
KU Leuven
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Publisher: Wiley
Date: 05-2004
DOI: 10.1002/EJSP.202
Publisher: BMJ
Date: 07-2022
DOI: 10.1136/BMJOPEN-2021-059159
Abstract: The increasing burden of mental distress reported by healthcare professionals is a matter of serious concern and there is a growing recognition of the role of the workplace in creating this problem. Magnet hospitals, a model shown to attract and retain staff in US research, creates positive work environments that aim to support the well-being of healthcare professionals. Magnet4Europe is a cluster randomised controlled trial, with wait list controls, designed to evaluate the effects of organisational redesign, based on the Magnet model, on nurses' and physicians' well-being in general acute care hospitals, using a multicomponent implementation strategy. The study will be conducted in more than 60 general acute care hospitals in Belgium, England, Germany, Ireland, Norway and Sweden. The primary outcome is burnout among nurses and physicians, assessed in longitudinal surveys of nurses and physicians at participating hospitals. Additional data will be collected from them on perceived work environments, patient safety and patient quality of care and will be triangulated with data from medical records, including case mix-adjusted in-hospital mortality. The process of implementation will be evaluated using qualitative data from focus group and key informant interviews. This study was approved by the Ethics Committee Research UZ/KU Leuven, Belgium additionally, ethics approval is obtained in all other participating countries either through a central or decentral authority. Findings will be disseminated at conferences, through peer-reviewed manuscripts and via social media. ISRCTN10196901.
Publisher: Informa UK Limited
Date: 02-2010
Publisher: American Psychological Association (APA)
Date: 11-2022
DOI: 10.1037/STR0000269
Publisher: Springer Science and Business Media LLC
Date: 11-10-2023
Publisher: Wiley
Date: 30-12-2021
DOI: 10.1111/PEPS.12493
Abstract: Applying qualitative and quantitative analyses across four studies and seven s les, we clarified the meaning and developed a new measure of career insecurity. Career insecurity is defined as “ an in idual's thoughts and worries that central content aspects of one's future career might possibly develop in an undesired manner .” The new Multidimensional Career Insecurity Scale (MU‐CI‐S) measures eight career insecurity (CI) dimensions: (1) CI‐Career opportunities (2) CI‐Decreased prestige and qualification requirements of the employment (3) CI‐Contractual employment conditions (4) CI‐Unemployment (5) CI‐Change of workplace (6) CI‐Retirement (7) CI‐Work‐nonwork interactions and (8) CI‐Discrepancy between in idual resources and work demands. Across all studies, the MU‐CI‐S showed excellent psychometric properties (e.g., factor loadings of all items and internal consistencies of all dimensions) and high levels of construct validity (e.g., theoretically assumed factorial structure and discriminant and convergent validity). The analyses showed concurrent, predictive, and incremental validity beyond neuroticism and other job and career insecurity measures for predicting health and well‐being, job performance, career success, and career attitudes. The results provide a comprehensive assessment and investigation of career‐related insecurity perceptions in the current labor market. Moreover, the results offer theoretical and practical implications for in idual career planning, career counseling, and organizational career management.
Publisher: SAGE Publications
Date: 28-08-2013
Abstract: This study investigates affective experience as a function of unemployment duration in South Africa. The study contrasts two models. The stress reaction model proposes a linear decrease of affective experience as unemployment prolongs. The adaptation model assumes a curvilinear pattern between affective experience and unemployment duration. Analysis of variance (ANOVA) with contrast revealed no differences in affective experience between short-term ( N = 101), long-term ( N = 152) and very long-term ( N = 119) unemployed. The findings do not favour either of the models, yet indicate that unemployment is a severe stressor regardless of its duration. These results underline the need for structural changes (e.g. delivering unemployment benefits, stimulating job creation) in order to overcome the negative affective experiences of the South African unemployed.
Publisher: Wiley
Date: 25-01-2021
DOI: 10.1111/APHW.12246
Abstract: This study contributes to the research of employee health and well‐being by examining the longitudinal effects of psychological contract (PC) breach on employees’ health. We integrate Social Exchange and Conservation of Resources theories to position effort–reward imbalance (ERI) as the mediating mechanism. We also assessed the moderating role of perceived job control as a boundary condition through which employees could prevent PC breach and ERI from adversely affecting their health. Using three‐wave longitudinal survey data from 389 employees, we estimated a path model using each variable’s growth parameters (intercept and slope). We found support for our hypotheses regarding stable effects we found positive associations between PC breach and physical and mental health complaints and a need for recovery through ERI perceptions. We further tested employees’ perceived control over the work environment as a boundary condition and found support for its role in attenuating the positive relationship between PC breach and ERI perceptions, but not for its moderating role in the ERI–health outcomes relationship. Our findings indicate that exposure to PC breach has a detrimental impact on employee health/well‐being via perceptions of ERI and allow us to unravel one of the cognitive mechanisms leading to potential employee ill‐health. We conclude with theoretical and practical implications.
Publisher: Springer Science and Business Media LLC
Date: 14-07-2023
DOI: 10.1007/S00420-023-01996-3
Abstract: Multicomponent interventions are recommendable to achieve the greatest mental health benefits, but are difficult to evaluate due to their complexity. Defining long-term outcomes, arising from a Theory of Change (ToC) and testing them in a pilot phase, is a useful approach to plan a comprehensive and meaningful evaluation later on. This article reports on the pilot results of an outcome evaluation of a complex mental health intervention and examines whether appropriate evaluation measures and indicators have been selected ahead of a clustered randomised control trial (cRCT). The MENTUPP pilot is an evidence-based intervention for Small and Medium Enterprises (SMEs) active in three work sectors and nine countries. Based on our ToC, we selected the MENTUPP long-term outcomes, which are reported in this article, are measured with seven validated scales assessing mental wellbeing, burnout, depression, anxiety, stigma towards depression and anxiety, absenteeism and presenteeism. The pilot MENTUPP intervention assessment took place at baseline and at 6 months follow-up. In total, 25 SMEs were recruited in the MENTUPP pilot and 346 participants completed the validated scales at baseline and 96 at follow-up. Three long-term outcomes significantly improved at follow-up ( p 0.05): mental wellbeing, symptoms of anxiety, and personal stigmatising attitudes towards depression and anxiety. The results of this outcome evaluation suggest that MENTUPP has the potential to strengthen employees’ wellbeing and decrease anxiety symptoms and stigmatising attitudes. Additionally, this study demonstrates the utility of conducting pilot workplace interventions to assess whether appropriate measures and indicators have been selected. Based on the results, the intervention and the evaluation strategy have been optimised.
Publisher: Emerald
Date: 09-03-2015
DOI: 10.1108/JOEPP-01-2015-0002
Abstract: – The recent economic crisis gave rise to job insecurity and had a seemingly greater effect on western than eastern countries. The purpose of this paper is to examine cross-cultural differences of the influence of job insecurity on employees’ wellbeing, innovative work behaviour (IWB) and safety outcomes in the form of attention-related cognitive errors (ARCES) in Germany as compared to mainland China. – S les from both Germany and China rate their job insecurity, work engagement, burnout, IWB and ARCES in a survey. – For both German and Chinese employees there was an indirect relationship between job insecurity and ARCES through burnout. In the German s le, there was an indirect relationship between employees’ job insecurity and IWB through work engagement. In contrast, the Chinese s le only showed the direct relationship between quantitative job insecurity and IWB, but not a mediation effect. – For organizations to be effective and their employees to work safely, it is essential to understand the nature and process of job insecurity in different national contexts. – The present research is unique by relating job insecurity to employee’ innovation on the one hand and safety outcomes on the other. Furthermore, these relationships are examined in the cultural contexts of Germany and China, contributing to the gap of research carried out in eastern contexts.
Publisher: Informa UK Limited
Date: 2012
Publisher: MDPI AG
Date: 08-07-2019
Abstract: (1) Background: Work-related stress is a major contributor to human error. One significant workplace stressor is job insecurity, which has been linked to an increased likelihood of experiencing burnout. This, in turn, might affect human error, specifically attention-related cognitive errors (ARCES) and the ability to detect errors. ARCES can be costly for organizations and pose a safety risk. Equally detrimental effects can be caused by failure to detect errors before they can cause harm. (2) Methods: We gathered self-report and behavioral data from 148 employees working in educational, financial and medical sectors in China. We designed and piloted an error detection task in which employees had to compare fictitious customer orders to deliveries of an online shop. We tested for indirect effects using the PROCESS macro with bootstrapping (3) Results: Our findings confirmed indirect effects of job insecurity on both ARCES and the ability to detect errors via burnout. (4) Conclusions: The present research shows that job insecurity influences making and detecting errors through its relationship with burnout. These findings suggest that job insecurity could increase the likelihood for human error with potential implications for employees’ safety and the safety of others.
No related grants have been discovered for Hans De Witte.