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

Author

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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
    Optentia Research Focus Area, North-West University, Vanderbijlpark 1900, South Africa)

  • Wilmar B. Schaufeli

    (Research Unit Occupational & Organizational Psychology and Professional Learning, KU Leuven, 3000 Leuven, Belgium
    Department of Social, Health & Organizational Psychology, Utrecht University, 3584 CH Utrecht, The Netherlands)

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.

Suggested Citation

  • Jari J. Hakanen & Annina Ropponen & Hans De Witte & Wilmar B. Schaufeli, 2019. "Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries," IJERPH, MDPI, vol. 16(24), pages 1-17, December.
    • Handle: RePEc:gam:jijerp:v:16:y:2019:i:24:p:4951-:d:294861
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    References listed on IDEAS

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    Cited by:

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    2. Neda Bebiroglu & Marie Bayot & Benjamin Brion & Léopold Denis & Thomas Pirsoul & Isabelle Roskam & Moïra Mikolajczak, 2021. "An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout," IJERPH, MDPI, vol. 18(17), pages 1-13, September.
    3. Mung Khie Tsen & Manli Gu & Chee Meng Tan & See Kwong Goh, 2023. "Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 168(1), pages 511-538, August.
    4. Piia Seppälä & Lotta Harju & Jari J. Hakanen, 2020. "Interactions of Approach and Avoidance Job Crafting and Work Engagement: A Comparison between Employees Affected and Not Affected by Organizational Changes," IJERPH, MDPI, vol. 17(23), pages 1-20, December.
    5. Ana Martínez-Díaz & Miguel A. Mañas-Rodríguez & Pedro A. Díaz-Fúnez & José M. Aguilar-Parra, 2021. "Leading the Challenge: Leader Support Modifies the Effect of Role Ambiguity on Engagement and Extra-Role Behaviors in Public Employees," IJERPH, MDPI, vol. 18(16), pages 1-14, August.

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