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Article
Publication date: 23 January 2018

Julia Moeller, Zorana Ivcevic, Arielle E. White, Jochen I. Menges and Marc A. Brackett

The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.

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Abstract

Purpose

The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.

Design/methodology/approach

A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations.

Findings

A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands.

Originality/value

This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.

Details

Career Development International, vol. 23 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Book part
Publication date: 26 June 2012

Jochen I. Menges

What is organizational emotional intelligence? Does it matter? And how can organizations increase their level of organizational emotional intelligence? In an attempt to find…

Abstract

What is organizational emotional intelligence? Does it matter? And how can organizations increase their level of organizational emotional intelligence? In an attempt to find answers to these questions, this chapter provides a conceptualization of organizational emotional intelligence, discusses what we know about its associations with organizational outcomes, and proposes several practically relevant ways to improve organizational emotional intelligence. Specifically, organizational emotional intelligence is conceptualized as a combination of the aggregate level of individual emotional intelligence of employees and the utilization of emotionally intelligent procedures, norms, and behaviors throughout an organization. Preliminary evidence suggests that organizational emotional intelligence is positively associated with organizational performance and employees’ health. Organizations might be able to increase their organizational emotional intelligence by accumulating individual emotional intelligence among their employees and by applying emotionally intelligent procedures, some of which are discussed in this chapter.

Details

Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

Book part
Publication date: 1 September 2014

Frank Walter, Bernd Vogel and Jochen I. Menges

We offer a new perspective on group affective diversity by introducing the construct of mixed group mood, denoting co-occurring positive and negative mood states between different…

Abstract

We offer a new perspective on group affective diversity by introducing the construct of mixed group mood, denoting co-occurring positive and negative mood states between different members of a group. Mixed group mood is characterized by four facets, namely members’ distribution between two positive and negative subgroups, subgroups’ average mood intensity, subgroups’ mood intensity heterogeneity, and individual members’ mood ambivalence. Building on information/decision-making and social categorization/similarity–attraction perspectives, we explore the performance consequences of mixed group mood along these four facets and we discuss implications and directions for future research.

Details

Individual Sources, Dynamics, and Expressions of Emotion
Type: Book
ISBN: 978-1-78190-889-1

Keywords

Book part
Publication date: 15 July 2009

Jochen I. Menges and Heike Bruch

In this chapter, we extend existing models of individual and collective emotional intelligence to the organizational level and provide an empirical study on the performance impact…

Abstract

In this chapter, we extend existing models of individual and collective emotional intelligence to the organizational level and provide an empirical study on the performance impact of organizational emotional intelligence. We propose that organizational emotional intelligence is composed of the average level of individual emotional intelligence of organization members and the collectively shared emotionally intelligent norms, values, and behaviors that shape their interaction. Across 156 organizations, we demonstrate sufficient within-organization consistency and between-organization difference to consider emotional intelligence a collective organizational characteristic. In addition, we show that the level of organizational emotional intelligence is positively associated with operational performance, financial performance, and innovation performance, and negatively associated with involuntary absence. Thus, organizational emotional intelligence can be considered a valuable asset for organizations.

Details

Emotions in Groups, Organizations and Cultures
Type: Book
ISBN: 978-1-84855-655-3

Abstract

Details

Individual Sources, Dynamics, and Expressions of Emotion
Type: Book
ISBN: 978-1-78190-889-1

Content available
Book part
Publication date: 26 June 2012

Abstract

Details

Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

Book part
Publication date: 26 June 2012

Neal M. Ashkanasy, Charmine E.J. Härtel and Wilfred J. Zerbe

The chapters in this volume are drawn from the best contributions to the 2010 International Conference on Emotion in Organizational Life held in Montreal, Canada in August of that…

Abstract

The chapters in this volume are drawn from the best contributions to the 2010 International Conference on Emotion in Organizational Life held in Montreal, Canada in August of that year, complemented with invited chapters consonant with the theme of this volume. This highly successful conference, founded by the editors of this volume, and first held in 1998, is fondly referred to by many as the “Emonet” conference, after the email discussion listserv set up to support the conference and all those interested in advancing knowledge in emotions in organizational settings. We are especially grateful to the conference paper reviewers and acknowledge their service in the appendix of the book.

Details

Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

Abstract

Details

Individual Sources, Dynamics, and Expressions of Emotion
Type: Book
ISBN: 978-1-78190-889-1

Content available
Book part
Publication date: 29 July 2013

Abstract

Details

Individual Sources, Dynamics, and Expressions of Emotion
Type: Book
ISBN: 978-1-78190-889-1

Book part
Publication date: 15 July 2009

Mirele Cardoso do Bonfim is Professor of Psychology at Salvador University, Brazil, and she is psychologist at Federal Institute of Education, Science and Technology, Bahia…

Abstract

Mirele Cardoso do Bonfim is Professor of Psychology at Salvador University, Brazil, and she is psychologist at Federal Institute of Education, Science and Technology, Bahia (IFBA). She received her master's degree in Organizational Psychology from Federal University of Bahia. Her primary researches have been focused on emotions at work and emotional labor. C.V.: Available at http://lattes.cnpq.br/2452149954749191

Details

Emotions in Groups, Organizations and Cultures
Type: Book
ISBN: 978-1-84855-655-3

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