Bevordert een intrinsieke arbeidsoriëntatie de bevlogenheid en arbeidstevredenheid?

Translated title of the contribution: Does intrinsic work orientation have an influence on job satisfaction and work engagement?

Joris Van Ruysseveldt, Hans De Witte, Peter Smulders

    Research output: Contribution to journalArticleAcademicpeer-review

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    Abstract

    What role does an intrinsic work orientation, conceptualized as personal resource, play in the relationship between job demands and resources on the one hand and job satisfaction an work engagement on the other? This has been studied in a large, representative sample of the Dutch working population (N = 4009). Based on assumptions of the Job Demands-Resources model both main and moderating effects of an intrinsic work orientation were expected. A main effect of an intrinsic work orientation was found for work engagement, but not for satisfaction. Furthermore an intrinsic work orientation boosted the positive effect of autonomy, learning opportunities and task complexity on engagement and job satisfaction, and buffered the relationship between workload and engagement. Explanations for these findings were elaborated. Finally work characteristics were the strongest predictors of engagement and job satisfaction.
    Original languageDutch
    Pages (from-to)177-199
    JournalGedrag & Organisatie
    Volume22
    Issue number3
    Publication statusPublished - 2009

    Fingerprint

    Job Satisfaction
    Work engagement
    Work orientation
    Job satisfaction
    Intrinsic
    Workload
    Learning
    Population

    Keywords

    • work values
    • intrinsic work orientation
    • JD-R model
    • job satisfaction
    • work engagement
    • learning opportunities

    Cite this

    @article{b9c767dee5344c86921408831c069f2a,
    title = "Bevordert een intrinsieke arbeidsori{\"e}ntatie de bevlogenheid en arbeidstevredenheid?",
    abstract = "What role does an intrinsic work orientation, conceptualized as personal resource, play in the relationship between job demands and resources on the one hand and job satisfaction an work engagement on the other? This has been studied in a large, representative sample of the Dutch working population (N = 4009). Based on assumptions of the Job Demands-Resources model both main and moderating effects of an intrinsic work orientation were expected. A main effect of an intrinsic work orientation was found for work engagement, but not for satisfaction. Furthermore an intrinsic work orientation boosted the positive effect of autonomy, learning opportunities and task complexity on engagement and job satisfaction, and buffered the relationship between workload and engagement. Explanations for these findings were elaborated. Finally work characteristics were the strongest predictors of engagement and job satisfaction.",
    keywords = "work values, intrinsic work orientation, JD-R model, job satisfaction, work engagement, learning opportunities",
    author = "{Van Ruysseveldt}, Joris and {De Witte}, Hans and Peter Smulders",
    note = "DS_Citation:Gedrag & Organisatie, 22 (3), 177-199",
    year = "2009",
    language = "Dutch",
    volume = "22",
    pages = "177--199",
    journal = "Gedrag & Organisatie",
    issn = "0921-5077",
    publisher = "UITGEVERIJ LEMMA B V",
    number = "3",

    }

    Bevordert een intrinsieke arbeidsoriëntatie de bevlogenheid en arbeidstevredenheid? / Van Ruysseveldt, Joris; De Witte, Hans; Smulders, Peter.

    In: Gedrag & Organisatie, Vol. 22, No. 3, 2009, p. 177-199.

    Research output: Contribution to journalArticleAcademicpeer-review

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    AU - Van Ruysseveldt, Joris

    AU - De Witte, Hans

    AU - Smulders, Peter

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    PY - 2009

    Y1 - 2009

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    AB - What role does an intrinsic work orientation, conceptualized as personal resource, play in the relationship between job demands and resources on the one hand and job satisfaction an work engagement on the other? This has been studied in a large, representative sample of the Dutch working population (N = 4009). Based on assumptions of the Job Demands-Resources model both main and moderating effects of an intrinsic work orientation were expected. A main effect of an intrinsic work orientation was found for work engagement, but not for satisfaction. Furthermore an intrinsic work orientation boosted the positive effect of autonomy, learning opportunities and task complexity on engagement and job satisfaction, and buffered the relationship between workload and engagement. Explanations for these findings were elaborated. Finally work characteristics were the strongest predictors of engagement and job satisfaction.

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    KW - JD-R model

    KW - job satisfaction

    KW - work engagement

    KW - learning opportunities

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