Differences of Four Work-Related Behavior and Experience Patterns in Work Ability and Other Work-Related Perceptions in a Finance Company

Jan-Bennet Voltmer, Edgar Voltmer and Jürgen Deller
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Jan-Bennet Voltmer: Leuphana University of Lüneburg, Institute of Management & Organization (IMO), Universitätsallee 1, 21335 Lüneburg, Germany
Edgar Voltmer: Friedensau Adventist University, An der Ihle 19, 39291 Möckern-Friedensau, Germany
Jürgen Deller: Leuphana University of Lüneburg, Institute of Management & Organization (IMO), Universitätsallee 1, 21335 Lüneburg, Germany

IJERPH, 2018, vol. 15, issue 7, 1-20

Abstract: The present study applies a salutogenetic approach to psycho-social stress and wellbeing at work and for the first time analyzes the relation of an extended model of four work-related behavior and experience patterns to work related perceptions, like work ability, job satisfaction and turnover intention, or engagement. Employees of an international financial services company ( N = 182) completed the questionnaire Work-related behavior and experience pattern ( Arbeitsbezogenes Verhaltens- und Erlebensmuster ; AVEM). The AVEM has oftentimes been used for research in helping professions, but research in non-helping professions is scarce. In addition to the AVEM, measures of job satisfaction, work ability, work engagement, presenteeism, and turnover intention were included in this study. Almost half (46.2%) of the sample showed a rather unambitious attitude towards work, followed by a burnout-related risk pattern (22.0%), a healthy pattern (19.8%), and a pattern at risk for overexertion (12.1%). Significantly more favorable scores were found for all work-related perceptions in participants with the healthy pattern compared to those with the burnout-related risk pattern, except for turnover intention where no significant differences were found. For work ability and vigor, those with a healthy pattern also had significantly higher scores than those with an unambitious pattern and a pattern at risk for overexertion. Being at risk for burnout not only affects job-related wellbeing and coping resources, but also work ability and work engagement. A need for personnel and organizational development and health promotion is indicated by a high number of individuals with reduced working motivation and risk patterns for overexertion or burnout.

Keywords: behavior and experience patterns; job satisfaction; non-helping profession; presenteeism; work ability; work engagement (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2018
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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