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Journal articles on the topic 'Job demand-control-support model'

Author: Grafiati

Published: 4 June 2021

Last updated: 11 February 2022

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1

Snyder, Lori Anderson, Autumn D. Krauss, Peter Y. Chen, Scott Finlinson, and Yueng-Hsiang Huang. "Occupational safety: Application of the job demand–control-support model." Accident Analysis & Prevention 40, no. 5 (2008): 1713–23. http://dx.doi.org/10.1016/j.aap.2008.06.008.

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2

Bakker, Arnold B., Marc van Veldhoven, and Despoina Xanthopoulou. "Beyond the Demand-Control Model." Journal of Personnel Psychology 9, no. 1 (2010): 3–16. http://dx.doi.org/10.1027/1866-5888/a000006.

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This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were significant for task enjoyment and 13 of the 16 interactions were significant for organizational commitment. Job resources (skill utilization, learning opportunities, autonomy, colleague support, leader support, performance feedback, participation in decision making, and career opportunities) predicted task enjoyment and organizational commitment particularly under conditions of high job demands (workload and emotional demands). These findings clearly expand the Demand-Control model and support the JD-R model. Moreover, the results illustrate what managers can do to secure employee well-being.

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Elgmark Andersson, Elisabeth, Louise Bæk Larsen, and Nerrolyn Ramstrand. "A modified Job Demand, Control, Support model for active duty police." Work 58, no. 3 (2017): 361–70. http://dx.doi.org/10.3233/wor-172621.

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4

Wong, J. Y., J. H. Lin, S. H. Liu, and T. H. Wan. "Fireman's job stress: Integrating work/non-work conflict with Job Demand-Control-Support model." European Review of Applied Psychology 64, no. 2 (2014): 83–91. http://dx.doi.org/10.1016/j.erap.2013.12.002.

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5

Del Pozo-Antúnez, José, Antonio Ariza-Montes, Francisco Fernández-Navarro, and Horacio Molina-Sánchez. "Effect of a Job Demand-Control-Social Support Model on Accounting Professionals’ Health Perception." International Journal of Environmental Research and Public Health 15, no. 11 (2018): 2437. http://dx.doi.org/10.3390/ijerph15112437.

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The Job Demand-Control and Job Demand-Control-Support (JDCS) models constitute the theoretical approaches used to analyze the relationship between the characteristics of labor and occupational health. Few studies have investigated the main effects and multiplicative model in relation to the perceived occupational health of professional accountants. Accountants are subject to various types of pressure in performing their work; this pressure influences their health and, ultimately, their ability to perform a job well. The objective of this study is to investigate the effects of job demands on the occupational health of 739 accountants, as well as the role of the moderator that internal resources (locus of control) and external resources (social support) have in occupational health. The proposed hypotheses are tested by applying different models of neural networks using the algorithm of the Extreme Learning Machine. The results confirm the relationship between certain stress factors that affect the health of the accountants, as well as the direct effect that the recognition of superiors in occupational health has. Additionally, the results highlight the moderating effect of professional development and the support of superiors on the job’s demands.

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6

Vassos, Maria, Karen Nankervis, Trevor Skerry, and Kerrie Lante. "Can the job demand-control-(support) model predict disability support worker burnout and work engagement?" Journal of Intellectual & Developmental Disability 44, no. 2 (2017): 139–49. http://dx.doi.org/10.3109/13668250.2017.1310818.

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7

Navajas-Romero, Virginia, Lorena Caridad y López del Río, and Nuria Ceular-Villamandos. "Analysis of Wellbeing in Nongovernmental Organizations’ Workplace in a Developed Area Context." International Journal of Environmental Research and Public Health 17, no. 16 (2020): 5818. http://dx.doi.org/10.3390/ijerph17165818.

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An extremely useful theoretical approach to understanding the nature of work, health, and wellbeing is the job demand–control (JDC) model and the job demand–control–support (JDCS) model. In order for professional workers in the nongovernmental organization (NGO) sector to do their job, it is necessary for them to have a feeling of wellbeing. Despite this, in Europe, studies regarding the effects of the JDCS model in relation to workers’ wellbeing have not been carried out. This study is expected to fill this important gap in research by analyzing the relationship of wellbeing with work demands, work control, and social support. In order to corroborate the proposed hypotheses, an analysis of these constructs in employees in European nongovernmental organizations (NGOs) was developed and, using structural equation models, these relationships were tested. The results confirm the main hypothesis of the job demand–control–support (JDCS) model and the causal relationship among physical and psychological demands, work control, and support from supervisors and colleagues with the level of employee wellbeing.

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Choobineh, Alireza, Hamed Jalilian, FatemehKargar Shouroki, Hiva Azmoon, and Akbar Rostamabadi. "Relationship between job stress and fatigue based on job demand-control-support model in hospital nurses." International Journal of Preventive Medicine 10, no. 1 (2019): 56. http://dx.doi.org/10.4103/ijpvm.ijpvm_178_17.

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9

Muntaner, Carles, and Carrie Schoenbach. "Psychosocial Work Environment and Health in U.S. Metropolitan Areas: A Test of the Demand-Control and Demand-Control-Support Models." International Journal of Health Services 24, no. 2 (1994): 337–53. http://dx.doi.org/10.2190/3lye-q9w1-fhwj-y757.

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The authors use confirmatory factor analysis to investigate the psychosocial dimensions of work environments relevant to health outcomes, in a representative sample of five U.S. metropolitan areas. Through an aggregated inference system, scales from Schwartz and associates' job scoring system and from the Dictionary of Occupational Titles (DOT) were employed to examine two alternative models: the demand-control model of Karasek and Theorell and Johnson's demand-control-support model. Confirmatory factor analysis was used to test the two models. The two multidimensional models yielded better fits than an unstructured model. After allowing for the measurement error variance due to the method of assessment (Schwartz and associates' system or DOT), both models yielded acceptable goodness-of-fit indices, but the fit of the demand-control-support model was significantly better. Overall these results indicate that the dimensions of Control (substantive complexity of work, skill discretion, decision authority), Demands (physical exertion, physical demands and hazards), and Social Support (coworker and supervisor social supports) provide an acceptable account of the psychosocial dimensions of work associated with health outcomes.

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10

Kawakami, N. "L304 Development of "Job Stress Assessment Map "based on Demand-Control-Support model." SANGYO EISEIGAKU ZASSHI 41, Special (1999): 665. http://dx.doi.org/10.1539/sangyoeisei.kj00001991419.

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11

Kyndt, Eva, and Timothy Colin Bednall. "A Longitudinal Between and Within Person Analysis of the Job Demand Control Support Model." Academy of Management Proceedings 2020, no. 1 (2020): 11923. http://dx.doi.org/10.5465/ambpp.2020.11923abstract.

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12

Proost, Karin, Hans De Witte, Karel De Witte, and Georges Evers. "Burnout among nurses: Extending the Job Demand-Control-Support model with work-home interference." Psychologica Belgica 44, no. 4 (2004): 269. http://dx.doi.org/10.5334/pb-44-4-269.

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13

Joudrey, Allan D., and Jean E. Wallace. "Leisure as a coping resource: A test of the job demand-control-support model." Human Relations 62, no. 2 (2009): 195–217. http://dx.doi.org/10.1177/0018726708100357.

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14

van der Doef, Margot, Stan Maes, and Rene Diekstra. "An examination of the job demand-control-support model with various occupational strain indicators." Anxiety, Stress & Coping 13, no. 2 (2000): 165–85. http://dx.doi.org/10.1080/10615800008248338.

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15

Verhoeven, Chris, Stan Maes, Vivian Kraaij, and Katherine Joekes. "The Job Demand-Control-Social Support Model and Wellness/Health Outcomes: A European Study." Psychology & Health 18, no. 4 (2003): 421–40. http://dx.doi.org/10.1080/0887044031000147175.

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16

Wallace, Jean E. "Job Stress, Depression and Work-to-Family Conflict." Articles 60, no. 3 (2006): 510–39. http://dx.doi.org/10.7202/012157ar.

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In this paper, the Job Demand-Control (JDC) model is used to predict depression and work-to-family conflict for married lawyers working full-time. The objectives of this paper are: (1) to determine whether the JDC model applies to work-to-family conflict; (2) to incorporate domain-specific job demand and job control variables; and (3) to examine a wider array of different forms of social support. First, the JDC model also helps explain work-to-family conflict. Second, domain-specificity does not appear key to documenting the buffering effects for job control. Third, spouse’s support of one’s career has the strongest main effect on both depression and work-to-family conflict, whereas coworker support functions as a moderator of lawyers’ job demands and has both buffering and amplifying effects. This paper closes by discussing the possible conditions under which members of support systems may transfer or exacerbate stress effects rather than alleviate them.

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Negussie, Nebiat, and Geetinder Kaur. "The effect of job demand-control-social support model on nurses’ job satisfaction in specialized teaching hospitals, Ethiopia." Ethiopian Journal of Health Sciences 26, no. 4 (2016): 311. http://dx.doi.org/10.4314/ejhs.v26i4.3.

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18

Baka, Lukasz. "Types of job demands make a difference. Testing the job demand-control-support model among Polish police officers." International Journal of Human Resource Management 31, no. 18 (2018): 2265–88. http://dx.doi.org/10.1080/09585192.2018.1443962.

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19

Dong, Yidan, Xu Jin, Jingjing Wang, et al. "Study on the Associations of Individual and Work-Related Factors with Low Back Pain among Manufacturing Workers Based on Logistic Regression and Structural Equation Model." International Journal of Environmental Research and Public Health 18, no. 4 (2021): 1525. http://dx.doi.org/10.3390/ijerph18041525.

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Work-related musculoskeletal injuries are one of the major occupational health issues of the workers, especially low back pain (LBP). The aim of this study was to survey the prevalence of LBP among manufacturing workers and to identify associations of individual and work-related factors with LBP. A cross-sectional questionnaire study was performed with 1173 participating manufacturing workers. The questionnaire included individual factors, psychosocial and physical exposures, and musculoskeletal discomfort. It was analyzed by logistic regression and structural equation modeling (SEM). The 1-year prevalence of LBP among Chinese manufacturing workers was 33.6%. Logistic regression analysis showed that job tenure, awkward postures, vibration and job demand were positively—while social support and job control were negatively associated with LBP (p < 0.05). The SEM results indicated that, as shown in other studies, job types, job tenure, postural load, high job demand, low job control and vibration were directly associated with LBP, but also that job types, high job demand, low social support and vibration may have indirect effects on LBP—mediated by postural load.

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20

van Doorn, Yvonne, Joris van Ruysseveldt, Karen van Dam, Wilhelm Mistiaen, and Irina Nikolova. "Understanding well-being and learning of Nigerian nurses: a job demand control support model approach." Journal of Nursing Management 24, no. 7 (2016): 915–22. http://dx.doi.org/10.1111/jonm.12397.

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21

Portoghese, Igor, Maura Galletta, Michael P. Leiter, Gabriele Finco, Ernesto d’Aloja, and Marcello Campagna. "Job Demand-Control-Support Latent Profiles and Their Relationships with Interpersonal Stressors, Job Burnout, and Intrinsic Work Motivation." International Journal of Environmental Research and Public Health 17, no. 24 (2020): 9430. http://dx.doi.org/10.3390/ijerph17249430.

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In the Job Demand-Control-Support (JDCS) model, the combination of job demands, job control, and social support was hypothesized to lead to eight different constellations of job types. According to the model, these constellations are linked to wellbeing/health and learning outcomes. In the last three decades, these constellations of job types have been investigated by adopting a variable-centered perspective. However, latent profile analyses (LPA) enable a person-centered approach and empirically capture constellations of job types. In the present study, we used LPA to empirically identify distinct profiles of JDCS among Italian healthcare workers. Furthermore, we investigated the role of social stressors (workplace relationships and coworkers’ incivility) as antecedents of these profiles and the association of these profiles with job burnout and work motivation. Results from LPA (n = 1671) revealed four profiles: Isolated Prisoner, Participatory Leader, Moderate Strain, and Low Strain. Negative relationships at work and coworkers’ incivility increased the chances of being included in both Isolated prisoner and Participatory Leader profiles. Finally, the Isolated Prisoner and Moderate Strain profiles showed the highest levels of emotional exhaustion and cynicism and the lower levels of intrinsic work motivation. This study extends previous JDCS research, highlighting that researchers should consider empirically identified profiles rather than theoretically defined subgroups. Implications for stress theory, future research, and practice are discussed.

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22

van der Doef, Margot, and Stan Maes. "The Leiden Quality of Work Questionnaire: Its Construction, Factor Structure, and Psychometric Qualities." Psychological Reports 85, no. 3 (1999): 954–62. http://dx.doi.org/10.2466/pr0.1999.85.3.954.

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Based on two leading models in occupational stress research, the Job Demand-Control-Support model and the Michigan model, a comprehensive quality of work questionnaire, was constructed—the Leiden Quality of Work Questionnaire. The factor structure of this questionnaire was assessed and cross-validated in two subsamples of 2,000 men and women from a large sample of the Dutch working population. Analysis indicated that the questionnaire measures 11 work characteristics of Skill Discretion, Decision Authority, Task Control, Work and Time Pressure, Role Ambiguity, Physical Exertion, Hazardous Exposure, Job Insecurity, Lack of Meaning-fulness, Social Support from Supervisor and Social Support from Coworkers, and the outcome variable of Job Satisfaction in a reliable way.

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23

SACKER, A., M. J. BARTLEY, D. FRITH, R. M. FITZPATRICK, and M. G. MARMOT. "The relationship between job strain and coronary heart disease: evidence from an English sample of the working male population." Psychological Medicine 31, no. 2 (2001): 279–90. http://dx.doi.org/10.1017/s0033291701003270.

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Background. Many, but not all, studies have reported that job strain is related to cardiovascular morbidity and mortality. To date, this relationship has not been tested on an English full population sample. This study examines whether the demand–control model of job strain contributes to our understanding of the determinants of coronary heart disease.Methods. The analysis uses data from 4350 working men aged 20–64 in the 1993 Health Survey for England. Job demand and control characteristics were determined by questionnaire. Several health outcomes were examined: self-rated health; psychiatric health; angina and possible myocardial infarction, measured by the Rose questionnaire; doctor-diagnosed heart disease; any heart disease. The relationship between job strain and the health outcomes was determined by logistic regression analyses after controlling for known confounders.Results. Those in high strain jobs consistently reported poorer health on all measures than men with lower strain. Similarly, men reporting low job strain were least likely to report poor health in 5/6 health outcomes. Those with intermediate levels of strain tended to have intermediate prevalence rates for poor health. The pattern of association between job strain and the CHD was independent of coronary risk factors.Conclusions. The analyses broadly support Karasek's demand–control model of job strain. Health selection into low strain jobs may account for the lack of an association between job strain and doctor diagnosed heart disease while independent associations between job strain and all CHD measures considered together indicate that job strain may have aetiological significance for heart disease.

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Guillet, Laurent, Danièle Hermand, and Etienne Mullet. "The Importance of Social Support in Workers’ Lay Conceptualizations of Stress." Swiss Journal of Psychology 69, no. 1 (2010): 65–69. http://dx.doi.org/10.1024/1421-0185/a000007.

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The present study examined workers’ lay conceptualizations of stress. The framework used was Karasek and Theorell’s (1990) “job demand-control-support” model of stress at work. It assessed the importance workers attribute to the social support factor as a determinant of work stress compared with the importance attributed to job demand and job control. It used an assessment technique – the AVERAGE program – that allows for an estimation of the weight of each factor independent of the levels of these factors. A total of 61 female and 41 male workers participated in the study. They judged the stressfulness of work situations described in terms of the three factors. Social support was found to be, by far, the most important factor for judging the stressfulness of work situations.

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25

Dawson, Kevin M., Kimberly E. O'Brien, and Terry A. Beehr. "The role of hindrance stressors in the job demand-control-support model of occupational stress: A proposed theory revision." Journal of Organizational Behavior 37, no. 3 (2015): 397–415. http://dx.doi.org/10.1002/job.2049.

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Pelfrene, Edwin, Peter Vlerick, Rudolf P. Mak, Patrick De Smet, Marcel Kornitzer, and Guy De Backer. "Scale reliability and validity of the Karasek 'Job Demand-Control-Support' model in the Belstress study." Work & Stress 15, no. 4 (2001): 297–313. http://dx.doi.org/10.1080/02678370110086399.

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27

Wallace, Jean E. "Burnout, coping and suicidal ideation: An application and extension of the job demand-control-support model." Journal of Workplace Behavioral Health 32, no. 2 (2017): 99–118. http://dx.doi.org/10.1080/15555240.2017.1329628.

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28

Ellison, Jared M., and Jonathan W. Caudill. "Working on local time: Testing the job-demand-control-support model of stress with jail officers." Journal of Criminal Justice 70 (September 2020): 101717. http://dx.doi.org/10.1016/j.jcrimjus.2020.101717.

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29

Sandberg, Joanne C., Ha T. Nguyen, Sara A. Quandt, et al. "Sleep Quality Among Latino Farmworkers in North Carolina: Examination of the Job Control-Demand-Support Model." Journal of Immigrant and Minority Health 18, no. 3 (2015): 532–41. http://dx.doi.org/10.1007/s10903-015-0248-3.

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30

Ariza-Montes, Antonio, Juan M. Arjona-Fuentes, Heesup Han, and Rob Law. "Work environment and well-being of different occupational groups in hospitality: Job Demand–Control–Support model." International Journal of Hospitality Management 73 (July 2018): 1–11. http://dx.doi.org/10.1016/j.ijhm.2018.01.010.

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31

Portela, Luciana Fernandes, Caroline Kröning Luna, Lúcia Rotenberg, et al. "Job Strain and Self-Reported Insomnia Symptoms among Nurses: What about the Influence of Emotional Demands and Social Support?" BioMed Research International 2015 (2015): 1–8. http://dx.doi.org/10.1155/2015/820610.

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Job strain, derived from high psychological demands and low job control, is associated with insomnia, but information on the role of emotional demands and social support in this relationship is scarce. The aims of this study were (i) to test the association between job strain and self-reported insomnia symptoms, (ii) to evaluate the combination of emotional demands and job control regarding insomnia symptoms, and (iii) to analyze the influence of social support in these relationships. This cross-sectional study refers to a sample of nurses (N= 3,013 andN= 3,035 for Job Strain and Emotional demand-control model, resp.) working at public hospitals in Rio de Janeiro, Brazil. Data were collected through a self-report questionnaire. The prevalence of insomnia symptoms was 34.3%. Job strain was associated with increased odds for insomnia symptoms (OR: 2.20); the same result was observed with the combination of emotional demands and low job control (OR: 1.99). In both models, the inclusion of low social support combined with high demands and low job control led to increased odds for insomnia symptoms, compared to groups with high social support from coworkers and supervisors. Besides job strain, the study of emotional demands and social support are promising with regards to insomnia symptoms, particularly among nurses.

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Brunborg, Geir Scott. "Core Self-Evaluations." European Psychologist 13, no. 2 (2008): 96–102. http://dx.doi.org/10.1027/1016-9040.13.2.96.

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Core self-evaluations (CSE), a personality construct underlying self-esteem, locus of control, generalized self-efficacy, and neuroticism, has previously been found to relate strongly to job satisfaction. While previous research has shown relationships between personality traits and various adverse psychosocial job outcomes, no published studies have looked at the relationship between CSE and job stress. A study was conducted to test the effects of job demands, job control, and social support, as hypothesized in the job demand control support (JDCS) model, and the effect of CSE on job stress. Two hundred and twelve employees from 12 work places in southern Norway filled in a questionnaire consisting measures of job demands, job control, social support, CSE, and job stress. Initially, the results from hierarchical multiple regression analysis showed significant main effects of demands and control on job stress. However, when social support was included in the analysis, control was no longer significant. In addition, ANOVA showed that the two-way job demands × job control interaction effect, and the three way job demands × job control × social support interaction effect, as predicted by the JDCS model, were nonsignificant. The results showed a strong positive main effect of CSE on perceived job stress, and that CSE accounted for a large proportion of the variance in job stress. This is in accordance with studies that have shown relationships between other personality measures and job stress. The present study confirms the relevance of CSE for further research on links between personality and job stress.

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García-Herrero, Susana, Miguel Ángel Mariscal-Saldaña, Eva María López-Perea, and Martha Felicitas Quiroz-Flores. "Influence of demand, control and social support on job stress. Analysis by employment status from the V European working conditions survey." DYNA 83, no. 195 (2016): 52–60. http://dx.doi.org/10.15446/dyna.v83n195.47889.

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Work stress increasingly affects many workers from different countries. Conditions such as high demand, low social support and low job control are considered predictors of increased stress. With data obtained from the V European Working Conditions Survey (EWCS) a Bayesian network model was made. It provides information on the levels of stress in relation to model demand-control-social support (DCS), differentiating into work situations as they are, self-employed, private and public. To deepen understanding of the interrelationships between these variables sensitivity analysis of individual and overall were performed to check the DCS model assumptions. This model applied in the V EWCS identified the variations and similarities between different work situations, proving that having low levels of demand, together with control and high social support, the likelihood of stress decreases.

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Larsson, Kristina, Örjan Ekblom, Lena V. Kallings, Maria Ekblom, and Victoria Blom. "Job Demand-Control-Support Model as Related to Objectively Measured Physical Activity and Sedentary Time in Working Women and Men." International Journal of Environmental Research and Public Health 16, no. 18 (2019): 3370. http://dx.doi.org/10.3390/ijerph16183370.

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A physically active lifestyle incurs health benefits and physically active individuals show reduced reactivity to psychosocial stressors. However, the findings are inconclusive and are based on self-reported physical activity and sedentary time. The present study aimed at studying the associations between psychological stressors (job demand, control, support, JD-C-S) and objectively measured physical activity (PA) on various intensities from sedentary (SED) to vigorous physical activity. The participants were 314 employees from a cross-sectional study. PA data were collected with the accelerometer ActiGraph GT3X (Pensacola, FL, USA), SED data with the inclinometer activPAL (PAL Technologies Ltd., Glasgow, Scotland, UK), and psychosocial stressors with a web questionnaire. Results showed that vigorous-intensity PA was negatively associated with demand (β −0.15, p < 0.05), even when adjusted for the covariates. SED was negatively associated to support (β −0.13, p < 0.05). Stress significantly moderated relations between support and sedentary time (β −0.12, p < 0.05). Moderate PA (MVPA) was negatively associated with demand, but only when controlling for overtime (β −0.13, p < 0.05). MVPA was also negatively associated with control (β −0.15, p < 0.05) but not when work engagement was included in the model. Being more physically active and spending less time sedentary may help to handle job situations with high demand and low support.

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Dollard, Maureen F., Helen R. Winefield, Anthony H. Winefield, and Jan Jonge. "Psychosocial job strain and productivity in human service workers: A test of the demand-control-support model." Journal of Occupational and Organizational Psychology 73, no. 4 (2000): 501–10. http://dx.doi.org/10.1348/096317900167182.

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36

Sanne, Bjarte, Arnstein Mykletun, Alv A. Dahl, Bente E. Moen, and Grethe S. Tell. "Testing the Job Demand–Control–Support model with anxiety and depression as outcomes: The Hordaland Health Study." Occupational Medicine 55, no. 6 (2005): 463–73. http://dx.doi.org/10.1093/occmed/kqi071.

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Goodboy, Alan K., Matthew M. Martin, Jennifer M. Knight, and Zachary Long. "Creating the Boiler Room Environment." Communication Research 44, no. 2 (2016): 244–62. http://dx.doi.org/10.1177/0093650215614365.

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The purpose of this study was to explain workplace bullying as a symptom of high-strain employment. The Job Demand-Control-Support (JDCS) model of work design was used to frame this study and examine workplace bullying antecedents and consequences. Full-time American employees ( N = 314) working in various organizations completed a questionnaire about their bullying experiences, working environments, and occupational outcomes. Results revealed that workplace bullying was correlated with expected negative outcomes at work (i.e., job dissatisfaction, job stress, anxiety). In line with JDCS model predictions, employees who worked at organizations characterized by high psychological demands, low control, and low supervisor social support (i.e., an additive model) reported more workplace bullying (supporting an iso-strain hypothesis). Results of a moderated moderation analysis revealed a significant three-way interaction between demands, control, and support (supporting a buffering hypothesis); under workplace conditions characterized by low supervisor social support, employee control over how work was completed buffered the negative effect of job demands on workplace bullying. Supervisors, then, should consider how promoting employee autonomy and communicating social support to employees might nullify workplace conditions that encourage bullying, especially when work is particularly demanding.

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Van der Doef, Margot, and Stan Maes. "The Job Demand-Control (-Support) Model and psychological well-being: A review of 20 years of empirical research." Work & Stress 13, no. 2 (1999): 87–114. http://dx.doi.org/10.1080/026783799296084.

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39

Van der Doef, Margot, and Stan Maes. "The job demand-control(-support) model and physical health outcomes: A review of the strain and buffer hypotheses." Psychology & Health 13, no. 5 (1998): 909–36. http://dx.doi.org/10.1080/08870449808407440.

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40

OTA, A., T. MASUE, N. YASUDA, A. TSUTSUMI, Y. MINO, and H. OHARA. "Association between psychosocial job characteristics and insomnia: an investigation using two relevant job stress models—the demand-control-support (DCS) model and the effort-reward imbalance (ERI) model." Sleep Medicine 6, no. 4 (2005): 353–58. http://dx.doi.org/10.1016/j.sleep.2004.12.008.

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41

Noblet, Andrew, Cary Cooper, John McWilliams, and Annette Rudd. "Wellbeing, Job Satisfaction and Commitment among Australian Community Health Workers: The Relationship with Working Conditions." Australian Journal of Primary Health 13, no. 3 (2007): 40. http://dx.doi.org/10.1071/py07037.

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The Australian community health sector has undergone extensive organisational reform in recent times, and, in the push to enhance efficiencies and contain costs, there are indications that these changes may have undermined the wellbeing of community health personnel and their ability to provide high quality illness-prevention services. The aim of this study was to examine the working environments experienced by community health service employees and identify conditions that are predictive of employee stress. The study was guided by a tailored version of the demand-control-support model, whereby the generic components of the model had been augmented by more situation-specific stressors. The results of multiple regression analyses indicated that job control, and, to a lesser extent, social support, were closely associated with the outcome variables (psychological health, job satisfaction and organisational commitment). The more situation-specific stressors also accounted for significant proportions of explained variance. Overall, the results suggest that working conditions, particularly job control, social support and specific job stressors, offer valuable opportunities for protecting and enhancing the wellbeing of community health service personnel.

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Zurlo, Maria Clelia, Federica Vallone, and Andrew P. Smith. "Effects of individual differences and job characteristics on the psychological health of Italian nurses." Europe’s Journal of Psychology 14, no. 1 (2018): 159–75. http://dx.doi.org/10.5964/ejop.v14i1.1478.

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The Demand Resources and Individual Effects Model (DRIVE Model) is a transactional model that integrates Demands- Control-Support and Effort-Reward Imbalance models emphasising the role of individual (Coping Strategies; Overcommitment) and job characteristics (Job Demands, Social Support, Decision Latitude, Skill Discretion, Effort, Rewards) in the work-related stress process. The present study aimed to test the DRIVE Model in a sample of 450 Italian nurses and to compare findings with those of a study conducted in a sample of UK nurses. A questionnaire composed of Ways of Coping Checklist-Revised (WCCL-R); Job Content Questionnaire (JCQ); ERI Test; Hospital Anxiety and Depression Scale (HADS) was used. Data supported the application of the DRIVE Model to the Italian context, showing significant associations of the individual characteristics of Problem-focused, Seek Advice and Wishful Thinking coping strategies and the job characteristics of Job Demands, Skill Discretion, Decision Latitude, and Effort with perceived levels of Anxiety and Depression. Effort represented the best predictor for psychological health conditions among Italian nurses, and Social Support significantly moderated the effects of Job Demands on perceived levels of Anxiety. The comparison study showed significant differences in the risk profiles of Italian and UK nurses. Findings were discussed in order to define focused interventions to promote nurses’ wellbeing.

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Burr, Hermann, Grit Müller, Uwe Rose, et al. "The Demand–Control Model as a Predictor of Depressive Symptoms—Interaction and Differential Subscale Effects: Prospective Analyses of 2212 German Employees." International Journal of Environmental Research and Public Health 18, no. 16 (2021): 8328. http://dx.doi.org/10.3390/ijerph18168328.

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Testing assumptions of the widely used demand–control (DC) model in occupational psychosocial epidemiology, we investigated (a) interaction, i.e., whether the combined effect of low job control and high psychological demands on depressive symptoms was stronger than the sum of their single effects (i.e., superadditivity) and (b) whether subscales of psychological demands and job control had similar associations with depressive symptoms. Logistic longitudinal regression analyses of the 5-year cohort of the German Study of Mental Health at Work (S-MGA) 2011/12–2017 of 2212 employees were conducted. The observed combined effect of low job control and high psychological demands on depressive symptoms did not indicate interaction (RERI = −0.26, 95% CI = −0.91; 0.40). When dichotomizing subscales at the median, differential effects of subscales were not found. When dividing subscales into categories based on value ranges, differential effects for job control subscales (namely, decision authority and skill discretion) were found (p = 0.04). This study does not support all assumptions of the DC model: (1) it corroborates previous studies not finding an interaction of psychological demands and job control; and (2) signs of differential subscale effects were found regarding job control. Too few prospective studies have been carried out regarding differential subscale effects.

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Kogien, Moisés, and José Juliano Cedaro. "Public emergency department: the psychosocial impact on the physical domain of quality of life of nursing professionals." Revista Latino-Americana de Enfermagem 22, no. 1 (2014): 51–58. http://dx.doi.org/10.1590/0104-1169.3171.2387.

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OBJECTIVES: to determine the psychosocial factors of work related to harm caused in the physical domain of the quality of life of nursing professionals working in a public emergency department. METHOD: cross-sectional, descriptive study addressing 189 nursing professionals. The Job Stress Scale and the short version of an instrument from the World Health Organization to assess quality of life were used to collect data. Robert Karasek's Demand-Control Model was the reference for the analysis of the psychosocial configuration. The risk for damage was computed with a confidence interval of 95%. RESULTS: In regard to the psychosocial environment, the largest proportion of workers reported low psychological demands (66.1%) and low social support (52.4%), while 60.9% of the professionals experienced work situations with a greater potential for harm: high demand job (22.8%) and passive work (38.1%). CONCLUSIONS: low intellectual discernment, low social support and experiencing a high demand job or a passive job were the main risk factors for damage in the physical domain of quality of life.

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Costa, Maria de Fátima Antunes Alves, and Maria Cristina Ferreira. "Sources and Reactions to Stress in Brazilian Lawyers." Paidéia (Ribeirão Preto) 24, no. 57 (2014): 49–56. http://dx.doi.org/10.1590/1982-43272457201407.

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Job stress can negatively affect the health of employees. As such, the investigation of its characteristics in different professional categories is relevant. The aim in this study was to analyze the predictive power of seven stressors (decision latitude, psychological demands at work, physical demands at work, social support from colleagues, ergonomic stressors, relationships with clients, job insecurity) for job dissatisfaction, depression and psychosomatic problems in a sample of 702 Brazilian lawyers. The data were collected using a Brazilian version of the Job Content Questionnaire(JCQ). The results showed that decision latitude and social support were the main negative predictors of stress, while psychological demands and job insecurity were its main positive predictors. These results are discussed in the light of the demand-support-control model, which was used as a framework for the research.

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Rodwell, John, and Angela Martin. "The importance of the supervisor for the mental health and work attitudes of Australian aged care nurses." International Psychogeriatrics 25, no. 3 (2012): 382–89. http://dx.doi.org/10.1017/s1041610212001883.

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ABSTRACTBackground: The work attitudes and psychological well-being of aged care nurses are important factors impacting on the current and future capacity of the aged care workforce. Expanding our understanding of the ways in which the psychosocial work environment influences these outcomes is important in order to enable organizations to improve the management of human resources in this sector.Methods: Using survey data from a sample of 222 Australian aged care nurses, regression analyses were employed to test the relative impact of a range of psychosocial work environment variables derived from the demand-control-support (DCS) model and organizational justice variables on satisfaction, commitment, well-being, and depression.Results: The expanded model predicted the work attitudes and well-being of aged care nurses, particularly the DCS components. Specifically, demand was related to depression, well-being, and job satisfaction, job control was related to depression, commitment, and job satisfaction, and supervisor support and interpersonal fairness were related to well-being. The contributions of informational and interpersonal justice, along with the main and interaction effects of supervisor support, highlight the centrality of the supervisor in addressing the impact of job demands on aged care nurses.Conclusion: Psychosocial variables have utility beyond predicting stress outcomes to the work attitudes of nurses in an aged care setting and thus present further avenues of research for the retention of nurses and improved patient care.

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Dhondt, Steven, Frank Delano Pot, and Karolus O. Kraan. "The importance of organizational level decision latitude for well-being and organizational commitment." Team Performance Management 20, no. 7/8 (2014): 307–27. http://dx.doi.org/10.1108/tpm-03-2014-0025.

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Purpose – This paper aims to focus on participation in the workplace and examines the relative importance of different dimensions of job control in relation to subjective well-being and organizational commitment. These dimensions are job autonomy (within a given job), functional support (from supervisor and colleagues) and organizational level decision latitude (shop-floor consultancy on process improvements, division of labor, workmates, targets, etc.). Interaction with work intensity is looked at as well. Design/methodology/approach – Measurements and data were taken from the European Working Conditions Survey, 2010. The paper focusses on salaried employees only. The sample was further limited to employees in workplaces consisting of at least 50 workers. There are 2,048 employees in the final sample, from Denmark, Ireland, The Netherlands, Finland, Sweden and the UK. In this paper, the focus is not on differences between countries, and adding more countries would have introduced too many country characteristics as intermediate variables. Findings – In the regression analyses, functional support and organizational level decision latitude showed stronger relations with the outcome variables than job autonomy. There was no relation between work intensity and the outcome variables. Two-way interactions were found for job autonomy and organizational level decision latitude on subjective well-being and for functional support and organizational level decision latitude on organizational commitment. A three-way interaction, of all job control variables combined, was found on organizational commitment, with the presence of all types of job control showing the highest organizational commitment level. No such three-way interaction was found for subjective well-being. There was an indication for a two-way interaction of work intensity and functional support, as well as an indication for a two-way interaction of work intensity and organizational level decision latitude on subjective well-being: high work intensity and low functional support or low organizational level decision latitude seemed to associate with low well-being. No interaction was found for any dimension of job control being high and high work intensity. Research limitations/implications – Although this study has all the limitations of a cross-sectional survey, the results are more or less in accordance with existing theories. This indicates that organizational level decision latitude matters. Differentiation of job control dimensions in research models is recommended, and so is workplace innovation for healthy and productive jobs. Originality/value – Most theoretical models for empirical research are limited to control at task level (e.g. the Job Demand-Control-Support model of Karasek and Theorell. The paper aims at nuancing and extending current job control models by distinguishing three dimensions/levels of job control, referring to sociotechnical systems design theory (De Sitter) and action regulation theory (Hacker) and reciprocity (Akerlof). The policy relevance regards the consequences for work and organization design.

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Kim, Cheol Young, and Jisung Park. "Meta-Analytic Review of the Antecedents and Consequences of Employees' Psychological Well-being in Job Demand-Control-Support Model." East and West Studies 31, no. 2 (2019): 33–63. http://dx.doi.org/10.29274/ews.2019.31.2.33.

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Gabr, Hala. "Implications of Job Demand, Control, Support Model to Investigate Workplace Bulling and Intention to Leave of Emergency Department Nurses." International Journal of Nursing Didactics 08, no. 07 (2018): 58–67. http://dx.doi.org/10.15520/ijnd.v8i07.2237.

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Shirom, Arie, Sharon Toker, Shlomo Berliner, and Itzhak Shapira. "The Job Demand-Control-Support Model and stress-related low-grade inflammatory responses among healthy employees: A longitudinal study." Work & Stress 22, no. 2 (2008): 138–52. http://dx.doi.org/10.1080/02678370802180830.

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