Vigor as an +affective statePhysica

Vigor as an +
affective state
Physical strength
Emotional energy
Cognitive liveliness
Personality factors
Emotional stability
Positive affectivity
Optimism, self-efficacy
Genetic and physiological
factors
Antecedents
Organizational resources
Charisma
Expertise
Power
Participation in decision making
Extrinsic rewards
Intrinsic rewards and practices
Supervisor’s transformational
leadership style
Social support from significant
others
Cohesiveness
Control over resources
Positional power
Autonomy
Group-level resources
Job-related resources
Individual resources
Organizational
effectiveness
Job performance
Physical and
mental health
Job sati sfaction
Life satisfaction
Consequences
Figure 7.1 Vigor at work: expected antecedents, possible consequences and
probable moderators


A theoretical model of vigor
Vigor represents a positive affective response to one’s ongoing interactions with significant elements in one’s job and work environment that comprises the interconnected feelings of physical strength, emotional energy, and cognitive liveliness. Theoretically, this view of vigor is derived from Hobfoll’s (1989, 1998) Conservation of Resources (COR) theory. The COR theory’s central tenets are that people have a basic motivation to obtain, retain and protect that which they value. The things that people value are called resources, of which there are several types, including material, social and energetic resources. Hobfoll maintained that resources are those personal energies and characteristics, objects and conditions that are valued by individuals or that serve as the means for the attainment of other objects, personal characteristics, conditions or energies (Hobfoll, 2002). Examples of internal personality factors that are considered resources are optimism, self-esteem and self-efficacy. Examples of
external resources are employment, social support and economic status. The concept of vigor relates to proximal energetic resources only, namely to physical, emotional and cognitive energies. These three types of energetic resources are individually owned, closely interrelated, and socially embedded in that emotional energy always concerns significant others in one’s social milieu. Vigor represents an affective state that individuals attribute to their job and workplace when asked about it and do so spontaneously, in contrast to affective traits like positive affectivity that refers to the tendency to experience positive affect across situations and times (cf. Fox and Spector, 2002). The theoretical rationale for focusing on the combination of physical strength, emotional energy and cognitive liveliness in the conceptualization of vigor is as follows. First, these forms of energy are individually possessed. The COR theory predicts that the three factors constituting vigor are closely interrelated (cf. Hobfoll and Shirom, 2000). The COR theory argues that personal resources affect each other and exist as a resource pool, and that an expansion of one is often associated with the other being augmented (Hobfoll, 2002). Second, this focus on proximal energetic resources is theoretically justified in that they are a major precondition to any goal-directed behavior and thus are essential for one’s survival (Hobfoll, 2002). Third, they represent a coherent set that does not overlap any other established behavioral science concept, like resilience or potency, or any aspect of the self-concept, such as self-esteem and self-efficacy. Furthermore, this conceptualization of vigor clearly differentiates it from its likely consequences like engagement or job involvement. For the sake of simplicity, vigor is depicted in the following theoretical model as a unidimensional variable, although it is possible for each of its components to be differentially associated with the antecedents and consequences of vigor. Vigor is associated with the approach biobehavioral tendency, and therefore it is expected to be more closely associated with mental health outcomes rather than with performance outcomes; however, I do not discuss the relative proximity of vigor’s consequences or predictors (see Figure 7.1).

Results (Indonesian) 1:

Semangat sebagai +afektif negaraKekuatan fisikEnergi emosionalKeaktifan kognitifFaktor-faktor kepribadianKestabilan emosiEfektifitas positifOptimisme, diri-kemanjuranGenetik dan fisiologisfaktor-faktorPendahulunyaOrganisasi sumber dayaKarismaKeahlianKekuatanPartisipasi dalam pengambilan keputusanImbalan ekstrinsikHadiah intrinsik dan praktekPengawas yang transformasionalgaya kepemimpinanDukungan sosial dari signifikanlain-lainKekompakanKontrol atas sumber dayaPosisi kekuasaanOtonomiSumber daya tingkat grupPekerjaan yang berhubungan dengan sumber dayaSumber daya individuOrganisasiefektivitasKinerja kerjaFisik dankesehatan mentalPekerjaan sati milikKepuasan hidupKonsekuensi7.1 gambar semangat di tempat kerja: diharapkan pendahulunya, kemungkinan konsekuensi dankemungkinan moderatorModel teoritis semangatVigor represents a positive affective response to one’s ongoing interactions with significant elements in one’s job and work environment that comprises the interconnected feelings of physical strength, emotional energy, and cognitive liveliness. Theoretically, this view of vigor is derived from Hobfoll’s (1989, 1998) Conservation of Resources (COR) theory. The COR theory’s central tenets are that people have a basic motivation to obtain, retain and protect that which they value. The things that people value are called resources, of which there are several types, including material, social and energetic resources. Hobfoll maintained that resources are those personal energies and characteristics, objects and conditions that are valued by individuals or that serve as the means for the attainment of other objects, personal characteristics, conditions or energies (Hobfoll, 2002). Examples of internal personality factors that are considered resources are optimism, self-esteem and self-efficacy. Examples ofexternal resources are employment, social support and economic status. The concept of vigor relates to proximal energetic resources only, namely to physical, emotional and cognitive energies. These three types of energetic resources are individually owned, closely interrelated, and socially embedded in that emotional energy always concerns significant others in one’s social milieu. Vigor represents an affective state that individuals attribute to their job and workplace when asked about it and do so spontaneously, in contrast to affective traits like positive affectivity that refers to the tendency to experience positive affect across situations and times (cf. Fox and Spector, 2002). The theoretical rationale for focusing on the combination of physical strength, emotional energy and cognitive liveliness in the conceptualization of vigor is as follows. First, these forms of energy are individually possessed. The COR theory predicts that the three factors constituting vigor are closely interrelated (cf. Hobfoll and Shirom, 2000). The COR theory argues that personal resources affect each other and exist as a resource pool, and that an expansion of one is often associated with the other being augmented (Hobfoll, 2002). Second, this focus on proximal energetic resources is theoretically justified in that they are a major precondition to any goal-directed behavior and thus are essential for one’s survival (Hobfoll, 2002). Third, they represent a coherent set that does not overlap any other established behavioral science concept, like resilience or potency, or any aspect of the self-concept, such as self-esteem and self-efficacy. Furthermore, this conceptualization of vigor clearly differentiates it from its likely consequences like engagement or job involvement. For the sake of simplicity, vigor is depicted in the following theoretical model as a unidimensional variable, although it is possible for each of its components to be differentially associated with the antecedents and consequences of vigor. Vigor is associated with the approach biobehavioral tendency, and therefore it is expected to be more closely associated with mental health outcomes rather than with performance outcomes; however, I do not discuss the relative proximity of vigor’s consequences or predictors (see Figure 7.1).

Results (Indonesian) 2:

Vigor sebagai +
negara afektif
kekuatan fisik
energi emosional
keaktifan Cognitive
faktor Kepribadian
stabilitas emosional
positif efektifitas
Optimisme, self-efficacy
genetik dan fisiologis
faktor
anteseden
sumber Organisasi
Charisma
Keahlian
Daya
Partisipasi dalam pengambilan keputusan
imbalan ekstrinsik
imbalan intrinsik dan praktek
transformasional Supervisor
gaya kepemimpinan
dukungan sosial dari signifikan
lain
Kohesivitas
Kontrol atas sumber
daya Posisi
Otonomi
sumber Grup-tingkat
sumber-Job terkait
sumber Individu
Organisasi
efektivitas
kinerja kerja
fisik dan
kesehatan mental
sati Job sfaction
kepuasan Hidup
Konsekuensi
Gambar 7.1 Vigor bekerja: anteseden diharapkan, konsekuensi yang mungkin dan
moderator kemungkinan Sebuah model teoritis semangat Vigor merupakan respon afektif positif terhadap interaksi seseorang yang sedang berlangsung dengan unsur-unsur yang signifikan dalam pekerjaan dan lingkungan kerja seseorang yang terdiri dari perasaan saling kekuatan fisik, energi emosional, dan keaktifan kognitif. Secara teoritis, pandangan ini semangat berasal dari (1989, 1998) Konservasi Sumber Daya (COR) teori Hobfoll ini. Prinsip utama yang COR teori ini adalah bahwa orang memiliki motivasi dasar untuk mendapatkan, mempertahankan dan melindungi apa yang mereka nilai. Hal-hal yang menghargai orang disebut sumber daya, yang ada beberapa jenis, termasuk material, sosial dan sumber daya energik. Hobfoll menyatakan bahwa sumber energi adalah mereka pribadi dan karakteristik, benda-benda dan kondisi yang dihargai oleh individu atau yang berfungsi sebagai sarana untuk pencapaian benda-benda lain, karakteristik pribadi, kondisi atau energi (Hobfoll, 2002). Contoh faktor kepribadian internal yang sumber dianggap adalah optimisme, harga diri dan self-efficacy. Contoh sumber eksternal kerja, dukungan sosial dan status ekonomi. Konsep semangat berhubungan dengan proksimal sumber energik saja, yaitu energi fisik, emosional dan kognitif. Ketiga jenis sumber daya energik secara individual dimiliki, erat berhubungan, dan tertanam sosial dalam energi emosional selalu menyangkut orang lain yang signifikan dalam lingkungan sosial seseorang. Vigor merupakan negara afektif bahwa individu atribut untuk pekerjaan dan tempat kerja mereka ketika ditanya tentang hal itu dan melakukannya secara spontan, berbeda dengan sifat-sifat afektif seperti efektivitas positif yang mengacu pada kecenderungan untuk mengalami berdampak positif menemukan situasi dan waktu (lih Fox dan Spector, 2002). Alasan teoretis untuk berfokus pada kombinasi kekuatan fisik, energi emosional dan kognitif keaktifan dalam konseptualisasi semangat adalah sebagai berikut. Pertama, bentuk-bentuk energi secara individual dimiliki. The COR teori memprediksi bahwa tiga faktor yang merupakan kekuatan yang berhubungan erat (lih Hobfoll dan Shirom, 2000). The COR teori berpendapat bahwa sumber daya pribadi mempengaruhi satu sama lain dan ada sebagai kolam sumber daya, dan perluasan satu sering dikaitkan dengan yang lain yang ditambah (Hobfoll, 2002). Kedua, fokus pada sumber proksimal energik secara teoritis dibenarkan bahwa mereka adalah prasyarat utama untuk setiap perilaku yang diarahkan pada tujuan dan dengan demikian sangat penting untuk kelangsungan hidup seseorang (Hobfoll, 2002). Ketiga, mereka mewakili seperangkat yang tidak tumpang tindih setiap konsep didirikan ilmu perilaku lainnya, seperti ketahanan atau potensi, atau aspek-konsep diri, seperti harga diri dan self-efficacy. Selanjutnya, konseptualisasi ini semangat jelas membedakan dari kemungkinan konsekuensi yang seperti pertunangan atau keterlibatan kerja. Demi kesederhanaan, semangat digambarkan dalam model teoritis berikut sebagai variabel unidimensional, meskipun ada kemungkinan untuk masing-masing komponen akan berbeda-beda terkait dengan anteseden dan konsekuensi dari semangat. Vigor dikaitkan dengan pendekatan kecenderungan biobehavioral, dan oleh karena itu diharapkan akan berhubungan lebih dekat dengan hasil kesehatan mental daripada dengan hasil kinerja; Namun, saya tidak membahas kedekatan relatif dari konsekuensi semangat atau prediktor (lihat Gambar 7.1).