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The present study examined the configurations, or profiles, taken by distinct global and specific facets of job engagement and burnout (by relying on a bifactor operationalization of these constructs) among a nationally representative sample of Canadian Defence employees ( n = 13,088; nested within 65 work units). The present study also adopted a multilevel perspective to investigate the role of job demands (work overload and role ambiguity), as well as individual (psychological empowerment), workgroup (interpersonal justice), supervisor (transformational leadership), and organizational (organizational support) resources in the prediction of profile membership. Latent profile analyses revealed five profiles of employees: Burned-Out/Disengaged (7.13%) , Burned-Out/Involved (12.13%), Engaged (18.14%), Engaged/Exhausted (15.50%), and Normative (47.10%). The highest turnover intentions were observed in the Burned-Out/Disengaged profile, and the lowest in the Engaged profile. Employees' perceptions of job demands and resources were also associated with profile membership across both levels, although the effects of psychological empowerment were more pronounced than the effects of job demands and resources related to the workgroup, supervisor, and organization. Individual-level effects were also more pronounced than effects occurring at the work unit level, where shared perceptions of work overload and organizational support proved to be the key shared drivers of profile membership.

This research examines how employee's perceptions of three sources of support in the workplace (i.e., organization, supervisor, and colleagues) combine within specific profiles and the nature of the relations between these profiles and indicators of employees' psychological health (i.e., stress, sleep problems, psychosomatic strains, and depression). Furthermore, this research examines the within-sample and within-person stability of the identified support profiles over the course of an 8-month time interval. Latent profile and latent transition analyses conducted on a sample of 729 workers indicated six identical profiles across the two measurement occasions: 1, moderately supported; 2, weakly supported; 3, isolated; 4, well-supported; 5, supervisor supported; and 6, highly supported. Profile membership was very stable over time for most profiles, with the exception of the isolated profile which was only moderately stable. Furthermore, the isolated and supervisor-supported profiles presented the lowest levels of psychological health, while the well-supported and moderately supported profiles presented the highest levels of psychological health. Of particular interest, results suggested that some risks might be associated with the highly supported profile, although this result could be a simple reflection of the women-dominant composition of this profile. This research has implications for theory and practice, which will be discussed in the article.

This study examines how the different dimensions of job engagement combine within different profiles of workers ( n = 264). This research also documents the relations between the identified job engagement profiles, demographic characteristics (gender, age, education, working time, and organizational tenure), job characteristics (work autonomy, task variety, task significance, task identity, and feedback), attitudes (affective and normative commitment), and psychological health (emotional exhaustion and ill-being). Latent profile analysis revealed four profiles of employees defined based on their global and specific (physical, emotional, and cognitive) job engagement levels: Globally Disengaged, Globally Engaged, Globally but not Emotionally Engaged, and Moderately Engaged. Employees' perceptions of task variety and feedback shared statistically significant relations with their likelihood of membership into all latent profiles. Profiles were finally showed to be meaningfully related to employees' levels of affective commitment, normative commitment, emotional exhaustion, and ill-being.

The present study examined the distinct configurations, or profiles, taken by work fatigue dimensions among samples of military (n = 1,436) and civilian (n = 2,477) employees. We also tested profile similarity across these two samples of employees. In addition, this research documented the relations between the identified work fatigue profiles, one predictor variable (psychological empowerment), and a series of attitudinal outcomes (job satisfaction, career satisfaction, and turnover intentions) among military employees. Six profiles of employees characterized by different levels of global and specific (emotional, physical, and mental) work fatigue were identified using latent profile analyses: Low Fatigue, Physically and Emotionally Depleted, Emotionally Depleted, Globally and Mentally Depleted, Globally and Emotionally Depleted, and Balanced. In both samples, employees corresponding to the Balanced profile displayed average levels of global and specific work fatigue. However, this profile slightly differed across sample, as indicated by the observation of work fatigue levels that were slightly higher among the military than among civilians. Militaries' perceptions of psychological empowerment were significantly related to their likelihood of belonging to all profiles. In turn, militaries' career satisfaction, job satisfaction, and turnover intentions were also found to differ as a function of profile membership.

AbstractBackgroundResearch on the self‐concept of youth with intellectual disabilities has not been summarized in more than four decades. The present systematic review addresses this gap.MethodA systematic literature search was performed in nine databases and 21 studies, published between 1979 and 2017, met our inclusion criteria.ResultsSignificant differences between the self‐concepts of youth with intellectual disabilities and typically developing (TD) youth were found in: (a) cognitive‐academic self‐concept in disfavour of youth with intellectual disabilities; (b) global self‐concept and cognitive‐academic self‐concept in disfavour of children with intellectual disabilities; and (c) global, behavioural, and cognitive‐academic self‐concept in disfavour of youth with intellectual disabilities schooled in a special class. Additionally, except for age, intellectual functioning and school placement, no significant relations were found between the self‐concept dimensions and academic achievement and sex.ConclusionStudies on self‐concept research with school‐aged youth with intellectual disabilities have several weaknesses that need to be advanced in future research.

As a social justice endeavor, one of the goals of inclusive education is to bolster the education of all students by promoting equal opportunities for all, and investing sufficient support, curriculum and pedagogy that cultivates high self-concepts, emphasizes students' strengths rather than weaknesses, and assists students to reach their optimal potential to make a contribution to society. Dedicated to the identification of international strategies to achieve this goal, Inclusive Education for Students with Intellectual Disabilities presents examples of theory, research, policy, and practice that will advance our understanding of how best to educate and more generally structure educational environments to promote social justice and equity. Importantly, this discussion transcends research methodology, context, and geographical locations and may lead to far-reaching applications. As such, the focus is placed on research-derived educational and psycho-educative practices that seed success for students with intellectual disabilities in inclusive educational settings and the volume showcases new directions in theory, research, and practice that may inform the education and psychosocial development of students with intellectual disabilities globally. The chapter contributors in this volume consist of 31 scholars from ten different countries, and they come from a great variety of research areas (i.e., teacher education, educational psychology, special education and disability policy, special needs and inclusive education, health sciences). This volume, with a series of subsections, offers insights and useful strategies to promote meaningful advances for students with intellectual disabilities globally.