Annet H. de LangeAnnet H. de Lange

24-02-200924-02-2009

GroningenGroningen

A developmental perspective on work, A developmental perspective on work, mental health and work motivationmental health and work motivation

AgendaAgenda

1.1. IntroductionIntroduction

2.2. Across-time changes: two studiesAcross-time changes: two studies

3.3. Age processes: new meta-analysis and Age processes: new meta-analysis and perspectiveperspective

4.4. Overall ConclusionsOverall Conclusions

Topics

Relation work and mental health:-Job crafting-Across time dynamics Humor study

Aging at work: -results meta-analysis work motives -new theoretical perspective

Short summary PHD studies and follow-up *De Lange et al. (2003; 2004; 2005; 2008; 2009)

› Relation work and mental health more dynamic than most models convey

› Time lag of 1 year sufficient for relation work and mental health

› Multiple mechanisms may explain the reciprocal relation between work and mental health

Theory Reversed effects? (De Lange, 2005)

1. Can be negative or positive

2. Environmental: drifting to worse jobs or upward selection (active shaping work environment or being promoted) to more positive jobsa) internal job changes or job crafting: in which the new learned skills of a worker result in self-determined or supervisor directed changes of the current job (worker seeks new challenges or supervisor provides new challenges), or

b) external job changes due to job transfer: The learning process and obtained new skills make promotability to new challenging work environments possible (Wrzesniewski & Dutton, 2001; Frese, Garst & Fay, 2007).

3 Perceptual: gloomy or rosy perception of reality

Example Work engagementDe Lange et al. (2008)

› 2-waves: complete panel study

› N=981 Belgian workers

› Comparing stayers (N=603), promotion makers (N=123), and external movers (N=145)

› Work engagement and job resources (task control, social support and departmental resources)

Job demands-Resources model(Bakker & Demerouti, 2007)

Hypotheses

› Hyp. 2: Normal causal effects of resources on work engagement among stayers?

› Hyp. 3: reversed effects of work engagement on job resources among movers? External move: negative reversed effect, promotion maker: positive reversed effect?

Stayers

Col

Super-visor

support

Autonomy

Depart-mental

recources

Engage-ment

Col

Super-visor

support

Depart-mental

recources

Engage-ment

.55

.55

.65

.63

.68

.08

Time 1 Time 2

Results Stayers

.04

.05 Autonomy

Promotion makers

Col

Super-visor

support

Depart-mental

recources

Engage-ment

Col

Super-visor

support

Depart-mental

recources

Engage-ment

.37

.32

.38

.40

.57

Time 1 Time 2

Results Promotion Makers

.200

.20

Autonomy Autonomy

External movers

Col

Super-visor

support

Depart-mental

recources

Engage-ment

Col

Super-visor

support

Depart-mental

recources

Engage-ment

.35

.19

.29

.15

.22

Time 1 Time 2

Results External Movers

-.07 Autonomy Autonomy

Job Autonomy

4

4,5

5

5,5

6

Time 1 Time 2

Stayers*

Promotionmakers*

Externalmovers*

Results Resources?

Results work engagement

Work engagement

4

4,5

5

5,5

6

Time 1 Time 2

Stayers

Promotionmakers*

Externalmovers*

Study 2: Humor?

Study 2: Effects of Humor?Study 2: Effects of Humor?

› Popular view: greater sense of humor enhances Popular view: greater sense of humor enhances psychological well-being and physical health (Kuiper psychological well-being and physical health (Kuiper et al., 2004). et al., 2004).

› Some research confirms this notion, while others Some research confirms this notion, while others show opposite effects. show opposite effects.

› Martin et al. (2003) developed a more extensive Martin et al. (2003) developed a more extensive theory, specifying exact conditions in which ‘sense of theory, specifying exact conditions in which ‘sense of humor’ leads to physical and psychological well-being. humor’ leads to physical and psychological well-being. More specifically More specifically

› 4 humor styles: affiliative, self-enhancing, aggressive 4 humor styles: affiliative, self-enhancing, aggressive and self-defeating. and self-defeating.

› Aggressive and self-defeating humor are less Aggressive and self-defeating humor are less desirable and potentially detrimental to psychological desirable and potentially detrimental to psychological well-being, whereas affiliative humor should enhance well-being, whereas affiliative humor should enhance psychological well-being (Martin et al., 2003). psychological well-being (Martin et al., 2003).

A two-dimensional model of humor (based on Martin, 2002)

Destructive/ loss

Constructive/ growth

Internal/Self-identity

External/Social

identity

Self-defeating

humor

Self-enhancing

humor

Agressivehumor

Affiliative humor

Theoretical backgroundTheoretical background

Affiliative humorAffiliative humor may affect respondents through may affect respondents through positive emotional states:positive emotional states:-like a more positive perceptual perspective or -like a more positive perceptual perspective or increased emotional tolerance for stressful increased emotional tolerance for stressful events (O’Connell, 1976; Borcherdt, 2002; Kuiper events (O’Connell, 1976; Borcherdt, 2002; Kuiper & Olinger, 1998)& Olinger, 1998)

-or it can manifest itself through positive -or it can manifest itself through positive physiological processes (e.g. enhanced physiological processes (e.g. enhanced functioning of the immune system; Kuiper & functioning of the immune system; Kuiper & Nicoll, 2004; Martin, 2004). Nicoll, 2004; Martin, 2004).

Study 2: experimental studyStudy 2: experimental studyAimAim

Examine whether after performing a stressful Examine whether after performing a stressful dispatch task, an dispatch task, an affiliative affiliative type of humor type of humor intervention:intervention:

1 reduces psychological complaints (e.g. need 1 reduces psychological complaints (e.g. need for recovery and depressive mood) for recovery and depressive mood)

2 has a positive impact on objective outcomes 2 has a positive impact on objective outcomes like respondent’s heart rate variability or like respondent’s heart rate variability or performance.performance.

HypothesesHypotheses

Stressful task

Depressive complaints

Need for recovery

Increased hart rate, reduced variability

Performance

+

+

+

--

Affiliative humor intervention

MethodMethod› Experimental study (Based on NExperimental study (Based on NWO sponsored, simulation taxi WO sponsored, simulation taxi

dispatch center (Bos, Mulder, Ouwerkerk, de Waard, 2005). Task dispatch center (Bos, Mulder, Ouwerkerk, de Waard, 2005). Task was evaluated as stressfulwas evaluated as stressful

› Generate wide range of scenarios in a controlled setting, while Generate wide range of scenarios in a controlled setting, while taking into account the additional requirements of the taking into account the additional requirements of the experimenter. experimenter.

› Pilot tests revealed that the ‘Taxi Simulation dispatch task’ was Pilot tests revealed that the ‘Taxi Simulation dispatch task’ was experienced as a stressful task with a high task load and few experienced as a stressful task with a high task load and few task control.task control.

› N=56 psychology studentsN=56 psychology students (64% female): (64% female): 4 waves4 waves› Two intervention groups (19 students per group): affiliative Two intervention groups (19 students per group): affiliative

video, aggressive video, 1 control group (18 students; video, aggressive video, 1 control group (18 students; downloading Youtube)downloading Youtube)

› Measures:Measures: • Psychological well-being measures (need for recovery, Psychological well-being measures (need for recovery,

depressive complaints)depressive complaints)• Heart rate frequency and variabilityHeart rate frequency and variability• Performance (taxi declining, timing and selection)Performance (taxi declining, timing and selection)

DesignDesign

T1 T2 T3 T4

TrainingTaxi dispatch

taskHumor

intervention

15 minutes 6 minutes

Heart rate frequency and variability

T1: humor style questionnaire, depressive complaints, need for recovery

T2: task pleasure

T3, 4: task load, depressive complaints, need for recovery

performance

InterventionIntervention

› Dutch comedian: Hans TeeuwenDutch comedian: Hans Teeuwen

http://nl.youtube.com/watch?v=PatELskRWWA

Manipulation check

Group N M (SD) p Comparison group p

Pleasurable 123

191918

1.84 (0.38)1.84 (0.38)1.17 (0.38)

< .001 1 – 21 – 32 – 3

1.00< .001< .001

Sarcastic 123

191918

1.89 (0.32)1.42 (0.51) 1.11 (0.32)

< .001 1 – 21 – 32 – 3

001< .001.060

Hurting 123

191918

1.21 (0.42)1.00 (0.00)1.06 (0.24)

.063 1 – 21 – 32 – 3

.071

.2891.00

Group 1=agressive, 2=affiliative and 3=neutral;

1=yes, 2=no

ResultsResults

› No significant effects for performance No significant effects for performance (marginal effect for taxi selection), heart rate (marginal effect for taxi selection), heart rate frequencyfrequency

› Significant resultsSignificant results for depressive complaints, for depressive complaints, need for recovery and heart rate variabilityneed for recovery and heart rate variability

Depressive complaintsDepressive complaints

0

0,5

1

1,5

2

2,5

T1 T4

Aggressive

Affiliative

Control

After intervention

Need for recoveryNeed for recovery

1

1,05

1,1

1,15

1,2

1,25

1,3

1,35

1,4

training simulation intervention

Aggressive

Affiliative

Control

Heart rate variabilityHeart rate variability

6,6

6,8

7

7,2

7,4

7,6

7,8

Training simulation intervention

Aggressive

Affiliative

Control

T3

T4

ConclusionsConclusions

› Positive psychological as well as physiological Positive psychological as well as physiological effects for affiliative humor interventioneffects for affiliative humor intervention

› No significant effects of aggressive humor No significant effects of aggressive humor interventionintervention

› It is important to further examine these effects It is important to further examine these effects and include real life workers (e.g. taxi and include real life workers (e.g. taxi dispatchers, intensive care personnel, fire dispatchers, intensive care personnel, fire fighters).fighters).

Part II: Age and work motivation

Why focus on Age and work motivation?

› Baby boom generation large and increasing percentage of the work population

› Current cabinet proposals make it difficult to retire before 65

› Approaching retirement is related to diminished motivation to continue work (cf. Mehrabian & Blum, 1996; Kooij, De Lange et al., in press)

› Career development older workers has not been studied extensively (De Lange et al., 2005; 2006)

› No age-specific theory

Study 3: Kooij, De Lange et al. (2009)Work-related motives

› Needs: inner drivers, such as Maslow’s (1943) hierarchy of needs (physiological needs, need for security, need to belong, need for esteem and need for self-actualization)

› Work values: more socialized drivers

› New definition: The unconscious (i.e., needs) and conscious (i.e., values) importance (including preference and desirability) workers attach to job characteristics and work outcomes

Work-related motives (2)

1. Growth motives, which concern the motives to realize all of one’s potentialities

2. Social motives, which concern relationships with and being recognized

3. Security motives, which include all the various forms of material and physiological desires

a. Intrinsic motives refer, for example, to interesting work and autonomy

b. Extrinsic motives refer, for example, to pay and promotion

Life span developmental and social psychological theory

› Selection Optimization and Compensation theory (Baltes et al., 1999)

› Life span theory of Control (Heckhausen & Schulz, 1995)

› Regulatory focus theory (Higgins, 1997)

With age, goal focus shifts from promotion/ optimization to prevention/compensation and control strategy shifts from primary to secondary control

Changing time perspective

Time till deathTime since birth

Life span theory: effects changing time perspective

Short term goals

Deepening (emotion-related), more intrinsic goals

Long term goals

growth and new knowledge related, more extrinsic goals

Open ended

Constraint

Two motivational or self-regulatory systems and related goals

1 Promotion focus:

underlying need is growth and development

2 Prevention focus:

underlying need is safety and security

Studies Ebner et al. (2006; 2007): Prevention focus increases with age.

But why? No age-specific variable included in theory and never been tested in relation to actual work context

HypothesesAssociations with age

1. Growth motives:

2. Security motives:

3. Social motives:

4. Intrinsic motives:

5. Extrinsic motives:

Method: meta-analysis

› Literature search resulted in N = 66 studies (samples) from 47 articles, total sample size of N = 25,323 individual respondents

› Effect size = correlation coefficient› Measures

Age = calendar age› Hunter and Schmidt’s (2004) meta-analytic

technique› Correlation coefficients corrected for statistical

artifacts › Use confidence intervals to interpret significance of

results (Cohen, 1993)

Results: description of studies

The 66 selected studies: • Articles (98.5%) published between 1970 and 2007;• 62% of the studies were performed in the United

States, 24% in Europe and 3% in Asia; • The studies were conducted in government

departments (20%), manufactories (15%), professional service (14%) and health care companies (6%), among white collar workers (21%), managers (9%), sales agents (9%), blue collar workers (8%) or nurses (6%);

• The mean age of the total sample was 38 (18.7 – 50.5).

Conclusions (1)

1. Growth motives do not change with age

2. Security motives do not change with age

3. Social motives increase with age +

4. Intrinsic motives increase with age +

5. Extrinsic motives decrease with age +

Conclusions (2)

Some support for Socio-emotional selectivity theory and Life span theory of Control

Only the goal focus of white collar workers shifts with age from promotion/ optimization to prevention/compensation

Older workers still need and value work-related growth!!

Aim: new perspective

Using insights of:• Life-span developmental theory• Self-regulation theory• Person-environment theory

A self-regulatory time based perspective

Integrating both theories

2 Prevention focus:underlying need is safety and security; intrinsic motives

1 Promotion focus:underlying need is growth and development; extrinsic motives

Open ended

Constraint

Person-environment fit

Person regulatory focus

Task induced focus

Mis(Fit)?

Worker motivation will be higher if personal needs and interests are congruent with aspects of their environment; when goal of task sustains current regulatory orientation

Self-regulatory time-based perspective

Hyp. 1

Person regulatory focus

Task induced regulatory focus

Motivation to (continue) work

Time perspective: “open ended” versus “constraint”

Age Hyp. 2

Person-Task regulatory focus fit

Hyp. 3

+

Overall conclusions

Developmental processes indicate:

› Complex relations between psychosocial work and mental health

› Different explanations for reciprocal effects, aging etc.› That stability and change should not be mixed› Increasing diversity: different intra-individual change

trajectories› It is important to distinguish developmental process

variables like “time perspective” that can further explain these different change trajectories.

› What is your opinion?

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