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Journal articles on the topic 'Job Demand-Resources Theory'

Author: Grafiati

Published: 5 June 2025

Last updated: 2 August 2025

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1

Kishore, Ranit, Surinder Sethi, Ashish Mohturea, et al. "Influence of job demand and resources on job satisfaction of employees in university admission." Multidisciplinary Science Journal 7, no. 7 (2025): 2025351. https://doi.org/10.31893/multiscience.2025351.

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Every job has specific demands and resources, leading to satisfied or dissatisfied employees. Drawing from JD-R theory, this study examines how job demands and resources influence job satisfaction among employees in private universities' admission and telecalling process.We studied the correlation between job happiness, social assistance and guidance, emotional demands, and work pressure. Using a sample of 50 respondents, a conclusion was drawn for our study. The analysis revealed that employees experience support from their immediate supervisors, and work pressure was reported as the biggest

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Mbabazi, Annet. "Well-Being among Academic Staff in Higher Education Institutions." Interdisciplinary Journal of Education 7, no. 1 (2024): 101–15. http://dx.doi.org/10.53449/ije.v7i1.342.

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Well-being is a multidimensional concept that reflects employees’ satisfaction with life, the prevalence of contentment and pleasure in their jobs, and in particular the emotions that the jobs provide the opportunities for employees to enhance their opportunities into self-fulfilment. This research on well-being aims to examine how job demand resources and organisation support affect employee well-being in higher education institutions. In deriving these factors of well-being, I considered two theories namely; Organization Support Theory (OST) and Job Demand Resources Theory (JDRs) to help me

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Yoon, Iksang. "Investigating the Influences of Job Demands and Job Resources on Teacher’s Job Stress and Job Satisfaction: Application of Latent Moderated Structural Equation Modeling." Korean Journal of Teacher Education 39, no. 4 (2023): 303–24. http://dx.doi.org/10.14333/kjte.2023.39.4.12.

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Purpose: Based on the Job Demands-Resources theory, this study aimed to investigate how teachers'perceived job demands and job resources could predict teachers' job stress and job satisfaction. Methods: This study utilized TALIS 2018 Korean teacher survey data collected by the Organizationfor Economic Cooperation (OECD). A total sample size was 6,138. The latent moderated structuralequation model was applied as the main analysis technique to verify the individual effects andmoderating effects of job demands and job resources on job stress and job satisfaction. Results: First, the r

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Wallgren, Lars Göran. "Theory Y Embedded in Theory X." International Journal of Human Capital and Information Technology Professionals 4, no. 4 (2013): 1–17. http://dx.doi.org/10.4018/ijhcitp.2013100101.

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Using the Job Demands-Resources (JD-R) model, this cross-sectional study tests whether the direct effects and interaction effects of job demand and motivators affect the level of perceived stress among information technology (IT) consultants. A web-based questionnaire survey was conducted among 380 IT consultants at ten IT consultancy companies in Sweden. The results showed that job demands, autonomy, and motivators are important factors that explain perceived stress among the IT consultants. Those consultants with a high level of job demands and a low level of autonomy had a four times higher

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Hossan, Dalowar, Zuraina Dato’ Mansor, and Mahmoud Abdelrehim. "Balancing Demands and Resources to Enhance Employee Work Engagement in Kuala Lumpur, Malaysia." Environment-Behaviour Proceedings Journal 10, SI28 (2025): 187–93. https://doi.org/10.21834/e-bpj.v10isi28.6946.

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This study aims to identify the factors influencing work engagement among employees in Kuala Lumpur, using the Job Demands-Resources (JD-R) theory and incorporating workaholism as a personal demand. Data from 146 respondents were collected through an online, self-administered, cross-sectional questionnaire. The data were analyzed using Smart-PLS and SPSS. The results indicate that job and personal demands significantly diminish work engagement, whereas job and personal resources substantially enhance it. Additionally, the interaction between resources and demands from both job and personal dom

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Haroon, Saima, and Danish Ahmed Siddiqui. "Culturally-endorsed Leadership, Social cognition, and Entrepreneurial Orientation: An Empirical Inquiry." Business Management and Strategy 10, no. 2 (2019): 313. http://dx.doi.org/10.5296/bms.v10i2.16156.

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Entrepreneurial orientation can not only be influenced by leadership, culture, but also through social cognition induced through Job Demands and Resources. Moreover, higher Entrepreneurial orientation could further lead to job satisfaction. These intricate relationships were never explored before. Therefore, we proposed a theoretical framework combining (Stephan & Pathak, 2016) and (Ralph Kattenbach, 2018) models, and modifying them to include the concept of Job satisfaction. Stephan & Pathak (2016) investigated the impact of Culturally-endorsed implicit Leadership Theories (CLT) on in

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Yusriani, Sri, Samsiah Rangkuti, Meirani Harsasi, Daru Asih, and Shine Pintor Siolemba Patiro. "Observing the Influence of Job Demands, Job Resources, and Family Demands on Work Engagement Moderated by Self-Efficacy." International Journal of Finance Research 5, no. 4 (2024): 508–28. https://doi.org/10.47747/ijfr.v5i4.1992.

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According to the Job Demand-Resource Theory, job demands, job resources, and personal resources significantly influence employee performance through work engagement (Bakker & Demerouti, 2017). Furthermore, performance is also affected by demands and resources originating from the family context (Brummelhuis & Bakker, 2012). This study aims to examine the impact of job demands, job resources, and family demands on work engagement, with self-efficacy as a moderating variable. The research was conducted at the Central Statistics Agency (BPS) across various districts/cities in North Sumatr

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Ahmad, Zafar, and Malik Mureed Hussain. "Can Gender Moderate the Relationship of Mindfulness, Procrastination and Job Performance Among Telecom Employees?" Review of Economics and Development Studies 6, no. 3 (2020): 557–66. http://dx.doi.org/10.47067/reads.v6i3.246.

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Job demand resource model and self-determination theory is widely used for understanding procrastination, mindfulness, job performance and gender in organizational settings. The job demand resource model has been further used to understand gender as moderator among employee’s with mindfulness, procrastination and job performance. The present study focuses on gender as moderator in mindfulness, procrastination and job performance among male and female employees. The Purposive sampling technique with cross-sectional approach was applied. Mindfulness Attention Awareness Scale (MAAS; Brown & R

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Ahmed, Musheer, and Gulshia Rizvi. "Navigating the Workplace: Job Demands and Resources." Innovation The Research Concept 9, no. 4 (2024): E69—E75. https://doi.org/10.5281/zenodo.11208999.

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This paper has been published in Peer-reviewed International Journal "Innovation The Research Concept"                      URL : https://www.socialresearchfoundation.com/new/publish-journal.php?editID=9007 Publisher : Social Research Foundation, Kanpur (SRF International)  Abstract : The modern workplace is a dynamic and ever-evolving landscape. Employees juggle various responsibilities, navigate complex relationships, and strive to meet performance expectations. Understanding the int

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Aini, Nisa Nur, Barkah Rosadi, and Muhammad Yusuf Alhadihaq. "Model Permintaan Pekerjaan - Sumber Daya Untuk Kesejahteraan Dan Produktivitas Karyawan." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 1 (2023): 673–81. http://dx.doi.org/10.31539/costing.v7i1.6227.

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Employee well-being is an important factor for individuals and to ensure company sustainability. The research objective is to develop a Job Demand-Resources (JD-R) model that can predict employee well-being and productivity at PT Fengtay Indonesia Enterprise. Explanatory survey of 250 randomly selected non-manager employees of PT Fengtay Indonesia Enterprise. Inferential analysis using SEM with SPSS25 tools. The results of the study show that job demands, such as high task demands and tight time pressure, have a negative and significant relationship with employee welfare, while job resources,

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Pirrotta, Luca, Paola Cantarelli, and Nicola Belle. "Exploring the role of staffing needs in JD-R theory: evidence from public healthcare organizations." Management Decision 63, no. 13 (2025): 282–301. https://doi.org/10.1108/md-07-2024-1718.

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PurposeTo ensure employee well-being and productivity, understanding and managing job demands and resources is crucial. Job demand-resources (JD-R) theory offers insights into this interplay in public healthcare organization. This paper aims to explore the balance between staffing needs, job demands, job resources and job satisfaction.Design/methodology/approachThis is a cross-sectional study, using both employees’ self-reported and administrative data on working hours. Through a comprehensive survey, the perceptions of 26,577 employees were assessed. Staffing needs were then also objectively

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Musa, Norwahida, Dalili Izni Shafie, and Siti Khairunnisa Sheikh Abdul Mutalib. "Mental Health and Psychological Well-Being of Malaysian Aviation Pilots: A Job Demands-Resources theory." Environment-Behaviour Proceedings Journal 10, SI28 (2025): 237–42. https://doi.org/10.21834/e-bpj.v10isi28.6961.

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This study examines the mental health and psychological well-being of Malaysian aviation pilots while exploring connections between psychological and organizational contexts. It aims to uncover the mechanisms that influence the mental health and well-being of these pilots through a comprehensive literature review, empirical investigations, and quantitative data analysis. Focus on the organizational context, as well as the psychological context, which emphasizes job burnout as a psychological demand, all framed within the perspective of Job Demands–Resources Theory. Findings indicate promoting

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Tara, Nain, and Syed Muhammad Javed Iqbal. "Examining the Impact of Job Demands, Resources and Technostress on Psychological Wellbeing of Gig Workers: A Theoretical Model." Qlantic Journal of Social Sciences 4, no. 4 (2023): 369–78. http://dx.doi.org/10.55737/qjss.750203843.

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The purpose of writing this paper is to give an integrated framework in the form of a theoretical model to understand the influence of gig work-related job characteristics on the psychological well-being of gig workers. A synthesis of existing literature in the form of research papers, conference proceedings, reports on gig index etc., is used to identify critical job characteristics, e.g., precarity (job insecurity) and flexibility (job autonomy) and stress related to extensive use of technology (technostress) which have implications for the wellbeing of gig workers. By drawing on the job dem

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Khan, Faisal, Muhammad Sufyan, and Muhammad Faizan Malik. "Job demands, Emotional Exhaustion and Ill Health among Academicians." Global Educational Studies Review V, no. III (2020): 253–62. http://dx.doi.org/10.31703/gesr.2020(v-iii).26.

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Job demands in the working environment contain motivation that requires energy and reduced health problems. The purpose of the current study has to examine the effect between demands, emotional exhaustion and ill health among academicians. The adapted questionnaires have been distributed among 215 public sector universities academicians. For the investigation, the Job Demand Resources (JD-R) model has been used. By using the regression model, the findings of the study concluded that demands like workload and role conflict have a significant effect on emotional exhaustion and ill health, which

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Kalsum, Ummu, Fridawaty Rivai, Alimin Maidin, Andi Indahwaty AS, Andi Zulkifli, and Yahya Thamrin. "Job and personal resources: boosting work engagement and job satisfaction in hospitals." International Journal of Public Health Science (IJPHS) 13, no. 1 (2025): 239–44. https://doi.org/10.11591/ijphs.v13i1.23551.

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The low level of job satisfaction (JS) among hospital staff is associated with the low level of work engagement (WE). To examine WE, the Job demand-resources theory is often applied. This study aims to see the effect of job resources (JR) and personal resources (PR) on WE and their impact on JS. This is a quantitative study that takes a cross-sectional method. The sample consisted of 244 employees of the Haji Hospital Makassar in South Sulawesi Province who were selected by random quota sampling and then analyzed using the Path Analysis test on SPSS AMOS 26. The results showed that JR (p-value

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Kalsum, Ummu, Fridawaty Rivai, Alimin Maidin, Andi Indahwaty AS, Andi Zulkifli, and Yahya Thamrin. "Job and personal resources: boosting work engagement and job satisfaction in hospitals." International Journal of Public Health Science (IJPHS) 13, no. 1 (2024): 239. http://dx.doi.org/10.11591/ijphs.v13i1.23551.

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The low level of job satisfaction (JS) among hospital staff is associated with the low level of work engagement (WE). To examine WE, the Job demand-resources theory is often applied. This study aims to see the effect of job resources (JR) and personal resources (PR) on WE and their impact on JS. This is a quantitative study that takes a cross-sectional method. The sample consisted of 244 employees of the Haji Hospital Makassar in South Sulawesi Province who were selected by random quota sampling and then analyzed using the Path Analysis test on SPSS AMOS 26. The results showed that JR (p-value

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Walsh, Gianfranco, and Eva Katharina Hammes. "Do service scripts exacerbate job demand-induced customer perceived discrimination?" Journal of Services Marketing 31, no. 4/5 (2017): 471–79. http://dx.doi.org/10.1108/jsm-06-2016-0209.

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Purpose This research aims to investigate the contingent influence of service scripts on the links between service employees’ job demands and customers’ perceptions of discrimination. Design/methodology/approach Drawing on prior conceptual and empirical work, as well as conservation of resources theory, the authors propose a conceptual model comprising job demands (job stress and role ambiguity) and two dimensions of perceived discrimination. Findings A unique, dyadic data set reveals that the two focal job demands positively affect customers’ perceptions of discrimination. Service scripts enh

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Chuang, Li-Min, and Sheng-Hsuan Huang. "AI-Supported Healthcare Technology Resistance and Behavioral Intention: A Serial Mediation Empirical Study on the JD-R Model and Employee Engagement." Systems 13, no. 4 (2025): 268. https://doi.org/10.3390/systems13040268.

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This study combines innovation resistance theory, the stimulus–organism–response (SOR) framework, and the job demands–resources model to facilitate an in-depth exploration of the barriers faced by healthcare professionals and the psychological responses they exhibit when adopting AI-supported healthcare technologies. We conducted a questionnaire survey and obtained 296 valid responses from healthcare professionals to examine the relationship between resistance to AI-supported healthcare technologies and AI adoption behavioral intentions. Using the SOR framework as a basis, this study validated

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Brown, Jordan, and Shannon G. Washburn. "Assessing Supply, Demand and Professional Development Needs of Employees in WaterRelated Careers." Career and Technical Education Research 44, no. 3 (2019): 15–36. http://dx.doi.org/10.5328/cter44.3.15.

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The need to focus efforts on preserving the quality and quantity of Kansas' water supply is a widely accepted and growing trend. Addressing such a need will necessitate increased supply of professionals in related STEM fields. Drawing on the Human Capital Theory and the Theory of Work Adjustment, descriptive survey research and qualitative interviews were used to gather data from employers of water-related job positions. The results of the study suggest that, while employers have not recently experienced much challenge filling job vacancies, demand for employees could increase in the future. A

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Yang, Wenchao, Wenfeng Li, Yulian Cao, Yun Luo, and Lijun He. "Real-Time Production and Logistics Self-Adaption Scheduling Based on Information Entropy Theory." Sensors 20, no. 16 (2020): 4507. http://dx.doi.org/10.3390/s20164507.

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In recent years, the individualized demand of customers brings small batches and diversification of orders towards enterprises. The application of enabling technologies in the factory, such as the industrial Internet of things (IIoT) and cloud manufacturing (CMfg), enhances the ability of customer requirement automatic elicitation and the manufacturing process control. The job shop scheduling problem with a random job arrival time dramatically increases the difficulty in process management. Thus, how to collaboratively schedule the production and logistics resources in the shop floor is very c

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Lei, Chun, Md Sazzad Hossain, Md Imtiaz Mostafiz, and Gamal S. A. Khalifa. "Factors determining employee career success in the Chinese hotel industry: A perspective of Job-Demand Resources theory." Journal of Hospitality and Tourism Management 48 (September 2021): 301–11. http://dx.doi.org/10.1016/j.jhtm.2021.07.001.

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Farhan Maulana Akbar and Mega Asri Zona. "THE INFLUENCE OF WORK-LIFE BALANCE ON EMPLOYEE WELL-BEING MEDIATED BY JOB STRESS." Santhet (Jurnal Sejarah Pendidikan Dan Humaniora) 9, no. 1 (2025): 84–93. https://doi.org/10.36526/santhet.v9i1.4982.

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This study examines the influence of work-life balance on employee well-being, with job stress as a mediating variable, focusing on employees of PT Bank Nagari Main Branch. The research uses the Job Demand-Resources Theory to explore these relationships, employing a quantitative approach with 60 respondents selected through proportionate stratified random sampling. Data was analyzed using SmartPLS 4.1.0.2. The results of this study show that: (1) work-life balance positively but insignificantly affects employee well-being, (2) work-life balance has a significant negative effect on job stress,

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Huo, Meng-Long, Zhou Jiang, Zhiming Cheng, and Adrian Wilkinson. "Restaurant employees' attitudinal reactions to social distancing difficulties: a multi-wave study." Journal of Service Theory and Practice 32, no. 2 (2022): 302–22. http://dx.doi.org/10.1108/jstp-08-2021-0180.

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PurposeGrounded in the job demands–resources (JD-R) theory, this study investigates how the difficulty in social distancing at work, resulting from the COVID-19 crisis, may lead to intention to quit and career regret and how and when these effects may be attenuated.Design/methodology/approachThree-wave survey data were collected from 223 frontline service workers in a large restaurant company during the COVID-19 crisis.FindingsThe results show that difficulty in social distancing reduced employees' work engagement, and consequently, increased their turnover intention and career regret. These r

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Hvid, Helge. "Introduction." Nordic Journal of Working Life Studies 6, no. 4 (2016): 1. http://dx.doi.org/10.19154/njwls.v6i4.5609.

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<div class="page" title="Page 1"><div class="layoutArea"><div class="column"><p>In this issue, four articles are published.</p><p><em>Corin and Björk</em> present a study of the psychosocial work environment among managers in public schools and in public elder care in Sweden. The study provides new insight into the working conditions of managers in the public sector, and at the same time, the study contributes to the development of research methods in the field. The study is based on Demerouti and Bakkers’ Job Demand-Resource model, which summari

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Reimann, Linda-Elisabeth, Carmen Binnewies, Phillip Ozimek, and Sophie Loose. "I Do Not Want to Miss a Thing! Consequences of Employees’ Workplace Fear of Missing out for ICT Use, Well-Being, and Recovery Experiences." Behavioral Sciences 14, no. 1 (2023): 8. http://dx.doi.org/10.3390/bs14010008.

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As more and more employees have access to work-related information and communication technologies (ICTs) anywhere and anytime, new challenges arise in terms of well-being and recovery experiences. Feelings of workplace fear of missing Out (wFoMO) and workplace telepressure may be personal demands that add to the literature of the job demands-resources (JD-R) theory. In this study, we proposed a model in which wFoMO and workplace telepressure were associated with employee well-being variables via the use of ICTs during leisure time. Therefore, we analyzed the data of N = 130 employees who answe

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Bella Ghia Dimmera, Nur Afifah, and Mustaruddin. "DEVELOPMENT OF PROACTIVE WORK BEHAVIOR: SYSTEMATIC LITERATURE REVIEW." Management and Sustainable Development Journal 6, no. 1 (2024): 74–86. https://doi.org/10.46229/msdj.v6i1.886.

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Employees' proactive work behavior can influence the organization's future development. This study examines how research on proactive work behavior has evolved through a thorough systematic literature review. This review employed PRISMA, or preferred reporting items, for systematic reviews and meta-analyses with the Watase Uake tools. The systematic literature review was conducted in three stages: planning, conducting, and reporting. The review results showed that the development of proactive work behavior in 2018–2024 indexed by Scopus was highest in 2023, reaching fifty articles. Research on

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Putra, Tegar Satya, and Aloysia Desy Pramusiwi. "Well-Being and Innovation: Investigating the Linkage among Well-Being Oriented Management, Knowledge Sharing, Innovation Climate, and Innovative Work Behavior." Media Ekonomi dan Manajemen 38, no. 1 (2023): 147. http://dx.doi.org/10.56444/mem.v38i1.3448.

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For businesses to survive, innovation is essential. As a result, business experts and academics engaged in extensive discussions about encouraging creativity in corporate settings. However, most of the present literature focuses on the performance management paradigm when discussing innovation. Innovation is a resource-intensive process that, while it improves corporate performance, drains employees' resources. Thus, evaluating innovation through more critical lenses is needed. Through the lenses of the Theory of Conservation of Resources and Job Demand Resources Model, this research views inn

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Sarwar, Farhan, Siti Aisyah Panatik, Mohammad Saipol Mohd Sukor, and Noraini Rusbadrol. "A Job Demand–Resource Model of Satisfaction With Work–Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment." SAGE Open 11, no. 2 (2021): 215824402110061. http://dx.doi.org/10.1177/21582440211006142.

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Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct e

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Tarek, Brenda Stefani Novelia, Muzakki Muzakki, and Nuri Herachwati. "SUPERVISOR SUPPORT, MEANINGFUL WORK, AND HAPPINESS IN EMPLOYEE ENGAGEMENT." Riset 7, no. 1 (2025): 061–77. https://doi.org/10.37641/riset.v7i1.2586.

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The furniture manufacturing industry plays a crucial role in the global economy, driven by changing consumer lifestyles, urbanization, and the rapid expansion of the property sector. As demand for high-quality and eco-friendly furniture rises, ensuring high team member engagement becomes essential for maintaining productivity and innovation. This study examines the impact of supervisor support, Meaningful Work, and happiness at work on team member engagement in the furniture industry. Using the Job Demands-Resources (JD-R) theory, this research explores how job resources enhance engagement by

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Shan, Biaoan, Xiaoju Liu, Anwei Gu, and Runxuan Zhao. "The Effect of Occupational Health Risk Perception on Job Satisfaction." International Journal of Environmental Research and Public Health 19, no. 4 (2022): 2111. http://dx.doi.org/10.3390/ijerph19042111.

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This study explored the relationship between occupational health risk perception and job satisfaction. Based on the job demand-resources model and resource conservation theory, eight hypotheses were proposed in this study. In a survey of 237 production line workers and managers, we found that perceived occupational health risks significantly negatively affected job satisfaction. Both work stress and organizational commitment mediate the relationships between perceived occupational health risks and job satisfaction. We also examined whether safety culture could weaken the negative impact of per

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Alaydi, Bader, Siew-Imm Ng, and Xin-jean Lim. "Mitigating the Health Impairment Vicious Cycle of Air Traffic Controllers Using Intra-Functional Flexibility: A Mediation-Moderated Model." Safety 11, no. 3 (2025): 70. https://doi.org/10.3390/safety11030070.

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Air traffic controllers (ATCOs) make a significant contribution to ensuring flight safety, making this profession a highly stressful job globally. Job demands–resources (JDR) theory proposes a health impairment process stemming from job demand (complexity) to mental workload, which causes job stress, resulting in compromised flight safety. This vicious cycle is evident among ATCOs and is recognized as an unsustainable management practice. To curb this process, we propose intra-functional flexibility as a conditional factor. Intra-functional flexibility refers to the flexibility in the realloca

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Zhang, Xin-Min, and Yuan-Cheng Chang. "The Relationship Between Professional Identity and Job Satisfaction Among Teachers at Newly Established Undergraduate Institutions: The Mediating Role of Work Engagement." Journal of Education and Learning 14, no. 2 (2024): 125. http://dx.doi.org/10.5539/jel.v14n2p125.

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Amid the rapid development of higher education in China and the increasingly fierce competition among colleges, improving teachers&rsquo; job satisfaction has become a critical criterion for ensuring the sustainable development of newly established undergraduate institutions and meeting the growing demand for talent cultivation. In this study I explores the impact of professional identity and work engagement on job satisfaction among teachers of different genders and ages. Based on conservation of resources theory, I utilized multiple regression analysis to investigate 637 university teach

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Zou, Wenyi, Rawiyah Binti Abd Hamid, and Muhammad Zulqarnain Arshad. "How passion and workplace incivility impact job performance in China: the role of work-life balance." Salud, Ciencia y Tecnología - Serie de Conferencias 4 (January 1, 2025): 1264. http://dx.doi.org/10.56294/sctconf20251264.

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Introduction- Private universities now face multiple pressing challenges, one of the reasons is the low job performance of academic staff. In order to solve the problem, this study considered the factors that affect job performance.Objective- Building on the Job Demand-Resource (JD-R) Theory, this study explored the underlying association between passion, workplace incivility, work-life balance and job performance of academic staff in China. Specifically, we tested the mediating mechanism of work-life balance that has received less consideration in the former literature.Methods- A sample of 38

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Mr. Shriyak Jain, Dr. Deepak Kumar and Dr Megha Grover, Dr. Mamta Rani. "Digital Fatigue and Employee Engagement in Hybrid Work: A Multilevel Perspective." Economic Sciences 21, no. 1 (2025): 795–803. https://doi.org/10.69889/a1my9b22.

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The hybrid work model, which blends remote and in-office modalities, has intensified reliance on digital tools and subsequently elevated risks of digital fatigue—mental exhaustion caused by prolonged digital engagement. This conceptual paper explores the impact of digital fatigue on employee engagement through a multilevel framework encompassing individual, team, and organizational dynamics. Grounded in the Job Demands–Resources (JD-R) model, Conservation of Resources (COR) theory, and Boundary Theory, the study conceptualizes digital fatigue as a job demand that depletes cognitive and emotion

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Aanchal and Heena Atwal. "Perceived Employer Branding, Employee Engagement and Employee Outcomes: A Proposed Mediation Model." Colombo Business Journal 14, no. 2 (2023): 32–56. http://dx.doi.org/10.4038/cbj.v14i2.156.

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This paper develops a conceptual framework to understand the relationship between perceived employer branding, employee engagement, and desirable attitudinal and behavioural outcomes. This conceptual framework proposes employee engagement as a mediator between perceived employer branding and different attitudes and behaviours such as job satisfaction, organisational commitment, turnover intention, task performance, and organisational citizenship behaviour in accordance with social exchange theory and the job-demand resources model. The paper expanded the research on employer branding by presen

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Kurniawati, Fitria Dwi. "Pengaruh Understaffing terhadap Stres Kerja Pegawai: Peran Dukungan Sosial sebagai Variabel Moderasi." TRANSEKONOMIKA: AKUNTANSI, BISNIS DAN KEUANGAN 5, no. 1 (2025): 307–22. https://doi.org/10.55047/transekonomika.v5i1.857.

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This study aims to analyze the effect of understaffing on employee work stress with the role of social support as a moderating variable. This study focuses on employees of PT XYZ, a company facing operational challenges due to labor shortages. The research method used was quantitative with an explanatory approach, involving 29 employees selected through purposive sampling. The analysis was conducted using Structural Equation Modeling - Partial Least Squares (SEM-PLS). The results showed that understaffing has a significant positive influence on job stress. In addition, social support was shown

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Buscema, Francesco, Lorenzo Cena, Clarissa Cricenti, Margherita Zito, Lara Bertola, and Lara Colombo. "Through restful waters and deep commotion: A study on burnout and health impairment of Italian seafarers from the JD-R model perspective." F1000Research 14 (February 20, 2025): 19. https://doi.org/10.12688/f1000research.159198.2.

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Background The work experience of seafarers differs significantly from other land-based occupations due to several factors, particularly remoteness and the restricted work environment. This study seeks to examine the impact of burnout and health impairment in the maritime industry, using the Job Demand-Resources theory as a framework. Methods To investigate these phenomena, an online questionnaire was sent to 629 Italian seafarers and we conducted analysis on a valid sample of 239 respondents (94.6% men, Mage = 39.44, SD = 12.8). We tested a mediated Structural Equation Model (SEM) aimed at pr

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Naz, Alia, and Yonjeong Paik. "Personal and Organizational Spirituality as a Buffer Against the Negative Effect of Supervision on Job and Life Satisfaction." Korean Academy Of Leadership 14, no. 1 (2023): 3–46. http://dx.doi.org/10.22243/tklq.2023.14.1.3.

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Abusive supervision is a toxic job demand that can ruin employees’ professional and personal lives. Based on job demands- resources theory, the present study introduces a new job resource that attenuates the negative effects of abusive supervision on job and life satisfaction: spirituality. In so doing, this study distinguishes personal spirituality— or an individual orientation to value, experience, or express an inner life, sense of community, and meaningfulness in life— from organizational spirituality— or an organizational feature that encourages its members to value and experience inner l

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Zhang, Wenxiao, and Ooi Boon Keat. "Social problem-solving ability as a protective mediator: Reducing burnout among counselors in high-stress educational contexts." Edelweiss Applied Science and Technology 9, no. 4 (2025): 2003–17. https://doi.org/10.55214/25768484.v9i4.6447.

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This study examines whether counselors’ social problem-solving ability can mitigate the impact of high job stress on burnout in demanding educational settings. Drawing on the Effort-Reward Imbalance (ERI) model and the Job Demand-Control-Support (JDCS) model as frameworks for occupational stress, and integrating Social Cognitive Career Theory (SCCT) constructs as personal resources, we test a model in which social problem-solving skills act as a mediator, buffering counselors from burnout. A cross-sectional survey of 401 university counselors was conducted. Participants completed measures of j

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Kim, Cheol, Joo Lee, and Soo Shin. "Why Are Your Employees Leaving the Organization? The Interaction Effect of Role Overload, Perceived Organizational Support, and Equity Sensitivity." Sustainability 11, no. 3 (2019): 657. http://dx.doi.org/10.3390/su11030657.

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Drawing on job demand-resources (JDR) theory, this study proposes that role overload and perceived organizational support have interaction effects on turnover intention. Further, we investigate the dynamics between role overload and turnover intention by considering differences in individuals’ reactions to inequity. We conducted several hierarchical regression analyses to test our hypotheses using data from 207 team members at 12 manufacturing companies in South Korea. The results reveal a positive relationship between role overload and turnover intention and a significant joint moderation eff

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Buscema, Francesco, Lorenzo Cena, Clarissa Cricenti, Margherita Zito, Lara Bertola, and Lara Colombo. "Through restful waters and deep commotion: A study on burnout and health impairment of Italian seafarers from the JD-R model perspective." F1000Research 14 (January 3, 2025): 19. https://doi.org/10.12688/f1000research.159198.1.

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Background The work experience of seafarers differs significantly from other land-based occupations due to several factors, particularly remoteness and the restricted work environment. This study seeks to examine the impact of burnout and health impairment in the maritime industry, using the Job Demand-Resources theory as a framework. Methods To investigate these phenomena, an online questionnaire was sent to 239 Italian seafarers (94.6% men, Mage = 39.44, SD = 12.8). We tested a mediated Structural Equation Model (SEM) aimed at predicting negative health outcomes. Results The results show tha

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Huang, Chien-Chung, Bin Tu, Huiyu Zhang, and Jamie Huang. "Mindfulness Practice and Job Performance in Social Workers: Mediation Effect of Work Engagement." International Journal of Environmental Research and Public Health 19, no. 17 (2022): 10739. http://dx.doi.org/10.3390/ijerph191710739.

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Despite a rapid increase in the work force over the last decade, the social work labor force is still suffering through high amounts of stress and burnout that could negatively affect work engagement and job performance in China. A potential solution worth exploring, however, is the practice of mindfulness, a concept based on expanding one’s awareness to target focus without judgement. Using 537 social workers from street-level social work service stations in Guangzhou, China, this paper examines the relation between mindfulness practice and job performance, and whether work engagement mediate

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Wang, Yan, Tachia Chin, Francesco Caputo, and Hanfeng Liu. "How Supportive Leadership Promotes Employee Innovation under Uncertainty: Evidence from Chinese E-Commerce Industry." Sustainability 14, no. 12 (2022): 7491. http://dx.doi.org/10.3390/su14127491.

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Innovative behavior (IB) is an important issue in academic and other sectors. The increasing uncertainty caused by COVID-19 has resulted in rising job insecurity for employees in the e-commerce industry. This has jeopardized career sustainability (CS). Numerous studies have explored the influence of supportive leadership (SL) on IB, but so far there is still a dearth of research investigating the role of CS. In addition, CS must be considered because the perceived sustainability of a career has an impact on individual innovation. Therefore, based on job demands-resources (JDR) theory, we analy

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Shinde, Shilpa. "Running on Empty: A Study of Time Pressure, Workload Misalignment, and Voluntary Turnover in Modern Organizations." RESEARCH HUB International Multidisciplinary Research Journal 12, no. 6 (2025): 37–47. https://doi.org/10.53573/rhimrj.2025.v12n6.006.

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In the contemporary workplace, organizational emphasis on speed, multitasking, and rapid delivery has intensified, often at the cost of employee well-being and sustainable performance. This study investigates the impact of time pressure, workload imbalance, and speed mismatch defined as the misalignment between an employee’s natural work pace and organizational expectations on employee stress, job satisfaction, and turnover intentions. Drawing on theoretical frameworks such as the Job Demand-Control Model, Person-Environment Fit Theory, and the Conservation of Resources (COR) Theory, the paper

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Nguyen, Thuy Thi Thanh, and Man-Ling Chang. "Triple-down model of capability, job characteristics and burnout." Chinese Management Studies 12, no. 3 (2018): 506–23. http://dx.doi.org/10.1108/cms-05-2017-0120.

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Purpose A Chinese proverb states: “Able people should do more work.” Although working hard is a common workplace phenomenon, does it lead to burnout in capable people? This study aims to examine the interactive effects of superior-perceived capability and subordinates’ self-efficacy on subordinate job demands, job involvement and burnout in frontline employees in the hospitality industry. Design/methodology/approach Data on 41 superiors and 161 subordinates from 16 hotels in Taiwan were collected. Hierarchical linear modeling is used to examine the research hypotheses. Findings The findings su

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Adarbah, Haitham Y., and Mark M. H. Goode. "Key Demand Factors in Professional Business ‎Courses: A Mixed-Methods Study‎." Journal of Business, Communication & Technology 1, no. 2 (2022): 44–53. http://dx.doi.org/10.56632/bct.2022.1205.

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Most businesses recognize that education and advancement ‎opportunities are essential components of human resource ‎development. Transfer of training is considered to be a significant ‎problem in the process of transferring knowledge, skills, and ‎attitudes from training to a job, even though training and ‎development strive to alter the knowledge, skills, and attitudes of a ‎trainee to bring about a positive change in the behavior of the trainee ‎as a result. Comparatively, little attention has been paid to the vital ‎demand factors for professional business courses (such as ‎Computing, Accou

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Hitoshi, Fujino. "Impact of Work-Related Stress on Japanese Medical Professionals Employees' Psychological Well-Being." International Journal of Psychology 8, no. 1 (2023): 12–22. http://dx.doi.org/10.47604/ijp.1886.

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Purpose: The purpose of this study was to examine the effect of occupational stress caused by job stress factors, working relationships and physical working conditions on the psychological well-being of medical professionals in hospitals in Japan. Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive’s

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Rożnowski, Bohdan, and Antoni Wontorczyk. "Work engagement, impulsivity and, self-efficacy among Polish workers. Moderating role of impulsivity." PLOS ONE 19, no. 10 (2024): e0311856. http://dx.doi.org/10.1371/journal.pone.0311856.

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The study proposes adding a new component to the Job Demands-Resources Theory, termed ’personal demands’. Impulsivity serves as an illustrative example of personal demands. A cross-sectional questionnaire was conducted and a total of 394 (Female = 59.6%) workers were surveyed. Standardized survey questionnaires were used in the study, i.e. The Utrecht Work Engagement Scale (UWES-9), Life Roles Self-Efficacy Scale (LRSES) and UPPS-P Impulsive Behaviour Scale. The obtained results indicate that Work Engagement correlates negatively with Impulsivity scales (lack of premeditation (r = -.22; p <

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Handayani, Dwi, Hafid Abbas, and Siti Nurjanah. "Assessing the Effect of Career Adaptability on Employee Engagement through Public Service Motivation: Study of Civil Servants in Indonesia." Migration Letters 20, no. 6 (2023): 300–314. http://dx.doi.org/10.59670/ml.v20i6.3480.

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This study aimed to examine the effect of civil servant career adaptability on employee engagement mediated by public service motivation. This study adopts the theory of job demand resources and takes the perspective of organizational behavior theory to explain personal resource variables. The proposed hypothesis was tested by conducting a partial least square - a structural equation model on data collected from 599 millennial civil servants in Indonesia. This study found that career adaptability, directly and indirectly, affects employee engagement with public service motivation as a mediatin

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Turgut, Sarah, Svenja Schlachter, Alexandra Michel, and Karlheinz Sonntag. "Antecedents of Health-Promoting Leadership and Workload as Moderator." Journal of Leadership & Organizational Studies 27, no. 2 (2019): 203–14. http://dx.doi.org/10.1177/1548051819848988.

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This study builds on the theory of planned behavior and investigates antecedents of health-promoting leadership behaviors (HPL behaviors): positive health-promoting leadership attitude (HPL attitude) as well as perceived health-promoting leadership norms (perceived HPL norms), and lack of perceived health-promoting leadership behavioral control (perceived HPL behavioral control). Furthermore, based on the conservation of resources theory, these antecedents are conceptualized as personal and job resources with managers’ perceived workload being examined as a moderating boundary condition, sugge

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