Psicóloga / The central aim of our study was to broad knowledge on the variables that may help to reduce burnout. To this end, we investigated whether the association between three job demands (i.e. role conflict, emotional demands and cognitive demands) and burnout was moderated by psychological empowerment and perceived team empowerment. Participants were 1268 employees from two organisations (government employees = 287, hospital staff = 981). Latent moderated structural equations revealed different patterns of moderation in the samples. Psychological empowerment offset the influence of the three job demands on burnout in the hospital sample, whereas in the government organisation only emotional demands were buffered. Perceived team empowerment ameliorated the effect of emotional and cognitive demands on burnout in the government sample whereas in the hospital only emotional demands were moderated. Interestingly, both kinds of empowerment were significant moderators of emotional demands in the two samples. Overall, our results support the notion that psychological and perceived team empowerment can be relevant health-promoting factors that help to deal with high job demands and reduce burnout

In this study, We use the entrepreneur¡¦s personal resources and social capital to explore the content of the resources of small and medium steel enterprise. Its purpose is to understand the entrepreneurial small and medium steel companies in the personal course of business, what resources are put into individual entrepreneurs, What resources are obtained through social networks; and the relevance between entrepreneur¡¦s personal resources and social capital. In Entrepreneurial resources, we integrate RBT and characteristics of the steel industry to development the study of entrepreneurial resource perspective, and was divided into "assets" and "capabilities" of two variables. Entrepreneurs are using personal resources Huang (2003) view that "knowledge, capability, experience" and "organizational factors" two variables. In social capital, by Halpern (2008) view of social capital, that " bonding", " bridging", "social norms" and "sanctions" of four research variables. This study adopts a qualitative case study methods to entrepreneurs interviews to obtain first hand coding analysis, and the following conclusions: 1. Entrepreneur¡¦s " knowledge, capability, experience " have a positive influence to the enterprise¡¦s assets and capabilities. 2. Entrepreneur¡¦s "organizational factors " have a low positive influence to the enterprise¡¦s assets, but have a positive influence to the enterprise¡¦s capabilities. 3. The bonding social capital have a positive influence both to the enterprise¡¦s assets and capabilities. 4. The bridging social capital have a low positive influence to the enterprise¡¦s assets, but have a positive influence to the enterprise¡¦s capabilities. 5. The social norms of social capital have a positive influence both to the enterprise¡¦s assets and capabilities. 6. The sanctions binding of social capital have a positive influence to the enterprise¡¦s assets, but have a positive influence to the enterprise¡¦s capabilities. 7. Social capital have a high correlation for entrepreneur¡¦s personal resources , so social capital have a positive influence to entrepreneur¡¦s personal resources.

This article investigates the role of organizational and personal resources in explaining nurses' in-role and extra-role performances. A sample of 124 nurses working for public hospitals in the Turkish Republic of Northern Cyprus (TRNC) serves as the study setting. Results of the study reveal that organizational and personal resources included in the scope of this study cannot explain the nurses' in-role and extra-role performances. Implications of the results are discussed and future research directions are offered.

Personal resource systems define the quality of daily living, shaping personal well-being, societal satisfaction and overall quality of life. This study explores the construct of such systems through the emerging concept of Personal Resource Systems Management (PRSM) and models that concept for future research, consideration and debate. It is a qualitative exercise in grounded theory, a demonstration of integrative, interdisciplinary scholarship and a contribution to interactive practice in resource management, a subject matter specialty of Family and Consumer Sciences (FCS). As such the proposed PRSM model advances the stated goal of FCS practice to "promote optimal well-being of families, individuals and communities." Specifically, a PRSM model within the context of FCS should • describe person-environment interaction • as well as aggregates thereof (family and community) and • identify diverse daily impacts on the quality of living, personal well-being, societal satisfaction and overall quality of life • by modeling a consistent system of multiple options, each with a clear solution Twenty-three existing models appearing in resource management texts between 1975 and 1996 were evaluated for the ability to adequately support these assumptions, using the Liebert and Spiegler framework for evaluation of theory. Though most models provided partial support, no existing models fully fit the adopted criteria. Traditional resource management concepts were therefore adapted and extended using interdisciplinary findings to model the Personal Resource Systems Management (PRSM) concept. / Master of Science

This study is based on 6 in-depth interviews with professional social workers working as counsellors in two different municipalities in Skåne county, Sweden. The counsellors are all working within the field of cancer rehabilitation. The aim of the study is to investigate how the counsellors perceive the work-related psychological stress that their work entails. The study also aims to examine the coping strategies and personal resources related to resilience that the counsellors use to manage what is perceived to be psychologically stressful within the work. The result of the information collected shows that the counsellors experience the profession as psychologically demanding and that they frequently use different coping strategies. It appears that the counsellors use the support of colleagues and their workplace. They also use strategies related to self-care through self-reflection and self-awareness as well as different types of attendance exercises such as meditation and yoga. Some of the counsellors frequently use a local coping strategy which entail to “feel your weight in the chair”. The results also show that the counsellors consciously create an active and rewarding leisure time with a clear boundary to their working life. It appears that their abilities as well as their personal resources related to resilience have been developed with age and experience. The results of the interviews have been analyzed through the theory of resilience, the coping theory and a number of research articles.

Some credit union leaders experience a reduction in productivity when employee stress is significant in the workplace. Credit union leaders noted employee stress increases costs and decreaseproductivity. This study might be important for business leaders seeking to reduce employee stress to enhance productivity. The purpose of this multiple case study was to explore strategies credit union leaders use to reduce employee stress to enhance productivity. The population comprised of 11 credit union leaders in western and midwestern states in the United States who have implemented successful strategies to reduce employee stress to enhance productivity. Job demands-resources theory was the conceptual framework. Data collection included face-to-face semistructured interviews, teleconferencing semistructured interviews, and company documents, while thematic analysis was used to analyze the data. The themes identified include a feedback-friendly work environment, a holistic approach to wellbeing, and a positive company culture. The implications for positive social change include credit union leaders' awareness to reduce employee stress to improve overall employee wellbeing that might lead to healthier relationships with coworkers, credit union members, family members, and friends.

The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered.

The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered.

The study reported in this article examines the nature of relationships among job and personal resources, and psychological and behavioral outcomes. A related objective of the study is to uncover whether these relationships vary according to outcome type. Frontline employees of several hotels throughout the Turkish Republic of Northern Cyprus serve as the study setting. Results and their implications are discussed, and avenues for future research are offered.

While many employees are engaged in their jobs, others suffer from poor working conditions and impaired well-being. Research suggests that job demands may impair employee work attitudes and health while both job resources and personal resources can have positive effect. Therefore, the aim of this study was to examine the relative importance of job demands, job resources, and a personal resource (self-efficacy) for employees’ health and motivation at work. Questionnaire data were collected from white-collar employees of a Swedish construction company (n = 156). Results of hierarchical multiple regression analyses showed the relative importance of job demands, job resources and personal resources. The job demands were negatively related to health and motivation at work, while the job resources and the personal resource were linked to better health and motivation. The findings generally supported the hypotheses. The specific types of demands and resources were significant varied across outcomes and, unexpectedly, workload was positively correlated with job performance. The findings contribute to a growing literature which indicates that lower job demands and access to both job resources and personal resources may improve employees' health and motivation at work.