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Year 2011, Volume: 13 Issue: 3, 7 - 26, 01.09.2011

María J. Jaımez Francisco D. Bretones

Abstract

After a review of publications on the emerging concept of Healthy Organisations, we contribute a conceptual model of workplace health improvement based on empowerment strategies to promote worker participation, autonomy and control in the organisation. We propose that structural strategies can increase the engagement and organisational commitment of employees, but only if they truly feel in possession of power and autonomy, and that this psychological empowerment also facilitates the development of healthy organisational practices. Achievement of both types of empowerment could improve the work climate, psychological well-being and performance of employees and lead to reductions in absenteeism and staff turnover.

Keywords

Structural Empowerment Psychological Empowerment Engagement Organisational Commitment Well-Being

References

  • Allen, N. J. and Meyer, J. P. (1990). The mea- surement and antecedents of affective, continuance and normative commit- ment to the organization. Journal of Oc- cupational Psychology, 63, 1-18.
  • Abrams, D. and Ando, K. H. (1998). Psycho- logical attachment to the group: cross- cultural differences in organizational identification and subjective norms as predictors of workers´ turnover intenti- ons. Personality and Social Psychology Bulletin, 24(10), 1027-1039.
  • Arnetz, B. and Blomkvist, V. (2007). Lea- dership, Mental Health, and Organiza- tional Organizations. Psychotherapy Psycho- somatics, 76, 242-248. Health Care
  • Arzu Wasti, S. (2003). Organizational com- mitment, turnover intentions and the influence of cultural values. Journal of Occupational Psychology, 76, 303-321. Organizational
  • Ashforth, B. E. (1989). The experience of po- werlessness in organizations. Organiza- tional Behavior and Human Decision Processes, 43, 207-242.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. and Taris, T. W. (2008). Work engage- ment: An emerging concept in occupa- tional health psychology. Stress, 22, 187-200. Work &
  • Becker, H. S. (1960). Notes on the concept of commitment. American Journal of So- ciology, 66, 40-53.
  • Begley, T. M. and Czajka, J. M. (1993). Panel analysis of the moderating effects of commitment on job satisfaction, intent to quit, and health following organiza- tional change. Journal of Applied Psychology, 78, 552-556.
  • of a healthy workplace requires employees
  • to be actively involved in the participation
  • and shaping of organisational practices.
  • Bretones, F. D. y González, M. J. (2011). Sub- jective and Occupational Well-Being in a Sample of Mexican Workers. Social In- dicators Research. DOI 10.1007/s11205- 010-9616-5.
  • Britt, T. W. (2003). Motivational and emotional consequences of self-engagement: Dyna- mics in the 2000 presidential election. Mo- tivation and Emotion, 27, 339-358.
  • Britt, T. W., and Bliese, P. B. (2003). Testing the stress-buffering effects of self-enga- gement among soldiers on a military operation. Journal of Personality, 72,
  • Britt, T. W., Castro, C. A. and Alder, A. B. (2005). Self-Engagement, Stressors, and Health: A Longitudinal Study. Persona- lity and Social Psychology Bulletin, 31, 1475-1486.
  • Buchanan, B. (1974). Building organizational commitment: The socialization of ma- nagers in work organizations. Admi- nistrative 533-546. Quarterly, 19,
  • Campbell, J. P., Dunnette, M. D., Lawler, E. E. and Weick, K. (1970). Managerial be- havior, performance and effectiveness. New York: McGraw-Hill.
  • Cant, J. M. (2000). Proactive Behavior in Or- ganizations. Journal of Management, 26, 435-462.
  • Carson, K. D., Carson, P. P. and Bedian, A. G. (1995). Development and construct validation of a career entrenchment measure. Journal of Occupational and Organizational Psychology, 68, 301-320.
  • Chen, H. and Chen, Y. (2008). The impact of Work Redesign and Psychological Em- powerment on Organizational Com- mitment in a Changing Environment: An Example From Taiwan’s State- Owned Enterprises. Public Personnel Management, 37, 279-302.
  • Cohen, A. (1996). On the discriminant vali- dity of the Meyer and Allen measure of organizational commitment: Howdoes it fit with the work commitment cons- truct? Educational and Psychological Measurement, 56, 494–503.
  • Conger, J.A., and Kanungo, R.N. (1988). The empowerment process: Integrating the- ory and practice. Academy of Manage- ment Review, 13, 471-483.
  • Deci, W. L. and Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum.
  • Demerouti, E., Bakker, A. B., Nachreiner, F. and Schaufeli, W. B. (2001). The Job De- mands-Resources Model of Burnout. Jo- urnal of Applied Psychology, 86, 499-512.
  • Ergeneli, A., Ari, G. S. and Metin, S. (2007). Psychological empowerment and its re- lationship to trust in immediate mana- gers. Journal of Business Research, 60, 41-49.
  • Fink, S. L. (1992). High commitment workp- laces. New York: Quorum.
  • Glisson, C., and James, L. R. (2002). The cross- level effects of culture and cli- mate in human service teams. Journal of Organizational Behavior, 23(6), 767.
  • Grawitch, M. J., Gottschalk, M. and Munoz, D. C. (2006). The Path to a Healthy Workplace a Critical Review Linking Healthy Workplace Practices, Emplo- yee Well-being, and Organizational Im- provements. Consulting Psychology Journal: Practice and Research, 58, 129- 147.
  • Grawitch, M. J., Ledford Jr., G. E., Ballard, D. W. and Barber, L. K. (2009). Leading the Healthy Workforce: The integral role of employee involvement. Consulting Psychology Journal: Practice and Rese- arch, 61, 122-135.
  • Grawitch, M. J., Trares, S. and Kohler, J. M. (2007). Healthy Workplace Practices and Employee Outcomes. International Journal of Stress Management, 14, 275
  • Hackman, J. R. and Oldman, G. R. (1980). Work redesign. Reading, MA: Addison- Wesley.
  • Hallberg, U. E. and Schaufeli, W. B. (2006). “Same Same” But different? Can Work Engagement Be Discriminated from Job Involvement and Organizational Com- mitment? European Psychologist, 11,
  • Hammer, T. H., Landau, J. C. and Stern, R. C. (1981). Absenteeism when workers have a voice: the case of employee ow- nership. Journal of Applied Psychology, 66(5), 561-573.
  • Ito, J. K. and Brotheridge, C. M. (2005). Does supporting employees’ career adaptabi- lity lead to commitment, turnover, or both? Human Resource Management, 44, 5-19.
  • Iverson, R.D., Deery, S.J. and Erwin, P.J. (1995), Absenteeism in the health servi- ces sector: a causal model and interven- tion strategies. In Riedel, P., Preston A. (Eds), Managing Absenteeism: Analy- sing and Preventing Labour Absence, Canberra: Australian Government Prin- ting Services.
  • Jaros, S. J., Jermier, J. M., Koehler, J. W. and Sincich, T. (1993). Effects of continu- ance, affective, and moral commitment on the withdrawal process: An evalua- tion of structural equation models. Aca- demy of Management Journal, 36, 951-995.
  • Kanter, R. M. (1968). Commitment and so- cial organization: A study of commit- ment communities. American Sociological Review, 33, 499-517. in Utopian 35, 439-449.
  • Laschinger, H., Finegan, J. and Shamian J. (2001). Promoting nurses health: effect empowerment on job strain and work satisfaction. Nursing Economics, 19, 42–
  • Laschinger H., Finegan J. E., Shamian J. and Wilk P. (2004) longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organi- zational Behavior, 25, 527–544.
  • Levin, J. M. and Kleiner, B. H. (1992). How to reduce organizational turnover and absenteeism. Work Study, 41, 6, 6-9.
  • Likert, R. (1967). The human organization. New York: McGraw-Hill.
  • Marlash, C. and Leiter, M. P. (1997). The Truth About Burnout. San Francisco, CA: Jossey Bass.
  • Mañas, M. A., González-Romá, V., and Peiró, J. M. (1999). El clima de los equi- pos de trabajo: determinantes y conse- cuencias. Almería: Universidad de Almería.
  • Mathieu, J. E. and Zajac, D. M. (1990). A re- view and meta-analysis of the antece- dents, correlates and consequences of organizational commitment. Psycholo- gical Bulletin, 108, 171-194.
  • McMurray, A., Scott, D. R., and Pace, R. (2004). The relationship between orga- nizational commitment and organiza- tional climate in manufacturing. Human Resource Development Quar- terly, 15, 473-488.
  • Menon, S. T. (2001). Employee Empower- ment: An Integrative Psychological Approach. Applied Psychology: An In- ternational Review, 50, 153-180.
  • Menon, S. T. (1999). Psychological Empo- werment: Definition, Measurement, and Validation. Canadian Journal of Be- havioural Science, 31, 161-164.
  • Meyer, J. P. and Allen, N. J. (1984). Testing the side-bet theory of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69, 372-378.
  • Meyer, J. P. and Allen, N. J. (1991). A three- component conceptualization of orga- nizational Resource Management Review, 1, 61- Human
  • Meyer, J. P. and Allen, N. J. (1997). Commit- ment in the workplace: Theory, Rese- arch, and Application. Thousand Oaks, CA: Sage.
  • Meyer, J. P., Allen, N. J. and Smith, K. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Jo- urnal of Applied Psychology, 78, 538
  • Meyer, J. P., Stanley, D. J., Herscovitch, L. and Topolnytsky, L. (2002). Affective, continuance, and normative commit- ment to the organization: A meta-analy- sis of antecedents, correlates, and consequences. Journal of Vocational Be- havior, 61, 20-52.
  • Mobley, W. H. (1982). Employee turnover causes, consequences and control. Rea- ding, MA: Addison Wesley.
  • Moran, E. T. and Volkwein, J. F. (1992). The cultural approach to the formation of organizational climate. Australian Jour- nal of Communication, 17, 98-112.
  • Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Mana- gement Review, 8, 486-500.
  • Mowday, R. T., Steers, R. M. and Porter, W. L. (1979). The measurement of organi- zational commitment. Journal of Voca- tional Behavior, 14, 224-247.
  • Page, K. M. and Vella-Brodrick, D. A. (2009). The “What”, “Why” and “How” of em- ployee well-being: a new model. Social Indicators Research, 90, 441-458.
  • Parker, C. P., Baltes, B., Young, S., and Huff, J. (2003). Relationships between psycho- logical climate perceptions and work outcomes: a meta-analytic review. Jour- nal of Organizational Behavior, 24(4), 389-416.
  • Pienaar, J. and Willemse, S. A. (2008). Bur- nout, engagement, coping and general health of service employees in the hos- pitality industry. Tourism Manage- ment, 29, 1053-1063.
  • Poter, L. W., Steers, R. M., Mowday, R. T. and Boulain, P.V. (1974). Organizatio- nal commitment, job satisfaction, and turnover among psychiatric technici- ans. Journal of Applied Psychology, 59, 603-609.
  • Prestholdt, P. H., Lane, I. M. and Mathews, R. C. (1987). Nurse turnover as reaso- ned action: Development of a process model. Journal of Applied Psychology, 72, 221-228.
  • Quinn, R. E. and Spreitzer, G. M. (1997). The road to empowerment: Seven questions ever leader should consider. Organiza- tional Dynamics, 26, 37-49.
  • Reichers, A. E. (1985). A review and recon- ceptualization of organizational com- mitment. Academy of Management Review, 10, 465-476.
  • Ross, I. C. and Zander, A. (1979). Satisfacción de necesidades y rotación de personal. In V. H.Vroom & E. L. Deci (eds.) Moti- vación y alta dirección. México: Trillas.
  • Rydqvist, L.G. and Winroth, J. (2002).Sports, Keep-Fit Measures, Health and Health Promotion, (In Swedish), Farsta: SISU Sportsbooks.
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  • Salanova, M. and Schaufeli, W. (2009). El en- gagement en el trabajo. Madrid: Ali- anza Editorial.
  • Schaufeli, W. B. and Bakker, A. B. (2004). Job demands, job resources and their relati- onship with burnout and engagement: A multi-sample study. Journal of Orga- nizational Behavior, 25, 293-315.
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Towards A Healthy Organisation Model: The Relevance Of Empowerment

Year 2011, Volume: 13 Issue: 3, 7 - 26, 01.09.2011

María J. Jaımez Francisco D. Bretones

Abstract

References

  • Allen, N. J. and Meyer, J. P. (1990). The mea- surement and antecedents of affective, continuance and normative commit- ment to the organization. Journal of Oc- cupational Psychology, 63, 1-18.
  • Abrams, D. and Ando, K. H. (1998). Psycho- logical attachment to the group: cross- cultural differences in organizational identification and subjective norms as predictors of workers´ turnover intenti- ons. Personality and Social Psychology Bulletin, 24(10), 1027-1039.
  • Arnetz, B. and Blomkvist, V. (2007). Lea- dership, Mental Health, and Organiza- tional Organizations. Psychotherapy Psycho- somatics, 76, 242-248. Health Care
  • Arzu Wasti, S. (2003). Organizational com- mitment, turnover intentions and the influence of cultural values. Journal of Occupational Psychology, 76, 303-321. Organizational
  • Ashforth, B. E. (1989). The experience of po- werlessness in organizations. Organiza- tional Behavior and Human Decision Processes, 43, 207-242.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. and Taris, T. W. (2008). Work engage- ment: An emerging concept in occupa- tional health psychology. Stress, 22, 187-200. Work &
  • Becker, H. S. (1960). Notes on the concept of commitment. American Journal of So- ciology, 66, 40-53.
  • Begley, T. M. and Czajka, J. M. (1993). Panel analysis of the moderating effects of commitment on job satisfaction, intent to quit, and health following organiza- tional change. Journal of Applied Psychology, 78, 552-556.
  • of a healthy workplace requires employees
  • to be actively involved in the participation
  • and shaping of organisational practices.
  • Bretones, F. D. y González, M. J. (2011). Sub- jective and Occupational Well-Being in a Sample of Mexican Workers. Social In- dicators Research. DOI 10.1007/s11205- 010-9616-5.
  • Britt, T. W. (2003). Motivational and emotional consequences of self-engagement: Dyna- mics in the 2000 presidential election. Mo- tivation and Emotion, 27, 339-358.
  • Britt, T. W., and Bliese, P. B. (2003). Testing the stress-buffering effects of self-enga- gement among soldiers on a military operation. Journal of Personality, 72,
  • Britt, T. W., Castro, C. A. and Alder, A. B. (2005). Self-Engagement, Stressors, and Health: A Longitudinal Study. Persona- lity and Social Psychology Bulletin, 31, 1475-1486.
  • Buchanan, B. (1974). Building organizational commitment: The socialization of ma- nagers in work organizations. Admi- nistrative 533-546. Quarterly, 19,
  • Campbell, J. P., Dunnette, M. D., Lawler, E. E. and Weick, K. (1970). Managerial be- havior, performance and effectiveness. New York: McGraw-Hill.
  • Cant, J. M. (2000). Proactive Behavior in Or- ganizations. Journal of Management, 26, 435-462.
  • Carson, K. D., Carson, P. P. and Bedian, A. G. (1995). Development and construct validation of a career entrenchment measure. Journal of Occupational and Organizational Psychology, 68, 301-320.
  • Chen, H. and Chen, Y. (2008). The impact of Work Redesign and Psychological Em- powerment on Organizational Com- mitment in a Changing Environment: An Example From Taiwan’s State- Owned Enterprises. Public Personnel Management, 37, 279-302.
  • Cohen, A. (1996). On the discriminant vali- dity of the Meyer and Allen measure of organizational commitment: Howdoes it fit with the work commitment cons- truct? Educational and Psychological Measurement, 56, 494–503.
  • Conger, J.A., and Kanungo, R.N. (1988). The empowerment process: Integrating the- ory and practice. Academy of Manage- ment Review, 13, 471-483.
  • Deci, W. L. and Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum.
  • Demerouti, E., Bakker, A. B., Nachreiner, F. and Schaufeli, W. B. (2001). The Job De- mands-Resources Model of Burnout. Jo- urnal of Applied Psychology, 86, 499-512.
  • Ergeneli, A., Ari, G. S. and Metin, S. (2007). Psychological empowerment and its re- lationship to trust in immediate mana- gers. Journal of Business Research, 60, 41-49.
  • Fink, S. L. (1992). High commitment workp- laces. New York: Quorum.
  • Glisson, C., and James, L. R. (2002). The cross- level effects of culture and cli- mate in human service teams. Journal of Organizational Behavior, 23(6), 767.
  • Grawitch, M. J., Gottschalk, M. and Munoz, D. C. (2006). The Path to a Healthy Workplace a Critical Review Linking Healthy Workplace Practices, Emplo- yee Well-being, and Organizational Im- provements. Consulting Psychology Journal: Practice and Research, 58, 129- 147.
  • Grawitch, M. J., Ledford Jr., G. E., Ballard, D. W. and Barber, L. K. (2009). Leading the Healthy Workforce: The integral role of employee involvement. Consulting Psychology Journal: Practice and Rese- arch, 61, 122-135.
  • Grawitch, M. J., Trares, S. and Kohler, J. M. (2007). Healthy Workplace Practices and Employee Outcomes. International Journal of Stress Management, 14, 275
  • Hackman, J. R. and Oldman, G. R. (1980). Work redesign. Reading, MA: Addison- Wesley.
  • Hallberg, U. E. and Schaufeli, W. B. (2006). “Same Same” But different? Can Work Engagement Be Discriminated from Job Involvement and Organizational Com- mitment? European Psychologist, 11,
  • Hammer, T. H., Landau, J. C. and Stern, R. C. (1981). Absenteeism when workers have a voice: the case of employee ow- nership. Journal of Applied Psychology, 66(5), 561-573.
  • Ito, J. K. and Brotheridge, C. M. (2005). Does supporting employees’ career adaptabi- lity lead to commitment, turnover, or both? Human Resource Management, 44, 5-19.
  • Iverson, R.D., Deery, S.J. and Erwin, P.J. (1995), Absenteeism in the health servi- ces sector: a causal model and interven- tion strategies. In Riedel, P., Preston A. (Eds), Managing Absenteeism: Analy- sing and Preventing Labour Absence, Canberra: Australian Government Prin- ting Services.
  • Jaros, S. J., Jermier, J. M., Koehler, J. W. and Sincich, T. (1993). Effects of continu- ance, affective, and moral commitment on the withdrawal process: An evalua- tion of structural equation models. Aca- demy of Management Journal, 36, 951-995.
  • Kanter, R. M. (1968). Commitment and so- cial organization: A study of commit- ment communities. American Sociological Review, 33, 499-517. in Utopian 35, 439-449.
  • Laschinger, H., Finegan, J. and Shamian J. (2001). Promoting nurses health: effect empowerment on job strain and work satisfaction. Nursing Economics, 19, 42–
  • Laschinger H., Finegan J. E., Shamian J. and Wilk P. (2004) longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organi- zational Behavior, 25, 527–544.
  • Levin, J. M. and Kleiner, B. H. (1992). How to reduce organizational turnover and absenteeism. Work Study, 41, 6, 6-9.
  • Likert, R. (1967). The human organization. New York: McGraw-Hill.
  • Marlash, C. and Leiter, M. P. (1997). The Truth About Burnout. San Francisco, CA: Jossey Bass.
  • Mañas, M. A., González-Romá, V., and Peiró, J. M. (1999). El clima de los equi- pos de trabajo: determinantes y conse- cuencias. Almería: Universidad de Almería.
  • Mathieu, J. E. and Zajac, D. M. (1990). A re- view and meta-analysis of the antece- dents, correlates and consequences of organizational commitment. Psycholo- gical Bulletin, 108, 171-194.
  • McMurray, A., Scott, D. R., and Pace, R. (2004). The relationship between orga- nizational commitment and organiza- tional climate in manufacturing. Human Resource Development Quar- terly, 15, 473-488.
  • Menon, S. T. (2001). Employee Empower- ment: An Integrative Psychological Approach. Applied Psychology: An In- ternational Review, 50, 153-180.
  • Menon, S. T. (1999). Psychological Empo- werment: Definition, Measurement, and Validation. Canadian Journal of Be- havioural Science, 31, 161-164.
  • Meyer, J. P. and Allen, N. J. (1984). Testing the side-bet theory of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69, 372-378.
  • Meyer, J. P. and Allen, N. J. (1991). A three- component conceptualization of orga- nizational Resource Management Review, 1, 61- Human
  • Meyer, J. P. and Allen, N. J. (1997). Commit- ment in the workplace: Theory, Rese- arch, and Application. Thousand Oaks, CA: Sage.
  • Meyer, J. P., Allen, N. J. and Smith, K. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Jo- urnal of Applied Psychology, 78, 538
  • Meyer, J. P., Stanley, D. J., Herscovitch, L. and Topolnytsky, L. (2002). Affective, continuance, and normative commit- ment to the organization: A meta-analy- sis of antecedents, correlates, and consequences. Journal of Vocational Be- havior, 61, 20-52.
  • Mobley, W. H. (1982). Employee turnover causes, consequences and control. Rea- ding, MA: Addison Wesley.
  • Moran, E. T. and Volkwein, J. F. (1992). The cultural approach to the formation of organizational climate. Australian Jour- nal of Communication, 17, 98-112.
  • Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Mana- gement Review, 8, 486-500.
  • Mowday, R. T., Steers, R. M. and Porter, W. L. (1979). The measurement of organi- zational commitment. Journal of Voca- tional Behavior, 14, 224-247.
  • Page, K. M. and Vella-Brodrick, D. A. (2009). The “What”, “Why” and “How” of em- ployee well-being: a new model. Social Indicators Research, 90, 441-458.
  • Parker, C. P., Baltes, B., Young, S., and Huff, J. (2003). Relationships between psycho- logical climate perceptions and work outcomes: a meta-analytic review. Jour- nal of Organizational Behavior, 24(4), 389-416.
  • Pienaar, J. and Willemse, S. A. (2008). Bur- nout, engagement, coping and general health of service employees in the hos- pitality industry. Tourism Manage- ment, 29, 1053-1063.
  • Poter, L. W., Steers, R. M., Mowday, R. T. and Boulain, P.V. (1974). Organizatio- nal commitment, job satisfaction, and turnover among psychiatric technici- ans. Journal of Applied Psychology, 59, 603-609.
  • Prestholdt, P. H., Lane, I. M. and Mathews, R. C. (1987). Nurse turnover as reaso- ned action: Development of a process model. Journal of Applied Psychology, 72, 221-228.
  • Quinn, R. E. and Spreitzer, G. M. (1997). The road to empowerment: Seven questions ever leader should consider. Organiza- tional Dynamics, 26, 37-49.
  • Reichers, A. E. (1985). A review and recon- ceptualization of organizational com- mitment. Academy of Management Review, 10, 465-476.
  • Ross, I. C. and Zander, A. (1979). Satisfacción de necesidades y rotación de personal. In V. H.Vroom & E. L. Deci (eds.) Moti- vación y alta dirección. México: Trillas.
  • Rydqvist, L.G. and Winroth, J. (2002).Sports, Keep-Fit Measures, Health and Health Promotion, (In Swedish), Farsta: SISU Sportsbooks.
  • Salanova, M., Agut, S. and Peiró, J. M. (2005) Linking organizational resources and work engagement to employee perfor- mance and customer loyalty: The me- diation of service climate. Journal of Applied Psychology 90, 1217-1227.
  • Salanova, M. and Llorens, S. (2008). Estado actual y retos futuros en el estudio del burnout. Papeles del Psicólogo, 29, 59
  • Salanova, M. and Schaufeli, W. (2009). El en- gagement en el trabajo. Madrid: Ali- anza Editorial.
  • Schaufeli, W. B. and Bakker, A. B. (2004). Job demands, job resources and their relati- onship with burnout and engagement: A multi-sample study. Journal of Orga- nizational Behavior, 25, 293-315.
  • Schaufeli, W. B., Bakker, A. B. and Van Rhe- nen, W. (2009). How changes in job de- mands and resources predict burnout, work engagement, and sickness absen- teeism. Journal of Organizational Beha- vior, 30, 893-917.
  • Schaufeli, W. B., Salanova, M., González- Román, V. and Bakker, A. B. (2002). The measurement of engagement and bur- nout: A two sample confirmatory factor analytic approach. Journal of Happi- ness Studies, 3, 71-92.
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There are 81 citations in total.

Details

Other ID JA23FM52TF
Journal Section Articles
Authors

María J. Jaımez This is me

Francisco D. Bretones This is me

Publication Date September 1, 2011
Published in Issue Year 2011 Volume: 13 Issue: 3

Cite

APA Jaımez, M. J., & Bretones, F. D. (2011). Towards A Healthy Organisation Model: The Relevance Of Empowerment. ISGUC The Journal of Industrial Relations and Human Resources, 13(3), 7-26.
AMA Jaımez MJ, Bretones FD. Towards A Healthy Organisation Model: The Relevance Of Empowerment. isguc. September 2011;13(3):7-26.
Chicago Jaımez, María J., and Francisco D. Bretones. “Towards A Healthy Organisation Model: The Relevance Of Empowerment”. ISGUC The Journal of Industrial Relations and Human Resources 13, no. 3 (September 2011): 7-26.
EndNote Jaımez MJ, Bretones FD (September 1, 2011) Towards A Healthy Organisation Model: The Relevance Of Empowerment. ISGUC The Journal of Industrial Relations and Human Resources 13 3 7–26.
IEEE M. J. Jaımez and F. D. Bretones, “Towards A Healthy Organisation Model: The Relevance Of Empowerment”, isguc, vol. 13, no. 3, pp. 7–26, 2011.
ISNAD Jaımez, María J. - Bretones, Francisco D. “Towards A Healthy Organisation Model: The Relevance Of Empowerment”. ISGUC The Journal of Industrial Relations and Human Resources 13/3 (September 2011), 7-26.
JAMA Jaımez MJ, Bretones FD. Towards A Healthy Organisation Model: The Relevance Of Empowerment. isguc. 2011;13:7–26.
MLA Jaımez, María J. and Francisco D. Bretones. “Towards A Healthy Organisation Model: The Relevance Of Empowerment”. ISGUC The Journal of Industrial Relations and Human Resources, vol. 13, no. 3, 2011, pp. 7-26.
Vancouver Jaımez MJ, Bretones FD. Towards A Healthy Organisation Model: The Relevance Of Empowerment. isguc. 2011;13(3):7-26.