Univerzitet u Novom Sadu Filozofski fakultet Odsek za psihologiju ...

Abstract
There are a number of similar concepts of organizational health. According to the Organizational
Health Model (Hart & Cooper, 2001), organizational health can be understood as a quintessential
nodal link between stress, individual performance, and organizational performance. The model
also represents a turning point in the field of occupational stress research, because it focuses
simultaneously on both individual indicators of stress and well-being (for example burnout and
vitality), and the indicators of organizational performance (such as organizational citizenship
behaviour and turnover intentions). Many organizational characteristics (such as the perception
of working conditions), as well as individual personality traits of employees (such as positive
and negative affectivity), have been shown to play an important role in the stress process. On the
other hand, little is known about the role(s) that (ir)rational beliefs play in the development of
stress and wellbeing in employees.
The main aim of this study was to test whether conditions at work and (ir)rational beliefs can
predict some of the organizational health indicators, such as burnout, work engagement,
psychosomatic symptoms, organizational citizenship behavior (OCB), absenteeism and turnover
intentions. To address this question, research was conducted on a sample of 477 employees of
both genders, with an average age of 39 years, permanently employed in 18 public and private
sector companies in the Autonomous Province of Vojvodina in Serbia.
The final model showed an acceptable fit to the data (S-Bχ²(1036)= 1721.35, p< .01, CFI=.91,
NFI= .80, NNFI= .91, RMSEA= .04, SRMR= .06). It has been demonstrated that positive
experiences at work positively predicted work engagement and, consistent with our hypotheses,
they did not have a significant direct effect on psychosomatic symptoms, nor on burnout. On the
other hand, negative work experiences were found to increase burnout, but, contrary to our
hypotheses, they were not related to psychosomatic symptoms. Finally, negative work
experiences, as expected, did not predict work engagement either. It was also shown that
irrational beliefs partially mediate the relationship between work experiences and some of the
stress indicators, namely, psychosomatic symptoms and work engagement. It can be also
concluded that burnout increases turnover intentions, but it does not predict absenteeism. On the
other hand, psychosomatic symptoms proved to increase absenteeism, while their relationship
with turnover intentions was not clear and needs further investigation.