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

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  • Jan-Bennet Voltmer

    (Leuphana University of Lüneburg, Institute of Management & Organization (IMO), Universitätsallee 1, 21335 Lüneburg, Germany
    FernUniversität Hagen, Institute of Psychology, Universitätsstraße 47, 58097 Hagen, 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
    Silver Workers Research Institute (SWRI), Ernst-Reuter-Platz 10, 10587 Berlin, Germany)

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.

Suggested Citation

  • Jan-Bennet Voltmer & Edgar Voltmer & Jürgen Deller, 2018. "Differences of Four Work-Related Behavior and Experience Patterns in Work Ability and Other Work-Related Perceptions in a Finance Company," IJERPH, MDPI, vol. 15(7), pages 1-20, July.
    • Handle: RePEc:gam:jijerp:v:15:y:2018:i:7:p:1521-:d:158683
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    References listed on IDEAS

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    Cited by:

    1. Jin Lee & Robert Henning & Martin Cherniack, 2019. "Correction Workers’ Burnout and Outcomes: A Bayesian Network Approach," IJERPH, MDPI, vol. 16(2), pages 1-14, January.

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