Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Jari J. Hakanen, Annina Ropponen, Hans De Witte and Wilmar B. Schaufeli
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Jari J. Hakanen: Workability and Work Careers, Finnish Institute of Occupational Health, BOX 40, 00032 Helsinki, Finland
Annina Ropponen: Workability and Work Careers, Finnish Institute of Occupational Health, BOX 40, 00032 Helsinki, Finland
Hans De Witte: Research Unit Occupational & Organizational Psychology and Professional Learning, KU Leuven, 3000 Leuven, Belgium
Wilmar B. Schaufeli: Research Unit Occupational & Organizational Psychology and Professional Learning, KU Leuven, 3000 Leuven, Belgium

IJERPH, 2019, vol. 16, issue 24, 1-17

Abstract: The aim of this study was to investigate the relative importance of four job demands and five job resources for employee vitality, i.e., work engagement and exhaustion, in three different employment groups: permanent, temporary and temporary agency workers. We employed data from the sixth European Working Conditions Survey (EWCS) collected in 2015 comprising 28,042 employees from 30 European countries. We used linear regression analyses and dominance analysis (DA). The results showed minor mean differences in work engagement and exhaustion and that temporary agency workers had the highest job insecurity and lowest job control. The associations between job resources and job demands, and work engagement and exhaustion of the groups, did not differ considerably. DA showed that in all three employment groups, job feedback made the strongest contribution to work engagement and workload to exhaustion. In addition, among the temporary agency workers, supervisor support contributed to work engagement and job control (negatively) to exhaustion more than in the other groups. This study suggests that the key determinants of vitality at work may be similar, regardless of contract, and that to have sustainably performing vital workers, organizations should focus on enabling job feedback and preventing high workload in all employment groups.

Keywords: employment contracts; vitality at work; well-being; work engagement; exhaustion; burnout; job demands–resources model; Europe (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2019
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (5)

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