Dissertations / Theses: 'Job Demands-Resources Model'

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Nell, Elzette. "Testing the Job Demands-Resources Model on nurses." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96658.

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Thesis (MCom)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse gesondheidsisteem word geteister deur verskeie uitdagings wat onder andere inkomste ongelykhede, ekstreme hulpbron skaarshede, diskriminasie en geweld insluit. Dit maak die gesondheidsindustrie ŉ moeilike werksomgewing vir gesondheidspersoneel om in te werk. Suid-Afrika het duisende verpleegsters oor die laaste dekade verloor as gevolg van emigrasie, terwyl ander die professie in geheel verlaat het (Tshitangano, 2013). Gevolglik het hierdie tendens die aandag getrek na die welstand van verpleegsters in Suid-Afrika. Die primêre doel van hierdie studie was om die vlak van werksbetrokkenheid onder ŉ steekproef van privaatsektor verpleegsters in die Wes-Kaap te ondersoek, tesame met hulle vlakke van werkseise, werkshulpbronne, persoonlike hulpbronne, werksprestasie en posverryking. Die Job Demands-Resources model (JD-R) of work engagement is vir hierdie doel ingespan. Die omvattende model tesame met die geldigheid van die voorgestelde verhoudings tussen die konstrukte is getoets. Addisionele verhoudings is ook voorgestel en getoets. Bestuursimplikasies en praktiese intervensies is van die resultate afgelei en word aan bestuurders voorgelê as moontlike oplossings om verpleegsters se welstand en retensie te verhoog. ŉ Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is van 311 verpleegsters ingesamel wat deur ŉ private hospitaalgroep in diens geneem word. Nie-waarskynlikheid gerieflikheidsteekproeftrekking is gebruik om die steekproef te bepaal. ŉ Self-geadministreerde vraelys is ontwikkel en as harde kopie uitgestuur na dié hospitale wat ingestem het om aan die navorsing deel te neem. Die vraelys is vrywillig, anoniem en konfidensieel ingevul en het uit vyf seksies bestaan. Die vyf seksies se vrae is opgemaak uit verskeie bestaande vraelyste, naamlik, die Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), die Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), die Work Design Questionnaire (Morgeson & Humhprey, 2006), die Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), en die Job Crafting Scale (Tims, Bakker & Derks, 2012). Ten einde die statistiese beduidendheid van die hipoteses te toets, is die data deur strukturele vergelykingsmodellering en regressie-ontledings ontleed. Die resultate dui daarop dat die verpleegsters 'n hoë vlak van werksbetrokkenheid ervaar, en dat werkshulpbronne, werkseise en posverrykende aspekte van hulle werk bestuurs- of bedryfsielkundige intervensies verlang.

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Jang, Seulki. "A Multilevel Examination of Cultural Moderators of the Job Demands-Resources Model." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5826.

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Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were used to examine these questions. Results revealed that culture-level individualism-collectivism and uncertainty avoidance independently and significantly moderated some job demands-strain and job resources-strain outcomes relationships. Specifically, job control and senior leaders support was consistently and more strongly, negatively related to strain in more individualistic cultures, and participation in decision-making was more strongly, negatively related to strain in more collectivistic cultures when using cultural scores from both Hofstede and GLOBE taxonomies. In contrast, although I also uncovered some significant moderating effects of culture-level uncertainty avoidance on job demands-strain and job resources-strain relationships, the results from these analyses were often in the opposite pattern when GLOBE versus Hofstede cultural scores were used. Overall, the present study sheds light on the generalizability versus specificity of the JD-R model across cultural contexts.

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SIU, Cho Ngan. "Extending job demands-resources model : the roles of energy management strategies and recovery experiences in facing differentiated job demands." Digital Commons @ Lingnan University, 2013. https://commons.ln.edu.hk/soc_etd/34.

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Job Demands-Resources (JD-R) model (Bakker & Demerouti, 2007) provides valuable insight in identifying the antecedents and consequences of work stress and engagement. Nevertheless, the roles of personal resources and differentiated job demands (i.e., challenge demands and hindrance demands) have received less attention in the literature. Studies on their interaction effects are even rarer. This thesis reports two studies intending to fill this gap of knowledge. Study 1 aimed to develop a new scale of energy management strategies (EMS) at work and to demonstrate its reliability. A self-administered questionnaire survey adopting a cross-sectional design was conducted among 323 employees recruited from different occupations in Hong Kong. Results of exploratory factor analyses showed that the new scale comprised three main factors with good reliabilities. The aims of Study 2 were two-fold: a) to cross-validate the new EMS scale developed in Study 1; b) to investigate the roles (i.e., as antecedent and moderator) of personal resources (energy management strategies and recovery experiences) and different job demands in the JD-R model. A self-administered questionnaire survey adopting a cross-sectional design was conducted among 173 teachers in Hong Kong. Consistent with the results of Study 1, results of confirmatory factor analyses also suggested a three-factor structure of the energy management strategies scale. As hypothesized, EMS and recovery experiences were positively associated with work engagement, such association was especially strong under challenge demands. Besides, both challenge and hindrance demands were positively related to exhaustion. EMS was the only tested personal resource that could mitigate the relationship between challenge demands and exhaustion. None of the tested personal resources mitigated the relationship between hindrance demands and exhaustion. Theoretical contribution and practical implications of research findings are discussed in the thesis.

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von, Krassow Ludmila. "PROMOTING HEALTH AND MOTIVATION AT WORK: THE RELATIVE IMPORTANCE OF JOB DEMANDS, JOB RESOURCES AND PERSONAL RESOURCES." Thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-118497.

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While many employees are engaged in their jobs, others suffer from poor working conditions and impaired well-being. Research suggests that job demands may impair employee work attitudes and health while both job resources and personal resources can have positive effect. Therefore, the aim of this study was to examine the relative importance of job demands, job resources, and a personal resource (self-efficacy) for employees’ health and motivation at work. Questionnaire data were collected from white-collar employees of a Swedish construction company (n = 156). Results of hierarchical multiple regression analyses showed the relative importance of job demands, job resources and personal resources. The job demands were negatively related to health and motivation at work, while the job resources and the personal resource were linked to better health and motivation. The findings generally supported the hypotheses. The specific types of demands and resources were significant varied across outcomes and, unexpectedly, workload was positively correlated with job performance. The findings contribute to a growing literature which indicates that lower job demands and access to both job resources and personal resources may improve employees' health and motivation at work.

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Haggis, William Alexander. "Burnout among Probation Officers| An Application of the Job Demands-Resources Model." Thesis, The William Paterson University of New Jersey, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10831469.

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Probation officers are subject to a great deal of stress. The goal of this study is to examine occupational stress and burnout by testing and modifying the Job Demands-Resources model. This model suggests that organizational characteristics have implications for individual outcomes related to stress. However, the model neglects the role of individual factors, such as resilience and coping. In coordination with the Probation Association of New Jersey, this study tests the modified model using cross-sectional surveys from 184 probation officers. Results suggest that resilience influences how individuals perceive and cope with stress, maladaptive strategies lead to burnout, and burnout is associated with increased health concerns and turnover.

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Niemand, Yvette. "A model of work-related well-being in the chemical industry / Yvette Niemand." Thesis, North-West University, 2008. http://hdl.handle.net/10394/4118.

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Organisations in the chemical industry face many demands. They have to distinguish themselves from their competitors in the market through technological advancement, market changes and the constant drive to be the best. Other demands include political pressures, e.g. employment equity and diversity management. Furthermore they have to attempt to reduce costs as well as to increase productivity. These pressures may have either a negative or positive effect on employees which could in turn impact on their energy and motivation. Higher job demands and a lack of job resources could result in high levels of exhaustion, demotivation, dissatisfaction and disengagement. Job demands refer to those physical, psychological or organisational aspects of the job that require specific effort and are associated with physiological and psychological costs. Job resources refer to the aspects of the job that may be functional in meeting task requirements and may reduce the physiological and psychological costs; they may also stimulate growth as well as the development of an individual. The objective of this study was to test a structural model of work-related well-being showing the relationships amongst the variables of job demands, job resources, exhaustion, mental distance, vitality, work devotion, health and organisational commitment. A cross-sectional survey design was used. The participants (JV=265) included employees working for a business within the chemical industry. The South-African Employee Health and Wellness Survey (SAEHWS) was used to gather data on the work-related well-being of employees. Descriptive statistics, Cronbach's alpha coefficients, correlation coefficients and structural equation modelling were used to analyse the data. The results indicated that high job demands and insufficient job resources resulted in high levels of burnout (exhaustion and mental distance), which led to physical and psychological ill health. Adequate job resources on the other hand resulted in work-related well-being (low burnout and high work engagement), which in turn resulted in organisational commitment. Growth opportunities within the job and organisational support played an important role in the well-being of the employees. Recommendations for future research were made.
Thesis (M.A. (Industrial psychology))--North-West University, Potchefstroom Campus, 2009.

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Alomani, Qamra Faris. "The mediating role of emotional exhaustion and work engagement on the relationship between job demands/resources and nurses' anxiety, turnover intention, and happiness in Saudi public hospitals." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/15192.

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This study examines the determining factor of nurses' occupational stress in public hospitals in Saudi Arabia. Despite the increasing number of occupational stress studies in the healthcare industry, occupational stress studies are still at an early stage of development in Saudi Arabia, and further research is recommended. The objectives of this research are: (1) to identify the occupational stress levels among nurses in public-sector hospitals in Saudi Arabia; (2) to examine the influence of job demands on the anxiety and turnover intention of nurses working in public-sector hospitals in Saudi Arabia; (3) to investigate the influence of job resources on the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia; (4) to determine the mediating effects of emotional exhaustion on the relationship between job demands and anxiety and turnover intention on nurses working in public-sector hospitals in Saudi Arabia; and (5) to ascertain the mediating effects of work engagement on the relationship between job resources and the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia. The study was conducted as a two-stage empirical study employing sequential exploratory mixed-methods approach starting with interviews with 15 nurses, analysing the data then revising the questionnaire and distributing to a sample of nurses at five hospitals. The study used thematic analysis to analyse the qualitative data and the Statistical Package for the Social Sciences (SPSS) and AMOS to analyse the 512 questionnaires. The conceptual model was validated through Structural Equation Modelling (SEM), which includes two kinds of models: the measurement model or confirmatory factor analysis (CFA), and the structural model which is conducted to approve the hypotheses and the performance of the suggested conceptual framework. The study findings indicated that the level of nurses' stress is very high and has negative outcomes if the job demands (stressors) exceed the nurses' abilities. Emotional demands, work-family conflict and workload are the main job demands identified. Procedural fairness and perceived organizational support are identified as the main job resources. This study also examines the mediation role of emotional exhaustion and work engagement. More specifically, its shows that emotional exhaustion mediates the relationship between emotional demands, work-family conflict, workload and anxiety, whereas emotional exhaustion only mediates the relation between work-family conflict and turnover intention. Conversely, work engagement mediates the relation between procedural fairness and turnover intention and happiness. Contributions of the study, research and practical implications, and future research directions are also discussed.

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Simbula, Silvia <1980&gt. "Burnout and work engagement among teachers: an application of the job demands-resources model." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2009. http://amsdottorato.unibo.it/2150/1/Silvia.Simbula_tesi.pdf.

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The present dissertation focuses on burnout and work engagement among teachers, with especial focus on the Job-Demands Resources Model: Chapter 1 focuses on teacher burnout. It aims to investigate the role of efficacy beliefs using negatively worded inefficacy items instead of positive ones and to establish whether depersonalization and cynism can be considered two different dimensions of the teacher burnout syndrome. Chapter 2 investigates the factorial validity of the instruments used to measure work engagement (i.e. Utrecht Work Engagement Scale, UWES-17 and UWES-9). Moreover, because the current study is partly longitudinal in nature, also the stability across time of engagement can be investigated. Finally, based on cluster-analyses, two groups that differ in levels of engagement are compared as far as their job- and personal resources (i.e. possibilities for personal development, work-life balance, and self-efficacy), positive organizational attitudes and behaviours (i.e., job satisfaction and organizational citizenship behaviour) and perceived health are concerned. Chapter 3 tests the JD-R model in a longitudinal way, by integrating also the role of personal resources (i.e. self-efficacy). This chapter seeks answers to questions on what are the most important job demands, job and personal resources contributing to discriminate burned-out teachers from non-burned-out teachers, as well as engaged teachers from non-engaged teachers. Chapter 4 uses a diary study to extend knowledge about the dynamic nature of the JD-R model by considering between- and within-person variations with regard to both motivational and health impairment processes.

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Simbula, Silvia <1980&gt. "Burnout and work engagement among teachers: an application of the job demands-resources model." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2009. http://amsdottorato.unibo.it/2150/.

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The present dissertation focuses on burnout and work engagement among teachers, with especial focus on the Job-Demands Resources Model: Chapter 1 focuses on teacher burnout. It aims to investigate the role of efficacy beliefs using negatively worded inefficacy items instead of positive ones and to establish whether depersonalization and cynism can be considered two different dimensions of the teacher burnout syndrome. Chapter 2 investigates the factorial validity of the instruments used to measure work engagement (i.e. Utrecht Work Engagement Scale, UWES-17 and UWES-9). Moreover, because the current study is partly longitudinal in nature, also the stability across time of engagement can be investigated. Finally, based on cluster-analyses, two groups that differ in levels of engagement are compared as far as their job- and personal resources (i.e. possibilities for personal development, work-life balance, and self-efficacy), positive organizational attitudes and behaviours (i.e., job satisfaction and organizational citizenship behaviour) and perceived health are concerned. Chapter 3 tests the JD-R model in a longitudinal way, by integrating also the role of personal resources (i.e. self-efficacy). This chapter seeks answers to questions on what are the most important job demands, job and personal resources contributing to discriminate burned-out teachers from non-burned-out teachers, as well as engaged teachers from non-engaged teachers. Chapter 4 uses a diary study to extend knowledge about the dynamic nature of the JD-R model by considering between- and within-person variations with regard to both motivational and health impairment processes.

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Brouze, Kim Lisa. "Examining the mediating and moderating role of psychological capital in the job demands-resources model." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/8537.

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Includes bibliographical references.
Employee wellbeing has become a major concern for organisations globally, with an increased interest in the prevention of burnout and the maximisation of employee work engagement. Burnout and work engagement are of particular importance to organisations due to their respective negative and positive outcomes on employees. While burnout is linked to high turnover intentions and low performance, work engagement has a positive correlation with job satisfaction, life satisfaction and extra-role performance. Accordingly, the job demands-resources (JD-R) model was developed as a theoretical framework, highlighting those work characteristics that predict employee work engagement and burnout. A main criticism of the JD-R model is its lack of consideration for the impact of personal resources on employee wellbeing. Emanating from this concern, the current study used the conservation of resources (COR) theory to empirically test whether the personal resource of psychological capital or PsyCap (conceptualised as self-efficacy, hope, optimism and resilience) interacted within the health impairment and motivation processes of the JD-R model. More specifically, this study examined whether PsyCap moderated the relationship between job demands and burnout and mediated the relationship between job resources and work engagement.

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Gomoll, Andrew. "Job Challenges and Hindrances| Testing a Differentiated Model of Job Demands and Their Relation to Resources, Burnout, and Engagement." Thesis, Alliant International University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10824106.

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Work engagement and burnout have been researched extensively through the Job Demands-Resources (JD-R) stress framework; however, there are still relationships within the model that are not fully understood. Historically, job demands have been considered to be one homogenous group having similar relationships with resources, burnout and engagement. Researchers have found that job demands have been consistently positively related to burnout, and job resources have been positively related to engagement. Associations between job demands and engagement have been shown to be positive, negative, non-existent, as well as curvilinear (Bailey, Madden, Alfes, & Fletcher, 2015). However, job demands may be differentiated into challenges, which may actually be less harmful for workers, and hindrances, which may account for the majority of the negative association with burnout. Although a small amount of primary research has investigated demands differentiated into challenges and hindrances with samples outside of the U.S., no studies to date have investigated the relationship between challenge and hindrance demands with burnout and work engagement with a sample of employees in the U.S. Additionally, very little research has studied the interaction effects within a differentiated demands model on burnout and work engagement. In this study, a moderated hierarchical regression analysis was used to explore the relationships among challenge demands, hindrance demands, resources, burnout, and engagement with a sample of knowledge workers in the U.S. sourced through the Amazon Mechanical Turk system. Overall, hindrance demands were found to be positively related to burnout and negatively related to engagement. Challenge demands were not significantly related to burnout but were positively related to engagement. The interactive effects of job resources were only observed for the hindrance demand relationships. The differentiated model of job demands may provide a clearer understanding of the different mitigating and boosting relationships between challenges, hindrances, and resources. The results of this study suggest that for executives who wish to increase the positive outcomes associated with well-being, they may want to focus on reducing hindrance demands and increase access to resources across their organizations. Further implications for practice and research will be discussed.

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Deese, Marilyn Nicole. "Testing an extention [sic] of the job demands-resources model the addition of personal resources as mediators to the resources-engagement relationship /." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1252423820/.

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Langenhoven, Anja. "How job demands and resources predict burnout, engagement and intention to quit in call centres." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/98070.

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Thesis (MCom)--Stellenbosch University, 2015
ENGLISH ABSTRACT : The industrial psychology literature related to call centres highlights the negative aspects of call centre work environments and the resultant adverse impact on workers’ well-being. Call centres have been labelled the “coal mines of the 21st century”, “assembly lines in the head” and “satanic mills” (Janse van Rensburg, Boonzaier, & Boonzaier, 2013, p. 2). High levels of stress, high staff turnover and burnout are all factors that are often experienced by call centre agents (Banks & Roodt, 2011). However, Van der Colff and Rothman (2009) report that some call centre agents, regardless of the high job demands, do not develop burnout. These agents cope better than others under highly demanding and stressful work conditions. To build on these findings, the present study took a detailed look at factors affecting the well-being of employees working in call centres. Specifically, the question was asked, “Why is there variance in work engagement, job burnout and intention to quit amongst the employees in call centres?” The job demands-resources (JD-R) model (Bakker & Demerouti, 2014) was used as a framework to investigate the well-being of call centre agents employed in the outbound departments of two branches of a Cape Town call centre. The primary objective of this study was to develop and empirically test a structural model, derived from theory, explaining the antecedents of variance in work engagement, job burnout and intention to quit amongst call centre employees. The antecedents comprise transformational leadership (as a job resource), emotional intelligence and psychological capital (as employees’ personal resources), and emotional labour (as job demands) present in a call centre environment. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data was collected from 223 call centre agents by means of non-probability convenience sampling. A self-administered hard-copy survey was distributed to the two call centre branches, given that call centre agents agreed to participate in the research study. Measuring instruments consisted of (1) the Utrecht Work Engagement Scale (UWES-17) questionnaire (Schaufeli et al., 2002), (2) the Maslach Burnout Inventory General Survey (MBI-GS) (Maslach, Schaufeli & Leiter, 2001), (3) the Turnover Intention Scale (TIS) (Ding & Lin, 2006; Lee, 2000), (4) the Emotional Demands and Emotion-rule Dissonance scales (Xanthopoulou, Bakker, & Fischbach, 2013), (5) the adapted Multifactor Leadership Questionnaire (MLQ 5x short) (Van Aswegen & Engelbrecht, 2009), (6) the Genos Emotional Intelligence Inventory (Gignac, 2010) and (7) the Psychological Capital Questionnaire (Luthans, Avolio, Avey, & Norman, 2007). The data was analysed using item analyses and structural equation modelling (SEM). A PLS path analysis was conducted to determine the model fit. From the 21 hypotheses formulated in the study, six were found to be significant. It is noteworthy, however, that 12 of the non-significant paths were related to the moderating effects. Hypotheses 1, 3 and 8 were also found to be not significant. However, hypotheses 2, 4, 5, 6, 7 and 9 were all found to be statistically significant and therefore supported the JD-R theory (Bakker & Demerouti, 2014), which postulates that job demands are generally the most important predictors of job burnout, whereas job resources and personal resources are generally the most important predictors of work engagement. Also, it was found that call centre agents experiencing a high level of work engagement were less inclined to leave the organisation. The study’s findings shed light on the importance of developing interventions that can foster job and personal resources in the pursuit of optimising work engagement. In addition, the call centre agents can be bolstered in coping with existing job demands and cumulatively this also results in a decrease in the employees’ level of burnout and in their intention to leave the company.
AFRIKAANSE OPSOMMING : Bedryfsielkundige literatuur met betrekking tot inbelsentrums beklemtoon die negatiewe aspekte van die werkomgewing van inbelsentrums en die gevolglike nadelige effek op werkers se welsyn. Inbelsentrums is reeds beskryf as die “steenkoolmyne van die 21ste eeu”, ‘”monteerbande in die kop” en “sataniese meule” (Janse van Rensburg, Boonzaier, & Boonzaier, 2013, p. 2). Hoë vlakke van stres, hoë personeelomset en uitbranding is faktore wat gereeld deur inbelsentrum-agente ervaar word (Banks & Roodt, 2011). Van der Colff en Rothman (2009) rapporteer egter dat ten spyte van hulle hoë werkvereistes, sommige inbelsentrumagente nie uitbranding ervaar nie. Hierdie agente vaar beter as ander onder hoogs veeleisende en stresvolle werkomstandighede. Om verder te bou op die navorsing wat reeds onderneem is, kyk die huidige studie na die faktore wat moontlik die welsyn van werknemers in inbelsentrums affekteer. Met ander woorde, dit soek na die antwoord op die navorsingsinisiërende vraag: “Hoekom is daar verskille in die werksbegeestering, werksuitbranding en intensie om die organisasie te verlaat onder werknemers in inbelsentrums?” Om op hierdie navorsingsinisiërende vraag te kan reageer, is die job demands-resources (JD-R) model (Bakker & Demerouti, 2014) gebruik as raamwerk spesifiek om die welsyn van inbelsentrumagente wat in die uitbel-departemente binne twee takke van ‘n bekende uitbelsentrum, geleë in Kaapstad, te ondersoek. Die hoofdoelwit van hierdie studie was om ’n strukturele model te ontwikkel en te toets wat die antesedente van variansie in werksbegeestering, werksuitbranding en die intensie om die organisaie te verlaat, onder inbelsentrumwerknemers verklaar. Die spesifieke antesedente wat in hierdie studie getoets is, was transformasie-leierskap (as ’n werkshulpbron), emosionele intelligensie en sielkundige kapitaal (psychological capital) (as werknemers se persoonlike hulpbronne), en emosionele arbeid (as werkseise) wat in ‘n inbelsentrum-omgewing teenwoordig is. ŉ Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is by 223 inbelsentrumagente deur middel van nie-waarskynlikheids gerieflikheidsteekproeftrekking ingesamel. ’n Selfgeadministreerde hardekopie-opname is in die twee takke van die inbelsentrum versprei, aangesien hulle ingestem het om aan die studie deel te neem. Die opname het spesifieke latente veranderlikes gemeet wat op die studie van toepassing is deur gebruik te maak van betroubare en geldige meetinstrumente. Hierdie instrumente sluit in (1) die Utrecht Work Engagement Scale (UWES-17) vraelys (Schaufeli et al., 2002), (2) die Maslach Burnout Inventory General Survey (MBI-GS) (Maslach, Schaufeli & Leiter, 2001), (3) die Turnover Intention Scale (TIS) (Ding & Lin, 2006; Lee, 2000), (4) die Emotional Demands en Emotion-rule Dissonance skale (Xanthopoulou, Bakker, & Fischbach, 2013), (5) die aangepaste Multifactor Leadership Questionnaire (MLQ 5x kort) (Van Aswegen & Engelbrecht, 2009), (6) die Genos Emotional Intelligence Inventory (Gignac, 2010) en (7) die Psychological Capital Questionnaire (Luthans, Avolio, Avey, & Norman, 2007). Die versamelde data is deur middel van item-analise en strukturele vergelykingsmodellering geanaliseer. ’n PLS pad-ontleding is onderneem om modelpassing te bepaal. Vanuit die 21 hipoteses wat vir hierdie studie geformuleer is, is ses bevind om betekenisvol te wees. Dit is egter merkwaardig dat 12 van die nie-betekenisvolle bane verband gehou het met modererende effekte. Hipoteses 1, 3 en 8 is ook bevind om nie-betekenisvol te wees. Hierdie nie-betekenisvolle bane kan op grond van verskeie redes ontstaan. Hipoteses 2, 4, 5, 6, 7 en 9 is egter almal bevind om statisties betekenisvol te wees en ondersteun dus die JD-R teorie (Bakker & Demerouti, 2014). Hierdie teorie hou voor dat werksvereistes oor die algemeen die belangrikste voorspellers van werksuitbranding is, terwyl werkshulpbronne en persoonlike hulpbronne oor die algemeen die vernaamste voorspellers van werksbegeestering is. Dit is ook bevind dat inbelsentrumagente wat ’n hoë vlak van werksbegeestering ervaar, minder geneig is om die organisasie te verlaat. Die studie se bevindings werp lig op die belangrikheid daarvan om ingrypings te ontwikkel wat werks- en persoonlike hulpbronne kan kweek in die nastrewing van die optimering van begeestering en om inbelsentrumagente te help om die bestaande werkseise te hanteer. Gevolglik sal hierdie uitkoms lei tot ’n vermindering in die werknemers se vlakke van uitbranding en in hulle intensies om die organisasie te verlaat.

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Mathews, Minu Susan. "The job demands-resources model of burnout : a cross-cultural comparison between India and the UK." Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.574511.

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The Job Demands- Resources (JD-R) model of burnout is an overarching model explaining the development of burnout. It describes the process of burnout through a two-step health impairing process wherein an excess of work demands leads to exhaustion and a lack of work resources results in disengagement. Exhaustion coupled with disengagement comprises burnout. Additionally, the model theorizes that work resources buffer the impact of work demands on burnout. A review of literature (presented in chapter 1) related to the model identified 3 main drawbacks- an over-reliance on solely self-report measures, a paucity of longitudinal studies (more specifically diary studies) and a dearth of literature testing the model in Eastern work environments. Furthermore, the need to test a theory-driven, psychological intervention aimed at enhancing resources of employees was identified. Three studies were conducted to address these drawbacks and to test the postulates of the model across two culturally diverse samples in India and the UK. Chapter 2 presents qualitative and quantitative data relating to the demands and resources that were deemed relevant and applicable to employees in both countries. Based on results from this chapter, Chapter 3 tests the fit of the JD-R model in both the UK and India using Structural Equation Modelling. The model showed an acceptable fit in both countries and a majority of the main assumptions of the health impairing process were supported. Additionally this chapter further categorised demands and resources into two latent factors (Organizational Related Demands, Task-Related Demands; External Reinforcement Resources, Personal Influence Resources) based on differential characteristics and functioning of demands and resources. Chapter 4 tested the buffering potential of work and personal resources in both countries. Work resources showed partial buffering effects in the relationship between demands and burnout in both India and the UK. Personal resources displayed partial buffering effects solely in the UK. While chapters 3 and 4 were , based on cross-sectional data, chapters 5 and 6 utilised a daily diary approach to test the model. Chapter 5 tested the health impairing and buffering hypothesis of the model at a daily level. Also, it examined the influence of strain groups on burnout. Results supported the dynamic structure of the model. Additionally there was a significant difference in overall exhaustion (in the UK) and disengagement (in India) among employee groups that had been predetermined to be high strain (according to the JD- R model). Partial evidence of the daily buffering potential of job resources in the relationship between job demands and burnout was noted, supporting the findings of chapter 4. Finally, chapter 6 tested the effectiveness of a self-affirmation intervention in reducing burnout. Experimental group 1 affirmed work resources, experimental group 2 affirmed personal resources and the control group affirmed their least important work resource. Findings showed no significant difference in burnout between those that were in the experimental and control groups. Employees in India that affirmed work resources demonstrated lower overall disengagement scores. The three studies combined to comprehensively test the fit and assumptions of the JD-R model across India and the UK, adopting both cross-sectional and diary measures. Overall support for the model was shown in both countries, but there were subtle differences in the intricate workings of the model across countries

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Adam, Dimitrios. "Investigating Associations between Health Behaviours, Constructs of the Job Demands-Resources Model, and Work-Related Outcomes." Thesis, Curtin University, 2018. http://hdl.handle.net/20.500.11937/70688.

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Health behaviours are important determinants of health, yet have received inadequate attention within the organisational behaviour literature. Three empirical studies were conducted to enhance conceptual and empirical understanding of the associations between employee wellbeing and a range of health behaviours. The findings of this research provide a valuable starting point for researchers interested in refining job demands-resources theory to take into account health behaviours, and may inform organisations seeking to enhance work well-being initiatives.

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Costa, Christina Jeanne. "Productive aging in the workplace: Understanding factors that promote or impede psychological engagement in work." Thesis, Boston College, 2011. http://hdl.handle.net/2345/2357.

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Thesis advisor: Marcie Pitt-Catsouphes
The productive aging paradigm emphasizes the importance of continued engagement in productive roles for maintaining health and vitality in later life. The word "engagement" is frequently used within this literature to refer to physical engagement with a role--or one's involvement in the categorical sense. However, psychological engagement--or one's subjective experience of a role as positive, meaningful, invigorating, and inspiring--is less frequently discussed. While there is a well-developed body of knowledge on the antecedents and consequences of psychological engagement with paid work, little is known about the role of age or age-related factors in these relationships. This dissertation begins to fill this gap in the knowledge base by drawing upon important insights from the business management and industrial/organizational psychology literature to understand factors that may contribute to and/or detract from older adults' ability to psychologically engage in work roles and whether these relationships vary for older adults (age 50 or older, n = 543) compared to midlife (age 35 to 49, n = 653) or younger adults (under age 35, n = 664). Results of multi-level regression analyses suggest that personal resources (i.e., core self-evaluations) and job resources (i.e., task variety, autonomy, friendship, task identity, task significance, supervisor support, job security, inclusion in decision-making, opportunities for learning and development, and team culture of flexibility) were main predictors of engagement for older adults as well as midlife and younger adults. Interestingly, the strength and nature of several of the job resource-engagement relationships were dependent upon job demands and/or core self-evaluations for older adults; however, in general, this was not the case for younger or midlife adults. Age differences remained even after controlling for several factors that could account for age-based differences in predictors of engagement (e.g., tenure). These findings provide a fuller understanding of the conditions that promote or impede psychological engagement with work in later life and will help policymakers and practitioners to better recognize and advocate for work contexts that maximize well-being for older adults
Thesis (PhD) — Boston College, 2011
Submitted to: Boston College. Graduate School of Social Work
Discipline: Social Work

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Sauer, Emma. "Att arbeta i restaurangbranschen : En kvalitativ studie om arbetstagares upplevelser av psykosocial arbetsmiljö och stress." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-32423.

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En utgångspunkt för arbetslivet bör vara att skapa en arbetsmiljö som ger individer förutsättningar att ingå, kvarstå och utvecklas i arbetet. Arbetsmiljön är betydande för både individers hälsa och verksamheters utveckling samt förutsättningar för tillväxt. Arbetsplatsen betonas därmed vara en betydande arena för förebyggande insatser. Det är arbetsgivaren som har huvudsakligt ansvar för arbetsmiljön. Ingen arbetstagare ska riskera att skadas eller drabbas av ohälsa i arbetet. Syftet med studien var att undersöka hur psykosocial arbetsmiljö och stress upplevs hos arbetstagare inom restaurangbranschen. För att besvara syftet användes en kvalitativ metod och fem semistrukturerade intervjuer genomfördes. Intervjupersonerna för studien var serviceanställda inom restaurangbranschen. Analys av datamaterial utfördes med en manifest kvalitativ innehållsanalys. Det resultat som framkom visar att arbetstagarna främst har negativa upplevelser av sin psykosociala arbetsmiljö och stress, dock framkommer några variationer gällande nivå av problematik. Deras arbete beskrivs innebära ständig stress och omfattar ett flertal arbetsmiljöbrister. Obalans råder mellan höga krav i arbetet och bristande resurser som påverkar arbetstagarnas hälsa negativt både psykiskt och fysiskt. Arbetstagarna betonar faktorer som överbelastande arbete, bristande återhämtning och ledarskap som påfrestande vilka resulterar i arbetsmiljöproblem.
A starting point for working life should be to create a work environment that gives individuals the ability to enter, remain and progress in work. The work is significant both for individual health and development activities as well as opportunities for growth. Workplace therefore constitutes to be an important setting for preventive interventions. It is the employer who has the principal responsibility for the work. No employee should risk being injured or suffer ill health at work. The purpose of the study was to investigate the psychosocial work environment and stress experienced by workers in the restaurant industry. To answer the purpose a qualitative approach been used and five semi-structured interviews were conducted. Those interviewed for the study were service employees in the restaurant industry. Analysis of the data was performed with a manifest content analysis. The results obtained show that works mostly have negative experiences of their psychosocial work environment and stress, however, is any variations regarding the level of problems. Their work is described involve constant stress and includes a number of work deficiencies. There is an imbalance between the demands of work and lack of resources that affect the health negatively both mentally and physically. Workers emphasize factors of stressful work, a lack of recovery and leadership resulting in health and safety problems.

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Sandberg, Kehrein Johanna, and Rita Demir. "Den viktiga kraften : Första linjens vårdchefer om betydelsen av stöd i arbetet." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-45139.

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Första linjens chefer balanserar kraven mellan överordnade och medarbetare. Speciellt problematiskt kan det bli i offentlig verksamhet där politik styr och negativa resultaträkningar präglar sjukvården. För att klara av höga krav och begränsade resurser är olika typer av stöd en viktig faktor för chefernas hållbarhet. Syftet med studien var att undersöka hur första linjens chefer upplever stöd, vilket stöd som saknas och vilken betydelse stöd har i yrkesrollen. Undersökningen bygger på kvalitativa semistrukturerade enskilda intervjuer med nio enhetschefer från två regioner. En tematisk analys gjordes för att identifiera väsentligt stöd, vilket stöd som anses vara otillräckligt och vilket stöd som är tillgodosett och betydelsen det har i yrkesrollen. Resultatet visade att stödet, framför allt från medarbetarna, ger den viktiga kraften att orka. Resultatet mynnade i slutsatsen att det finns ett behov av stöd för ledarskapsutveckling, ett behov av avlastning, en delaktighet i beslutsprocessen, regelbunden feedback och tydliga ramar och mandat.

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Tarbit, James John. "Consumer deviance on social media: An exploration from a social media management perspective." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/122947/1/James_Tarbit_Thesis.pdf.

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This project explored how deviant consumer behaviour occurs on social media, and examined the impact of deviant consumer behaviour on role outcomes of social media managers. Critical incident technique was used to interview fifteen social media managers, it was found that deviant consumer behaviour directly influences role burnout, turnover, workload output and role satisfaction among social media managers.

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Jacobs, Holly. "An Examination of Psychological Meaningfulness, Safety, and Availability as the Underlying Mechanisms linking Job Features and Personal Characteristics to Work Engagement." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/904.

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The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn’s model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore, analyses were run in order to determine the factor structure of work engagement, assess whether or not it exhibits differential validity from organizational commitment and job satisfaction, and confirm that it is positively related to the outcome variable of organizational citizenship behavior (OCB). The final sample consisted of 500 workers from an online labor market who responded to a questionnaire composed of measures of all constructs included in this study. Findings show that work engagement is best represented as a three-factor construct, composed of vigor, dedication and absorption. Furthermore, support was found for the distinction of work engagement from the related constructs of organizational commitment and job satisfaction. With regard to the proposed model, meaningfulness proved to be the strongest predictor of work engagement. Results show that it partially mediates the relationships that all job features have with work engagement. Safety proved to be a partial mediator of the relationships that autonomy, co-worker relations, supervisor support, procedural justice, interactional justice, and self-efficacy have with work engagement, and fully mediate the relationship between neuroticism and work engagement. Findings also show that availability partially mediates the positive relationships that extraversion and self-efficacy have with work engagement, and fully mediates the negative relationship that neuroticism has with work engagement. Finally, a positive relationship was found between work engagement and OCB. Research and organizational implications are discussed.

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Metin, Umit Baran. "The Antecedents And Consequences Of Burnout, Work Engagement And Workaholism." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612089/index.pdf.

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The purpose of the present study is to find the relationship between characteristics of working life such as job demands (e.g. workload), and job resources (e.g. colleague support) and job attachments of employees, such as burnout, work engagement, and workaholism. Moreover, the effects of work characteristics on physical health, organizational commitment and work-family balance are investigated. Additionally, the relationship between three major employee attachment styles to work, namely, burnout, workaholism and work engagement was examined. Psychometric qualities of the main study scales were established through a pilot study. Data for the main study were collected from 266 Turkish hotel and health care service employees. The results of regression analyses showed that job demands have effect on burnout and work engagement
whereas job resources are related to increased workaholism and decreased burnout. Work engagement predicted physical well-being, increased organizational commitment, and work-family harmony whereas burnout had a negative effect on these outcomes. Workaholism was related only to organizational commitment. Mediation analyses showed that burnout mediated between job demands, and resources and perceived health, organizational commitment and work-family harmony, whereas work engagement mediated only between job resources and the above consequences. A proposed job stress framework was tested through Job Demand and Resources (JD-R) Model. Structural Equation Modeling results exhibited good fit to the model, thus providing support for employee well-being aspect of JD-R Model. The analyses also showed that burnout, workaholism and work engagement are different constructs. Implications for managers, limitations of the study and suggestions for future studies were presented.

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Borden, Lauren Ann Borden. "BOSSES AND BURNOUT: THE INTERPERSONAL CONSEQUENCES OF LEADER ARROGANCE FOR SUBORDINATES." University of Akron / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=akron1513808616393347.

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Llorens, Gumbau Susana. "Burnout and Engagement among Information and Communication Technology Users: a test of the Job demands-resources model / Burnout y Engagement en Usuarios de Tecnología de la Información y Comunicación: Validación del Modelo de Demandas-Recursos." Doctoral thesis, Universitat Jaume I, 2004. http://hdl.handle.net/10803/10525.

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El objetivo de esta tesis es poner a prueba una ampliación del modelo de Demandas-Recursos en usuarios de Tecnología de la Información y la Comunicación (TIC), integrando tanto las aproximaciones negativas (burnout) como positivas (engagement) del bienestar psicológico de los empleados y una consecuencia organizacional: el compromiso. Para conseguir este objetivo se han seguido una serie de pasos. En primer lugar, y para realizar una validación transcultural, este modelo se ha puesto a prueba simultáneamente con empleados que utilizan tecnologías pertenecientes a dos países Europeos: España y Holanda. Se han llevado a cabo análisis factorials confirmatorios, modelos de ecuaciones estructurales, así como análisis multigrupo. En segundo lugar, y dada la relevancia de la Psicología Positiva y de los recursos personales (las creencias de eficacia) como variables intervinientes en el proceso de estrés, se han puesto a prueba modelos de espirales positivos de recursos en un estudio longitudinal de laboratorio con usuarios de TICs. Finalmente, se ha evaluado el papel de la eficacia colectiva percibida en usuarios de TICs como variable interviniente en un proceso de estrés motivacional de trabajo en grupo.

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Silveri, Federica. "Peut-on compenser des conditions de travail contraignantes ? : Une analyse à travers le modèle exigences/ressources." Thesis, Montpellier, 2017. http://www.theses.fr/2017MONTD050.

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Sur leur lieu de travail, les individus sont confrontés à de nombreuses difficultés. Souvent, ces difficultés sont engendrées par de mauvaises conditions de travail qui génèrent des phénomènes de risques psychosociaux (RPS), susceptibles de nuire à la santé des salariés. En Sciences de la Gestion, les RPS sont l’objet d’un intérêt croissant, car ils ont aussi un impact sur la performance et sur la pérennité de l’entreprise. Alors qu’il existe des politiques et des pratiques de gestion des ressource humaines (GRH) mises en place par les entreprises pour faire face à ces risques, une démarche efficace n’est pas encore aboutie. Or, selon le modèle exigences/ressources (Demerouti et al., 2001), il existe des conditions de travail favorables (ressources) qui ont le potentiel de réduire ces risques, et qui font l’objet de ces travaux de recherche. Plus précisément, cette thèse s’interroge sur les représentations des salarié/es quant aux ressources qui ont le plus de potentiel pour réduire les effets des conditions de travail nocives. En même temps, nous faisons l’hypothèse que ces ressources sont aussi capables d’influencer la pérennité de l’entreprise, via la fidélisation des salarié/es. Nous avons mené une étude de cas au sein d’un groupe de l’agro-alimentaire, qui contrôle deux implantations industrielles qui ont conservé leur culture d’entreprise d’avant la fusion dans ce groupe. Nos résultats montrent que les salariés identifient quatre ressources (autonomie au travail, variété des tâches, bon climat social et soutien des supérieurs) qui ont plus de potentiel que d’autres pour compenser les conditions de travail contraignantes, et que ces ressources sont largement citées quel que soit le genre, le poste occupé, et le site. Il apparaît que ces mêmes ressources sont aussi capables d’influencer l’intention de rester des salarié/es dans l’entreprise. Cependant, ce ne sont pas toujours les pratiques de GRH qui créent ces ressources, mais –d’après les représentations des salariés- plutôt des valeurs liées à la culture d’entreprise précédant la fusion. Au-delà de la contribution à la théorie Exigences/Ressources, nos travaux souhaitent aussi contribuer à la prise de conscience, par les managers, de l’intérêt de certaines ressources pour la mise en place de meilleures conditions de travail et l’amélioration des stratégies de pilotage de la pérennité
At the workplace, individuals face many challenges. Usually these difficulties are caused by poor working conditions that generate the phenomena of psychosocial risks factors (PRF), which can harm the health of employees. In management sciences, an increasing interest has set to PRF, particularly because they also have an impact on the performance and on the longevity of the company. The human resource management (HRM) policies and practices are made by companies to deal with these risks, but an effective approach is not yet achieved. According to the job demands / resources model (Demerouti et al., 2001), there are better working conditions (resources) that have the potential to buffer demands which causes PRF. Resources are the subject of this thesis.Precisely, this thesis questions the employees’ representations resources that have the greatest potential to buffer harmful working conditions. At the same time, we make the assumption that these resources are also able to influence the longevity of the firm, through employee loyalty. We conducted a case study within an agri-food group, which controls two industrial establishments which inherited their organizational culture before joining this group. Our results show that employees identify four resources (autonomy at work, task variety, good social climate and superiors support) that have more potential than others to buffer dangerous working conditions. Moreover, these resources are equally quoted in relation to gender, occupation, and industrial site. Furthermore, it appears that the same resources are also able to influence employees intention to remain in the group. However, it is not always the HRM practices that create these resources, but rather the values that are linked to the firm culture, before the merger.Beyond the contribution to the job demands / resources model, our research also aims to contribute to the managers' awareness of the value of certain resources to implement better working conditions and management strategies of longevity

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Lindmark, Tomas. "Span of Control’s Significance for Public Sector Employees’ Working Conditions and Well-Being." Thesis, Stockholms universitet, Psykologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-157141.

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The reforms in the public sector, as consequence of New Public Management, have led to flattened organizational structure, increasing the span of control(SOC) width for managers. The aim of the study was to investigate the association between SOC width, working conditions (job demands, job resources and engaged leadership), employee health and engagement. SOC was measured as predictor for employee health and engagement, where mediation of working conditions effect on the relation was examined. Self-administrated surveys were collected from 1551 employees working under 109 managers in four public sector municipal operations in Sweden. The result displayed that it was unfavorable to have managers with a wide SOC for the employees working conditions, engagement and health. SOC was a significant predictor for health, while mediation of working conditions could not account for the relationship. These results indicate that a narrow SOC may improve working conditions and health outcomes for employees.

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Fouche, Erica. "The relationships between engagement, burnout and performance in an e-commerce retail company." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96792.

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Thesis (MComm)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: It is the role of the Industrial Psychologist and the Human Resources function within a company to contribute positively to an organisation’s competitive advantage. Human capital should be viewed and managed as a critical success factor within this context. The probability of attaining success over competitors could be addressed through focussing on the impact of employee performance on competitive advantage. With reference to the organisational life cycle, the e-commerce industry in South Africa seems to be in its infancy. It is in this stage when attaining high levels of performance from employees is of critical importance. In this lies the key for building and growing a competitive advantage that would set one organisation apart from the other – where one organisation would survive the infancy stage and another would drown in the quest to match the demands posed by the relevant industry and its customers. There is minimal Industrial or Organisational Psychology research that has tested hypotheses in the e-commerce industry. This contributed to the decision to implement this research in the e-commerce industry. The e-commerce industry is growing rapidly, and performance therefore is a key factor for success in any e-commerce company in South Africa. The focus of this study was to review the Job Demands Resources model (JD-R model) within the e-commerce retail industry in South Africa in order to add to the knowledge base regarding human behaviour at work, with specific reference to engagement, burnout and performance. The research question of the study was formulated regarding which “state of wellbeing” would increase performance. The JD-R model makes provision for evaluating this question in a structured manner. The JD-R model indicates that performance is influenced by work engagement/burnout (wellbeing). It also indicates that there are certain job demands, job resources and personal resources that will influence wellbeing. The study was facilitated through the use of an ex post facto correlational research design. A sample of 117 workers was chosen from the e-commerce retail industry to participate in the study. Participation was voluntary, the data was collected specifically for the purpose of this study, and all responses were treated confidentially. The measurements that were used included key performance indicators (KPIs), the Utrecht Work Engagement Scale (UWES), the Maslach Burnout Inventory – General Survey (MBI-GS), the Job Characteristics Scale, and the HEXACO model. The literature review formed a logical argument that culminated in a theoretical Stellenbosch University https://scholar.sun.ac.za iii model as well as a set of hypotheses with reference to the various dimensions in the JD-R model. The results showed that: a) Engagement has a significant positive influence on performance. b) Job resources (advancement, personal growth and organisational support) have a significant positive influence on engagement. c) Job resources (advancement, personal growth and organisational support) have a significant negative influence on burnout. d) Personal resources (extraversion) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant positive influence on engagement. f) Personal resources (agreeableness) have a significant negative influence on burnout. The following hypotheses were not supported: a) Burnout has a significant negative influence on performance. b) Personal resources (extraversion) have a significant positive influence on engagement. c) Personal resources (emotionality) have a significant positive influence on engagement. d) Personal resources (emotionality) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant negative influence on burnout. f) Personal resources (agreeableness) have a significant positive influence on engagement. g) Job demands (job overload) have a significant negative influence on engagement. h) Job demands (job overload) have a significant positive influence on burnout. i) Job demands (job insecurity) have a significant negative influence on engagement. j) Job demands (job insecurity) have a significant positive influence on burnout. Attention was also paid to future research considerations, recommendations to the managers of employees and to the limitations of the study.
AFRIKAANSE OPSOMMING: Dit is die rol van die Bedryfsielkundige en die Menslike Hulpbronne funksie in maatskappye om 'n positiewe bydrae tot 'n organisasie se mededingende voordeel te maak. Menslike kapitaal moet beskou en bestuur word as ‘n kritiese sukses faktor in hierdie konteks. Die waarskynlikheid om sukses bo die kompetisie te behaal kan aangespreek word deur om fokus te plaas op die impak wat werknemersprestasie het op mededingings voordeel. Met verwysing na die organisatoriese lewenssiklus blyk die e-handelbedryf in Suid-Afrika om in sy beginstadium te wees. Dit is in hierdie stadium waar die bereiking van hoë vlakke van prestasie van werknemers van kritieke belang is. Hierin lê die sleutel vir die vordering en groei van 'n mededingende voordeel van een maatskappy bo ‘n ander - waar die een organisasie die beginstadium sou oorleef en die ander onder die druk van die versoeke/eise van die betrokke bedryf en sy kliënte sou swyk. Daar is ‘n beperkte hoeveelheid navorsing wat gevind kon word in die veld van Bedryfsielkunde wat hipoteses in die e-handelbedryf toets. Hierdie bevinding het bygedra tot die besluit om hierdie navorsingstudie oor die e-handelbedryf voort te sit. Die e-handelbedryf toon vinnige groei, en prestasie is dus tans 'n belangrike faktor vir sukses in enige e-handelmaatskappy in Suid-Afrika. Die fokus van hierdie navorsingstudie was om die “Job Demands Resources model (JD-R model)” in die e-kleinhandelbedryf in Suid-Afrika toe te pas om sodoende by te dra tot die huidige kennis beskikbaar ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbegeestering, uitbranding en prestasie. Die navorsingsvraag van die navorsingstudie is geformuleer rondom die aanname dat die "toestand van welsyn" prestasievlakke sal verhoog. Die primêre doel van die navorsingstudie was om deur middel van die toepassing van die JD-R model in die e-kleinhandelbedryf, by te dra tot die beskikbare kennis ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbetrokkenheid, uitbranding en prestasie. Die JD-R model maak op 'n gestruktureerde wyse voorsiening vir die evaluering van hierdie verhoudings. Die JD-R model dui aan dat prestasie beïnvloed word deur werksbetrokkenheid/uitbranding (welsyn). Dit dui ook dat daar sekere werksvereistes, werkshulpbronne en persoonlike hulpbronne is wat welstand beïnvloed. Stellenbosch University https://scholar.sun.ac.za v Die navorsingstudie is gefasiliteer deur die gebruik van 'n ex post facto korrelasie-ontwerp. 'n Steekproef van 117 werkers is uit die e-kleinhandelbedryf gekies om aan die studie deel te neem. Deelname was vrywillig, die data is spesifiek ingesamel vir die doel van hierdie navorsingstudie en alle data is as vertroulik hanteer. Die volgende metingsinstrumente is gebruik: kern prestasie aanwysers (KPA’s), die Utrecht Work Engagement Scale (UWES), die Maslach Burnout Inventory – General Survey (MBI-GS), die Job Characteristics Scale, en die HEXACO model. Die literatuuroorsig vorm 'n logiese argument wat lei tot 'n teoretiese model, sowel as 'n stel hipoteses met verwysing na die verskillende dimensies soos gevind in die JD-R model. Die resultate toon: a) Werksbetrokkenheid het ‘n beduidende positiewe invloed op prestasie. b) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende negatiewe invloed op uitbranding. d) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende negatiewe invloed op uitbranding. Die volgende hipoteses was nie aanvaar nie: a) Uitbranding het ‘n beduidende negatiewe invloed op prestasie. b) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende positiewe invloed op werksbetrokkenheid. d) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende negatiewe invloed op uitbranding. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. Stellenbosch University https://scholar.sun.ac.za vi g) Werksvereistes (oorlading) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. h) Werksvereistes (oorlading) het ‘n beduidende positiewe invloed op uitbranding. i) Werksvereistes (werkonsekerheid) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. j) Werksvereistes (werkonsekerheid) het ‘n beduidende positiewe invloed op uitbranding. Aandag is ook geskenk aan toekomstige navorsings oorwegings, aanbevelings aan die bestuurders van werknemers asook aan die beperkinge van die navorsinstudie.

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Wodociag, Sophie. "Les cadres pendulaires à l'international : caractérisation et analyse de leur relation au travail." Thesis, Grenoble, 2014. http://www.theses.fr/2014GRENA021/document.

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Les cadres pendulaires à l’international représentent une catégorie de personnel émergente. Au gré de leurs missions à envergure internationale, ils navettent chaque semaine entre leur siège social et un pays du monde. Ils ne sont ni des expatriés, ni des cadres traditionnels. Qui sont-ils exactement ? Quelle dispositif de gestion est mis en place pour eux au sein des entreprises ? Leurs difficultés sont elles connues et reconnues ? Autant de questions que la littérature scientifique n’a pas encore abordées alors que le recours à la mobilité internationale de court terme a augmenté de 10% depuis 2002 et s’intensifiera encore dans les cinq ans à venir, les prévisions faisant état d’un accroissement de 20%. Poursuivant un objectif exploratoire, notre recherche pose la question de la caractérisation des cadre pendulaires à l’international et de leur relation au travail. Pour cela, nous avons mobilisé un ensemble de méthodes diversifiées (méthodes qualitatives, analyses de données quantitatives et utilisation du diary study) et des cadres théoriques d’analyse complémentaires (le modèle exigences-ressources (Demerouti et al., 2001) et le contrat psychologique (Rousseau, 1989). La recherche se compose de trois études complémentaires. La première étude quantitative (1 841 participants), qui a été réalisée en partenariat avec l’APEC, s’est ainsi focalisée sur l’examen des contours et caractéristiques des cadres pendulaires à l’international, mettant en évidence la similarité de leur niveau d’épuisement et de bien être émotionnel avec celui des cadres pendulaires nationaux et des cadres sédentaires ; elle a confirmé que cette catégorie de personnel, plus diversifiée que celle des expatriés, plus féminisée, avec des profils d’expert aussi bien que de managers, se comporte d’une manière spécifique. A travers la collecte de récits de vie (10 participants), la deuxième étude a, quant à elle, permis de définir le contrat psychologique des cadres pendulaires à l’international : ces derniers sacrifient leur temps, au détriment de la vie privée, en échange d’une évolution et d’un enrichissement professionnels. Des conflits entre les domaines de vie émergent lorsque que le navettage international menace le bien-être des proches ; le soutien du conjoint se présente alors comme une ressource primordiale, la troisième étude (30 participants), de type diary study, a mis en relief l’importance de certaines ressources pour la gestion au quotidien de ce type de mobilité : les opportunités professionnelles de développement et le détachement psychologique permettraient de contenir le niveau d’épuisement professionnel des cadres lors des déplacements. Des recommandations ont été émises afin que les entreprises apprennent à valoriser les cadres pendulaires à l’international. Ces derniers, intermédiaires entre le siège social et les filiales des multinationales, véhiculent l’information et la culture organisationnelle.C’est pourquoi ils représentent une valeur intangible fondamentale pour l’organisation
Managers who commute internationally represent an emerging category of personnel. During their international missions, they commute weekly between their headquarters and other worldwide locations. They are neither expatriates, nor sedentary managers. Who exactly are they? What organizational policies and procedures have been implemented to manage and help them? Are their difficulties known and recognized? So many questions that the literature has not yet addressed, whereas the use of shortterm international mobility has increased by 10% since 2002 and a further mobility intensification is foreseen? in the next five years (20% increase). Following an exploratory objective, our research focused on the characterization of the managers who commute internationally and their relationship with the workplace. We utilized several methods (qualitative and quantitative methods, use of the diary study) and complementary theoretical frameworks (Job-Demands – Resources Model (Demerouti and al., 2001) and Psychological Contract (Rousseau, 1989)). Our work consisted of three studies. The first quantitative study (1.841 participants), lead through a partnership with APEC, examined the contours and characteristics of the managers who commute internationally, highlighting the similarity of their level of exhaustion and emotional well-being with that of national commuters and sedentary managers. It confirmed that this category of personnel, more diversified than the expatriates, more feminized, experts as well as managerial profiles, was characterized by a specific behavior. Through the collection of life stories (1 0 participants), the second study defined the psychological contract of the managers who commute internationally: those that sacrificed their time, to the detriment of their private life, in exchange of professional career and enrichment. Conflicts between private and professional life emerged when the international commuting threatened the family well-being; in this situation, spousal support was considered a primary resource. The third study (30participants), a diary study, highlighted the importance of certain resources to manage daily this kind of mobility: professional opportunities, development and psychological detachment limited the burnout level during the mission. Finally, recommendations were addressed in order to improve the organizational valorization of the managers who commute internationally. Indeed, these later are the intermediary between the headquarters and the subsidiaries of multinationals, they diffuse the organizational information and culture. They represent a fundamental intangible value that the organization has to care of
I quadri pendolari internazionali rappresentano una categoria di personale emergente. A seconda delle loro missioni internazionali, viaggiano ogni settimana tra la loro sede di lavoro e altri paesi per il mondo. Essi non sono né degli espatriati e né dei quadri tradizionali. Chi sono realmente? Quale strumento di gestione ha implementato l’azienda per inquadrarli? Si conoscono le loro difficoltà ? Sono queste prese in considerazione dall’azienda? Tante domande che la letteratura non ha ancora affrontato, mentre l'uso della mobilità internazionale a breve termine è aumentato del 10% dal 2002 e tenderà ad intensificarsi ulteriormente nei prossimi cinque anni, con una crescita prevista del 20%. Con un obiettivo esplorativo, questa ricerca si interessa alla caratterizzazione dei quadri pendolari nella mobilità internazionale e della loro relazione con il lavoro. Lo studio è basato su un insieme di metodologie diversificate (metodologia qualitativa, analisi di dati quantitativi, uso del metodo diary study), su dei modelli teorici di analisi complementari (il JD-R Model (Demerouti et al., 2001) ed su il contratto psicologico (Rousseau, 1989). 3 studi complementari sono stati condotti. Il primo studio quantitativo (1 841 partecipanti) è concentrato sull'esame dei contorni e caratteristiche dei quadri pendolari internazionali, mettendo in evidenza la similarità del loro livello di esaurimento e di benessere emotivo con quello dei pendolari nazionali e quadri sedentari ; ha confermato che questa categoria di personale, più diversificata degli espatriati, più femminilizzata, includendo dei profili sia di esperti che di manager, si comporta in un determinato modo. Attraverso la raccolta di storie di vita (10 partecipanti), il secondo studio, a sua volta, ha definito il contratto psicologico dei quadri pendolari internazionali, essi sacrificano (a discapito della loro vita privata) il loro tempo in cambio di una evoluzione e di un arricchimento professionali. I conflitti tra le sfere di vita emergono quando il pendolarismo internazionale minaccia il benessere delle famiglie; il sostegno del coniuge si presenta allora come una risorsa fondamentale. Infine, il terzo studio (30 partecipanti), di tipo diary study, ha evidenziato l'importanza di alcune risorse per la gestione quotidiana di questo tipo di mobilità: opportunità di sviluppo professionale e distacco psicologico potrebbero contenere il livello di esaurimento professionale durante le trasferte. Infine, sono state suggerite delle raccomandazioni affinché le organizzazioni imparino a valorizzare questa categoria di personale che, facendo spola tra la sede centrale e le filiali delle multinazionali, è portatrice dell’informazione e della cultura dell’ organizzazione e costituisce un rilevante valore immateriale dell’azienda stessa

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Davidson, Ransford George. "Leadership Strategies to Reduce Employees' Occupational Stress." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5849.

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Job-related aspects of the work environment, such as work pressure, workload, leadership, and management support cause occupational stress and increase costs to organizations. Grounded in the job demands-resources model theory, the purpose of this single case study was to explore strategies some bank managers use to reduce employees' occupational stress. The interview process included 5 managers employed at a bank in the Caribbean who successfully implemented strategies that reduced employees' occupational stress. The data collection and analysis process involved face-to-face, semistructured interviews and analysis of organizational documentation. Using the exploratory approach in data analysis, data were systematically integrated, evaluated, and summarized through a process of coding and generating themes and patterns. During the coding process, 4 major themes emerged: organizational protection and leadership, supportive organization, occupational health and well-being, and prevention. Business managers who develop and execute strategies centered on these themes might reduce job-related stress factors and the negative consequences of occupational stress. The study results might prompt business leaders to develop prevention strategies to address the causes of potential stressors linked to work conditions. The implications for positive social change include the potential for improving employee health and reducing health costs to employees, their families, and communities.

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Jendle, Hampus, and Andreas Nilsson. "Chefer vid vägs ände : En fenomenologisk fallstudie om organisatoriska faktorers påverkan på vårdenhetschefers beslut att lämna sin befattning." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166980.

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Enhetschefer inom offentlig vård- och omsorgsverksamhet spelar en betydelsefull roll i uppdraget att leverera välfärdsarbete av hög kvalitet. Samtidigt präglas enhetschefsbefattningar av höga personalomsättningsnivåer i kommuner runt om i landet. Hur organisatoriska förutsättningar påverkar enhetschefer inom vård och omsorg i valet att avsluta sin anställning är inte fullt förstått. Syftet med föreliggande studie är därför att undersöka tidigare enhetschefers upplevda erfarenhet av att arbeta som enhetschef inom en offentlig vård- och omsorgsverksamhet och hur de organisatoriska förutsättningarna påverkat dem i valet att avsluta sin anställning. Genom en fenomenologisk fallstudie av en vård- och omsorgsverksamhet i en svensk kommun har 17 tidigare chefer intervjuats kring deras upplevelse av sin tidigare roll och anledningar till att ha avslutat sin anställning. Studiens resultat visar att enhetschefer inom vård- och omsorg påverkas av ett samspel mellan en rad organisatoriska faktorer i beslutet att avsluta sin anställning innefattande arbetskontroll, rollotydlighet, kontrollspann, illegitima arbetsuppgifter, kollegialt och organisatoriskt stöd samt logikkonflikter. Praktiska implikationer för att upprätta en hållbar enhetschefsroll inom offentlig vård- och omsorgsverksamhet diskuteras.
Line managers in the public health sector play a vital role in delivering high-quality welfare services. At the same time, the role of line managers demonstrates high turnover rates in municipalities throughout the country. As to how organizational work environment factors influence line managers in their decision to voluntary leave their employment is not fully understood. The purpose of the current study is therefore to investigate previous line managers’ lived experience of what it is like to work as a line manager within the public health sector and how various organizational factors affected them in their decision to leave their role. Through a phenomenological case study of a public health organization in a Swedish municipality, 17 previous line managers were interviewed regarding their lived experience as health sector line managers and reasons for leaving. The results reveal that public health sector line managers are affected by the interaction of various organizational factors in their decision to voluntary leave their employment including job control, role ambiguity, span of control, illegitimate tasks, colleague and organizational support as well as conflict of logics. Practical implications for restituting a sustainable line manager role within public health sector organizations are discussed.

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Persson, Jennylee. "Anställdas upplevelser av att vara tillgänglig i arbetet : En kvalitativ intervjustudie." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-35626.

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Arbetsplatsen är en betydelsefull arena för människor då en stor del av livet spenderas i arbetslivet och det medför att det är viktigt med hälsofrämjande och förebyggande arbete. Arbetslivet har under de senaste åren förändrats mycket på grund av informations- och kommunikationsteknikens utveckling vilket möjliggjort ett flexiblare arbetssätt och att en stor del av arbetet bedrivs med hjälp av teknik. Förändringen inom hur och när anställda utför sitt arbete motiverar studier som vill öka förståelsen för anställdas upplevelser av tillgänglighet i arbetslivet. Syftet med studien är att undersöka hur anställda upplever sin hälsa i relation till att vara tillgänglig i arbetet. En kvalitativ metod valdes med ett urval av fem personer verksamma inom konsult- och rådgivningsbranschen intervjuades. Intervjumaterialet analyserades med en manifest innehållsanalys. Resultatet visar att det upplevdes finnas både för- och nackdelar med att vara tillgänglig i arbetet. Tillgängligheten medför kontroll över anställdas arbete men det uppstår även en upplevelse av behov av att vara tillgänglig vilket medför en negativ påverkan på anställdas hälsa i form av stress. Det visar även på att arbetsgivaren har ett visst ansvar för att stötta sina anställda att hantera tillgängligheten för att arbeta mer hälsofrämjande med anställdas hälsa och en hälsofrämjande arbetsplats.
The workplace is an important arena for people since they spend a significant amount of their lifetime with work. This imposes that the workplace is an important arena for health promotion. The development of information and communication technology during the last decades has contributed to new ways of working in terms of flexibility and how work is performed. The change in how and when employees perform their work motivates further studies to increase the understanding of employees’ experience of the availability of work. The purpose of this study is to examine how employees perceive their health in relation to be available for work. A qualitative approach was selected in which five individuals working in consulting and advisory services industry were interviewed. The interviews were analyzed with a manifest content analysis. The result indicates that perceptions of availability for work comes with both advantages and disadvantages. Accessibility provides enhanced control over work tasks but there is also a perceived need to be available. Which can result in a negative impact on employees’ health in the form of stress. The study further indicates that the employer has a certain responsibility to support their employees to cope with the challenges that comes with availability to actively promote the health of employees.

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Lin, Pin-Chieh, and 林品婕. "Using Job Demands-Resources Model to Predict Job Performance－The Case of Nurses." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/14022098292889109537.

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碩士
國立東華大學
高階經營管理碩士在職專班
97
This research tended to investigate the relationship between job demands,job resources and burnout,commitment,performance for the Department of Health north alliance female nursing personnel in the hospital. Five major inventories—job demands,job resources,job burnout,professional commitment and job performance,were constructed in this research.The data were collected from the female nurses in the department of health north alliance by using the five inventories mentioned previously.The questionnaire intvestigation method was utilized in this study.Through random sampling,560 questionnaires were drawn for conducting a field test.Totally,489 copies of questionnaire were received .Among these questionnaires,432 effective copies were generated .The research hypothesis was testified on these data by means of warieties of methods including Descriptive Analysis、Validity＆Reliability Analysis、Pearson correlation analysis and Structural Equation Modeling. After analyzing the data of questionnaires,six conclusions can be drawn and listed as follows: 1. The case of nurses the job demands has the direct forward influence to the job burnout 2. The case of nurses the job demands has not direct negative influence to the professional commitment 3. The case of nurses the job resources has the direct forward influence to the job burnout 4.The case of nurses the job resources has the direct forward influence to professional commitment, but both are not remarkable 5.The case of nurses the job burnout not direct negative influence to job performance 6. The case of nurses professional commitment has the direct forward influence to job performance

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Shiu, Shu-Ching, and 許淑晴. "「Does technology make employees a better life？」－Job Demands-Resources Model." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/3rqwk8.

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碩士
東吳大學
企業管理學系
104
Nowadays businesses and technologies are closely related, and the introduction of technologies can always improve organizational performances and employee productivities. However, technologies will produce a double-edged effect of positive and negative co-exist, while improving organizational performances, it could be problematic if the employees ignored technostress. Especially with the popularities of mobile technologies, these technologies also become tools for organizations require employees to work overtime, which means unlimited extension of the office hours and works to the employees. So that technostress overflow problems extend across organizational boundaries, and the mental and emotional negative impacts to the employees are severe, which decreases well-beings of the employees. Therefore, this study was to investigate the relationship between job demands, job resources, technostress , and well-beings of employees. Financial industry employees affected by the impact of technologies are the targets of this research, which conducts convenience sampling method to collect questionnaires. In this study, 405 valid questionnaires recovers from 26 companies, using SPSS and AMOS systems to perform data analysis. The results show: 1, job demands (work overload, Work-Home Conflict, role ambiguity, job insecurity) have a significant positive impact on technostress; 2, technostress have significant negative impact on employees well-being; 3, technostress have full mediation effect between job demands and the well-being of employee; 4, perceived organizational support have regulating effect between the job demands and technostress; 5, psychological pulled out does not have regulating effect between the job demands and technostress; Finally, the study concludes: Organizations should focus on the existing problems of technostress on employees, and should thinking about how to use management strategies to reduce the technostress and its effects in order to enhance the well-being of employees.

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Yiannakis, Christine. "The moderating role of self-directedness in a Job Demands-Job Resources model for working women." Thesis, 2010. http://hdl.handle.net/10210/3439.

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M.A.
The changing South African workforce is reflected in the fact that in the period between 1960 and 2001, female employment has increased substantially. For South Africa, being part of the global economy brings its own stress as more women have to earn a living to provide an extra income for the family. The resulting stress from the often opposing demands of work and family has lead to increasing attention being paid to the matter. Further, many individuals experience job insecurity and career worries and this impacts directly on their reported job satisfaction. When there are overwhelming job demands, and too few job resources, these individuals may experience further declines in job satisfaction. The present research has endeavoured to explore this subject. Job demands, job resources and self-directed learning are thought to impact on an individual‟s job satisfaction. This conceptualisation is based on the Job Demands-Resources model which states that overwhelming job demands coupled with few job resources will result in individuals experiencing burnout and disengagement from work. The aim of this study was to explore the moderating role of self-directedness in a Job Demands-Resources model for working women (N = 168). Each participant completed the Sources of Work Stress Inventory, the Career Attitudes and Strategies Inventory, the Workplace Self-Directed Learning Scale, and a biographical questionnaire. Specific hypotheses were formulated pertaining to the relationships between job resources, job demands, self-directed learning and job satisfaction, and self-directed learning as a moderator in the relationship between job resources and job satisfaction as well as job demands and job satisfaction. The relationships between job demands, job resources, self-directed learning and job satisfaction were investigated by means of Pearson product-moment correlations. The results indicated that Work-Life Balance (r = -0.246, p < 0.01), Career Worries (r = -0.451, p < 0.01), Job Insecurity (r = -0.338, p < 0.01), and Work Relationships (r = -0.465, p < 0.01) had statistically significant negative relationships with Job Satisfaction. Work Drive (r = 0.270, p < 0.01) and Self-Directed Learning (r = 0.512, p < 0.01) yielded statistically significant positive relationships with Job Satisfaction, while Work Involvement (r = 0.150) surrendered no statistically significant relationship with Job Satisfaction. Career Worries, Job Insecurity, Work Relationships, and Self-Directed Learning all yielded practically meaningful relationships of r > 0.30 with Job Satisfaction. Results of the multiple regression analyses revealed a statistically significant predictive relationship between both Job Demands and Job Satisfaction (R² = 0.232, F(3, 164), = 16.482, p = < 0.001), and Job Resources and Job Satisfaction (R² = 0.335, F(3, 164), = 27.514, p = < 0.001). Job Demands accounted for approximately 23% of the variance in Job Satisfaction. A subsequent analysis of the effect sizes revealed that Career Worries (β = -0.374, r = -0.335, t = -4.891, p < 0.001) and Job Insecurity (β = -0.179, r = -0.145, t = -2.123, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of the three job demands. Results of the multiple regression analyses further showed that Job Resources accounted for approximately 34% of the variance in Job Satisfaction. Work Relationships (β = -0.512, r = -0.505, t = -7.922, p < 0.001), Work Drive (β = -0.268, r = 0.259, t = 4.073, p < 0.001) and Work Involvement (β = 0.164, r = 0.157, t = 2.471, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of all three Job Resources. Results of the hierarchical multiple regression analyses showed that Work Drive was the only job resource variable relationship with job satisfaction that appeared to be moderated by Self-Directed Learning. The relationships between the various job demands and job satisfaction were not moderated by self-directed learning.

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NhungPham, Cam, and 范錦絨. "Job burnout in the Vietnam Electronic Appliances Sales Force: An application of the Job Demands-Resources model." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/34276324255867811924.

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碩士
國立成功大學
國際經營管理研究所碩士班
100
Job Burnout is a managerial concept that refers to employees’ emotional status during challenging periods of working life. It is often found in human-servicing occupations, especially, sales industry. The Burnout symptom is caused by job stressors such as role stress, work demands, time pressures, work overloads, etc. To face with this problem, managers have come out of quite a few solutions gathered in a concept called Job Resources. Depending on different situations, job resources can include autonomy, decision latitude, profession supports and so on. My research focuses on verifying the causal relationships between different factors of job demands and burnout as well as between burnout and turnover intentions – one of the major consequences of burnout; besides, negative moderating effects of job resources are also test in this paper. In the context of Vietnam electronic industry, analysis result confirms the causal relationships between job demands, burnout and turnover intentions among salespeople as well as the moderating effect. Probably the Job Demands-Resources model of (Karasek, 1979) needs revising more in modern society. Other organizational aspects could be considered here such as work smart, the application of innovative management, political behaviors at companies, etc.

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(8797526), Xiaolin Shi. "An experience sampling study of hotel employees' subjective well-being: The job demands-resources approach." Thesis, 2020.

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To capture the dynamic nature of frontline employees’ subjective well-being (SWB) and turnover intention in the hotel industry, this study used Affective Events Theory (Weiss & Cropanzano, 1996) and the unfolding model of employee voluntary turnover (Lee & Mitchell, 1994) to argue the short-term variability in SWB and turnover intention. Using the job demandsresources model (JD-R model) as the framework, this study examined the role of daily job

demands (challenge stressors, hindrance stressors, and emotional dissonance) and the role of daily job resources (supervisor support, coworker support, and job autonomy). Given that hotel employees work with different supervisors and co-workers and face various guest situations during each shift, these employees may face high work stress and workload. Furthermore, employees in this industry are often requested to perform non-routine tasks. Therefore, their work is highly associated with high job demands and resource variability. Moreover, the study results stress the importance of the moderating role of day-level job resources and the multilevel moderating effects of employees’ individual levels of resilience and self-efficacy.

The design of the study employed an experience sampling method. Participants were employees who are in guest-facing positions from food & beverage and front office departments in full-service or luxury hotels in the United States. Sixty-five participants completed a one-time baseline survey and a daily diary study twice per day for at least five working days, resulting in a total of 416 day-level observations. The data structure is day nested within each person. The multi-level data was analyzed by using multilevel linear modeling.

In summary, this study shows that SWB and turnover intention may not always be stable phenomena among hotel employees due to the daily influences of job demands and job resources. In addition, both personal resources and daily job resources were found to mitigate the negative daily influences of job demands. This study helps managers to better understand employees’ feelings on a daily basis and apply strategies for daily management of employee SWB and turnover intention.

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Chen, Yuan-Ling, and 陳媛玲. "Disentangling the Paradoxical Nature of High Performance Work Systems: A Perspective of the Job Demands-Resources Model." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/a7umpg.

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博士
義守大學
管理碩博士班
103
In the 21st century industrial environment, human resource management (HRM) has been widely recognized as the key determinant of organizational competitive advantage. Recently, high performance work systems (HPWS) have received considerable attention from scholars and practitioners who value a bundled system of HR practices that will benefit organizations in promoting employee value and performance. However, there exist both positive and negative effects of HPWS-employee outcomes linkages. Thus, this study aims to explore the possible mechanisms and boundary conditions of HPWS implementation. First, relying on the job demands and job resources perspectives, this study proposes a cross-level moderated-mediation framework to disentangle the paradoxical nature of HPWS. Second, drawing on the job demands-resources (JD-R) theory, this study elucidates how work engagement and burnout, two opposing mechanisms, mediate the relationships between HPWS and employee outcomes. Simultaneously, employee proactive behaviors matter as organizations enact HPWS. Third, through seeking resources, seeking challenges, and reducing demands, employees are able to reshape HPWS. Job crafting theory provides the theoretical underpinning for depicting HPWS and job crafting moderated-mediation effects on employee well-being, eventually leading to both positive and negative employee working attitudes and behaviors. Overall, based on an integrated comprehensive perspective taken from the JD-R theory and job crafting theory, this study brings insights in answering above three research issues. Data were obtained from 240 employees and 45 supervisors in Taiwan. The HPWS data was aggregated to the group level, testing (1) the mediating effects of work engagement and burnout on the relationships between HPWS and employee attitudinal and behavioral outcomes, respectively; and (2) the moderated-mediation effects between HPWS and employee job crafting behaviors on HPWS-employee outcomes relationships via work engagement and burnout, respectively. No supports has been found for the mediating hypotheses. Yet the empirical results lend strong support to the moderated-mediating hypotheses, showing that (1) job crafting moderates the mediating effect of the cross-level relationship between HPWS and employee job satisfaction, affective commitment, and person-job fit through work engagement; and (2) the mediating effect of the cross-level relationship between HPWS and employee intention to leave, work-family conflict, and self-handicapping through burnout, such that the mediating effect is stronger when the level of job crafting is high rather than low. Theoretical, practical implications as well as limitations and future research directions are discussed.

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Hart, Andrew. "Work stress and well-being : a longitudinal study of the job demands-resources model in Australian Clergy." Thesis, 2015. http://hdl.handle.net/1885/156132.

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Background: Work stress and well-being continue to be a major concern warranting research and intervention. The Job Demands-Resources (JDR) model has been supported as a model of clergy well-being in Australian Salvation Army clergy by Cotton (2006). This research aims to examine the JDR model among clergy in other denominations, with general and occupation-specific demands and job (and personal) resources. In addition to other health and work outcomes, work-related depression was investigated. This research also sought to contribute to job redesign through an evaluation of a pilot work stress intervention focussed on individual job redesign. Method: A longitudinal web-based survey of 283 respondents at Time 1 and 64 of these respondents at Time 2 was conducted with NSW/ACT clergy in four denominations. The first survey measured job demands, burnout, health, depression, and resources, work engagement, self-rated performance and resignation intention. The second survey focussed on the health impairment pathway of the JDR model retaining job demands, burnout, health, and depression as well as resources from the first survey. Results: Time 1 The results at Time 1 provided cross-sectional support for the JDR model for clergy. The health impairment pathway, and the motivational enhancement pathway were supported. Job resources, particularly co-worker support buffered the effect of job demands on burnout, depression and health. Work home interference had a broader role than as a job demand, as it mediated the relationship between job demands and health, as well as the relationship between burnout and health. The relationship between depression and burnout was explored with cynicism particularly prominent in its relationship with the depression scale and mediation of the effect of job demands for this occupational sample. Results: Time 2 The longitudinal results showed correlational evidence for the hypotheses of the health impairment pathway for depression, and some support for the buffering of the effect of job demands on depression by job resources from Time 1 to Time 2. However, despite these findings analysis of the JDR model through structural equation modelling and ordinal logistic regression did not find evidence to support the health impairment pathway and associated hypotheses of the JDR model longitudinally. Conclusion The JDR model provides a valuable way of understanding clergy well-being, as this research found support across several denominations for both pathways as well as some support for the buffering by resources of the effect of demands on burnout, depression and health. The inclusion of clergy-specific demands and resources improved the applicability of the model. There was cross-sectional support for the application of the JDR model in work-related depression. Research recommendations include longitudinal research of the role of work home interference, use of all burnout scales in research on depression, further consideration of the match hypotheses, and use of collaborative research approaches with denominations. Limitations A major limitation of this research is the small number of respondents at Time 2 that reduced the capacity to undertake effective longitudinal analysis. The response rate was also low which impacts on the capacity to make research and practical recommendations.

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HUANG, WAN-PING, and 黃婉萍. "Using Job Demands-Resources Model to Predict Psychological Resources Consumption and Physical and Mental Health — An Example of The Psychologists in Taiwan." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/m7tmgy.

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碩士
輔仁大學
心理學系
101
Based on the Job Demand-Resource model, the first energy-driven process was adopted in this research, in which the job resources as the moderating variable, and the "psychological resource consumption" is presented as an indicator of "exhaustion or burnout" has been verified was a new concept. The interrelations between "psychological resource consumption" and "physical and mental health” among the interviewed Taiwan psychologists under different “job demands” and “job resources” were explored and researched. In this research, questionnaires for 245 counseling psychologists and clinical psychologists were conducted and efficiently collected as a statistically viable questionnaire survey. The results show that: 1. Heavy workload has been proved to significantly predict the psychologists’ psychological resource consumption, however, the psychologists’ sense of the meaning of work is enhanced through being labored on emotion related affairs. 2. The psychologists’ psychological resource consumption is a significant predictor of both physical and mental health, which are negatively correlated. 3. The psychologists’ psychological resource consumption can be partially mediating variable between heavy workload and physical/mental health. 4. After "Autonomy" and "social support" were verified via mediating moderated effect, the job demands and psychological resource consumption have been found not the moderators as the null hypothesis had inferred, but they are resulted from the cumulative effect of psychological resource consumption.

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LIEN, CHUAN-LUNG, and 連娟瓏. "Leisure Involvement, Emotional Exhaustion, Flow Experience, and Leave Intention in Educational Administrators’ Volunteering: A Job Demands-Resources Model." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/29100534274097097651.

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博士
國立屏東教育大學
教育行政研究所
102
Leisure experiences are usually interpreted as a multi-facet, short-term, or staged aspect in life. Yet, few empirical studies have examined the underlying process of leisure experiences. Thus, the current research aims at exploring the mechanism in leisure experience of educational administrators’ in higher education sector based on a Job demands-resourcesmodel. With the intention of achieving the research purpose, this study has investigated a job demands-resources model in which the relationships between leisure involvement and emotional exhaustion were examined when higher education administrators participate in leisure activities. Thus, a model of how job demands and job resources are related to leisure involvement, emotional exhaustion, flow experience, and leave intention has been generated. Hypotheses were tested among 510 participants with the analytical approach of structural equation modeling（SEM）. Results showed that（1）job demands are positively related to emotional exhaustion;（2）job resources are positively related to leisure involvement;（3）emotional exhaustion is positively related to leave intention;（4）emotional exhaustion mediates the relationship between job demands and leave intention;（5）leisure involvement is positively related to flow experience; and（6）leisure involvement mediates the relationship between job resources and flow experience. Results also indicated that job demands won’t lead to leave intention. Job demands are negatively related to leisure involvement as well as flow experience. On the other hand, job resources are negatively related to emotional exhaustion. Finally, job designs for serious leisure management and managerial issues for volunteers are discussed.

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Chen, Tsung-wen, and 陳琮文. "Using Job Demands-Resources Model to Predict Professional Commitment— A Case Study of Nurses at Teaching Hospitals in Taiwan." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/21501384097996603624.

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碩士
朝陽科技大學
工業工程與管理系碩士班
96
The purpose of this study was to explore the relationship among job demands, job resources, and professional commitment of nurses who work at teaching hospitals in Taiwan. In the literature synthesis of this study, first, I selected and referenced researches which were conducted in the nation and overseas and were aimed at providing a complete analysis on three inventories – job demands, job resources, and professional commitment. Then, I articulated a revision of these three inventories in regard with the population of this research. Using the three inventories, data were collected from teaching-hospital nurses in Taiwan via questionnaire design with a random sampling of 350 teaching-hospital nurses. There were 302 questionnaires received which consisted 234 effective samples. The hypothesis of this study was testified based on these collected data and employed a wide-rage of methods including factor analysis, multivariate variance analysis, Pearson correlation analysis, canonical correlation analysis, multiple stepwise regression analysis, and path analysis. Drawn from the research findings of this study, I concluded (a) the job demands of teaching-hospital nurses is relatively high, and among job resources, the amount salary and bonus is unsatisfied; (b) years of working experience and professional commitment exhibits a positive correlation; (c) cause-effect relationship exists between job demands and professional commitment; (d) job resources is not an intermediate effect when job demands has impact on professional commitment.

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Oliveira, Ana Miguel Peças de. "A Portuguese bank and the job demands-resources model: shedding light on regional differences through a mixed-methods approach." Master's thesis, 2017. http://hdl.handle.net/10071/15196.

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The Job Demands-Resources model describes the relations between work characteristics and outcomes, proposing a health impairment process and a motivational process. This work expands upon previous research on this flexible model by using a mixed-methods approach within one Portuguese private bank, and by testing hypotheses regionally. Study 1 consisted of twenty-five interviews conducted in Alentejo that allowed the identification of new job demands and resources related to customer contacts and bank secrecy. In study 2, questionnaires were applied on a national level (N=476), in order to confirm if the findings in Alentejo occurred throughout the country. Nine hypotheses were tested to investigate the mediating role of professional satisfaction, and the moderating role of bank secrecy, support from colleagues and support from supervisors on stress and sleeping difficulties. Results show that professional satisfaction mediates the relationships between performance goals and positive customer contacts on stress, and bank secrecy moderates the relation between customers’ misbehavior and stress. The results further suggest that both support from colleagues and supervisors moderate performance goal impacts on stress and sleeping difficulties, and support from supervisors moderates the impact of customer contacts after work on stress as well. The hypothesized moderating role of both kinds of support on the relation between customers’ misbehavior and stress was not supported, as well as support from colleagues as a moderator of the relation between customer contacts after work and stress and sleeping difficulties. Practical implications and limitations are discussed, and future research possibilities are offered.
O modelo Job Demands-Resources descreve as relações entre características de trabalho e efeitos, propondo um processo de health impairment e um processo motivacional. Este trabalho expande a investigação já desenvolvida sobre este flexível modelo através de uma abordagem mista num banco privado português e pelo teste de hipóteses regional. O estudo 1 consistiu em vinte e cinco entrevistas no Alentejo que permitiram a identificação de novas exigências e recursos relacionadas com contactos com clientes e sigilo bancário. No estudo 2, foram aplicados questionários a nível nacional (N=476), de forma a confirmar se as descobertas no Alentejo se verificam em todo o país. Foram testadas nove hipóteses para investigar o papel mediador da satisfação profissional e o papel moderador do sigilo bancário, apoio dos colegas e apoio dos supervisores no stress e dificuldades em dormir. Os resultados mostram que a satisfação profissional medeia as relações entre objetivos de desempenho e contactos positivos com os clientes e o stress, e o sigilo bancário modera a relação entre o mau comportamento dos clientes e o stress. Os resultados sugerem ainda que tanto o apoio dos colegas como dos supervisores moderam o impacto dos objetivos de desempenho no stress e dificuldades em dormir, e que o apoio dos supervisores modera também o impacto dos contactos dos clientes depois do trabalho no stress. O papel moderador de ambos os tipos de apoio na relação entre o mau comportamento dos clientes e o stress não foi confirmado, assim como o apoio dos colegas enquanto moderador da relação entre os contactos com clientes depois do trabalho e o stress e as dificuldades em dormir. São discutidas as implicações práticas e limitações, e são oferecidas possibilidades futuras de investigação.

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Field, Lyndsay Kristine. "Work engagement, organisational commitment, job resources and job demands of teachers working within two former model C high schools in Durban North, KwaZulu-Natal." Thesis, 2011. http://hdl.handle.net/10413/7688.

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Orientation: Teachers have a vital role to play within any society. Of late, it can be seen that, generally, teachers within South African schools are becoming increasingly unhappy and dissatisfied with their work. This can be seen as a result of the various strikes and protests over the recent years. Since the South African education system is still very much fragmented and unequal, a legacy of the apartheid era, teachers working within former model C schools, in particular, can be seen as having numerous job demands placed on them in spite of low levels of job resources with which to cope. It is thus important to determine the impact that certain job resources and job demands have on the levels of work engagement and organisational commitment of teachers working within former model C schools in particular. Research Purpose: The purpose of this research was three-fold. Firstly, to determine the relationship between work engagement, organisational commitment, job resources and job demands. Secondly, to determine whether a differentiated approach to job demands (challenge demands and hindrance demands) impacted on positive organisational outcomes, such as work engagement. Thirdly, to determine the mediating role of work engagement in the relationship between certain job resources and organisational commitment; and between challenge job demands and organisational commitment. Motivation for the Study: This study was aimed at enabling an identification of the relationship between work engagement, organisational commitment, job resources and job demands. Further, the study was aimed at identifying the impacting role that specific job resources and job demands have on positive organisational outcomes, such as work engagement and organisational commitment. Research Design, Approach and Method: A cross-sectional survey design was used. A sample (n= 117) was taken from teachers working at former model C high schools in Durban North, KwaZulu-Natal. A demographic questionnaire, Utrecht Work Engagement Scale (UWES), Organisational Commitment Questionnaire (OCQ) and Job Demands-Resources Scale (JDRS) were used to collect data from the sample. Main Findings: The findings of the study suggest that job resources are positively related to work engagement. The differentiated classification of job demands within the study was tested in terms of its relationship with work engagement. Interestingly it was found that overload (a challenge job demand) was both statistically as well as practically significantly related to work engagement; while job insecurity (a hindrance job demand) was not. Further, it was found that the job resources of organisational support and growth opportunities held predictive value for work engagement. Lastly, findings suggested that work engagement mediated the relationship between job resources and the positive organisational outcome of organisational commitment. The hypothesised mediating role that work engagement could play in the relationship between overload (a challenge job demand) and organisational commitment could not be tested in the present study. Practical/Managerial Implications: Job resources play a vital role in harnessing positive organisational outcomes such as work engagement and organisational commitment. Further, some job demands are positively related to work engagement. Therefore, managers and heads of schools need to look seriously at evaluating the state of the job demands and resources that are available to their teaching staff, and implement interventions that could increase various job resources and decrease major hindrance demands faced by teachers. These interventions could go a great way in developing more work-engaged as well as organisationally committed teachers. Contribution/Value-Add: The present research study contributes greatly to the knowledge pertaining to teachers working within former model C high schools within South Africa. Further the present study can be seen to extend the existing literature with regards to the Job Demands-Resource Model by adopting a differentiated approach to job demands and thus consequently investigating the positive relationships that certain job demands may have in terms of organisational outcomes.
Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

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Narantsetseg, Munkhzaya, and Munkhzaya Narantsetseg. "The Job Demands-Resources Model and Its Relationship with Burnout and Engagement: The Mediating and Moderating Role of Self-Efficacy." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/f46z64.

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碩士
大葉大學
人力資源暨公共關係學系
107
The Mongolian food manufactures face the challenge of becoming more competitive in international market. The main issue for chief executive directors and human resource managers is how to create high levels of employee engagement and how to avoid burnout in the workplace, because employees in successful organization are needed to be highly-motivated and highly-engaged with their job. Therefore, based on conservation of resources theory and JD-R model, this study examined to the moderating role of self-efficacy in the relationship between job demands and burnout, meanwhile mediating role of self-efficacy in the relationship between job resources and employee engagement. A sample of 237 Mongolian employees who were working in Milk JSC. The effective feedback rate was 76%. Result showed that job demands are positively related to burnout; while job resource are positively related to employee engagement. Self-efficacy moderates the relationship between job demand and burnout, and also mediates the relationship between job resource and employee engagement.

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Liao, Mu-Tsan, and 廖木燦. "Using Job Demands-Resources Model to Predict Burnout — A Case Study of the Employee of A Semiconductor Assembly and Testing Company." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/29928866962690318695.

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碩士
朝陽科技大學
工業工程與管理系碩士班
95
This research tended to investigate the relationship between job demands, job resources and burnout for the employee of semiconductor assembly & testing industry in Taiwan. Three major inventories-- Job demands, Job resources and Burnout, were constructed in this research. The data were collected from the employees in a semiconductor assembly and testing company by using the three inventories mentioned previously. The questionnaire investigation method was utilized in this study. Through random sampling, 360 questionnaires were drawn for conducting a field test. Totally, 356 copies of questionnaire were received. Among these questionnaires, 349 effective copies were generated. The research hypothesis was testified on these data by means of varieties of methods including factor analysis, multivariate variance analysis, Pearson correlation analysis, canonical correlation analysis, multiple stepwise regression analysis, and path analysis. After analyzing the data of questionnaires, five conclusions can be drawn and listed as follows: 1. Under different characteristic variables considerations, job demands, job resources and burnout exist signification difference in the employee of Taiwan’s semiconductor assembly and testing company. 2. The time-pressure, physical working condition, shift-work of job demands, and burnout exist positive correlation in the employee of Taiwan’s assembly and testing company. 3. Job demands and the job control, possibility for development, salary and rewards, social support of job resources exist negative correlation in the employee of Taiwan’s assembly and testing company. 4. Job resources and burnout exist negative correlation in the employee of Taiwan’s assembly and testing company. 5. In the employee of Taiwan’s assembly and testing company, the job demands and job resources can predict burnout.

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MOLINO, MONICA. "Workaholism: Definitions, measures, and dynamics." Doctoral thesis, 2013. http://hdl.handle.net/2318/141852.

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Chou, Yeh-Guan, and 周葉冠. "The Effect of Coworker’s Behavior and Perceived Coworker’s Intent to Leave or Stay on Employee’s Turnover Intention: A Job Demands-Resources Model Perspective." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/9r84yc.

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碩士
國立臺灣大學
心理學研究所
106
Past research on the effect of coworker’s interpersonal citizenship behavior (ICB) on employee’s turnover intention (TI) has yielded inconsistent results and ignored the fact that coworkers also exhibit interpersonal deviant behavior (IDB). The current study addresses this research gap by examining the effects of coworkers’ ICB and IDB on employee’s TI, and the moderating effect of perceived coworker’s intent to leave or stay on this relationship. Based on the Job Demands-Resources Model (JD-R model), the current model proposes that psychological strain (PS) and work engagement (WE) mediate the effect of coworker’s ICB and IDB on employee’s TI. Study 1 was conducted on a sample of 224 full-time employees, and Study 2 on a sample of 124 college students. Results showed that perceived coworker’s intent to leave or stay significantly moderated the effect of coworker’s ICB and IDB on employee’s TI. Employee’s PS mediated the interactive effect between coworker’s ICB and IDB, and perceived coworker’s intent to leave or stay on employee’s TI. Employee’s WE did not have significant mediation effects. This study extends the turnover literature by exploring this phenomenon from an interpersonal perspective, and by examining the mediation processes linking coworker’s behavior to TI. Based on the above findings, limitations and suggestions for future research are discussed.

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47

Filipe, Marco Rafael Castelluzzo. "Work-life conflict in covid 19 time: A process model testing the role of emotional intelligence." Master's thesis, 2021. http://hdl.handle.net/10071/24273.

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The objective of this study is to better understand the impact that non-voluntary telework had on the workers due to the confinement motivated by the COVID-19 pandemic, and investigate the support capacity of emotional intelligence and job resources in aspects such as job demands, virtuality, fatigue and work-family conflict. Three hypothesis were tested, the first being: job resources moderate the relation between job demands and fatigue; the second hypothesis: emotional intelligence moderates the relation between job demands and work-family conflict; and the third hypothesis: the job demands moderate the relation between job resources and work-family conflict. The data was provided from a sample of 79 people, obtained through an online questionnaire. The results confirm two of the three hypothesis, indicating that high levels of emotional intelligence can reduce the negative effect associated with excessive job demands but not fully mitigate the work-family conflict. Additionally, in certain cases when the job demands are elevated, the job resources instead of reducing the work-family conflict, amplify the conflict. The direct effects also indicate that the virtualization of communication and fatigue increase the work-family conflict. The study contributes to the literature by exploring the role of emotional intelligence in the context of telework with a focus on work-family conflict.
O objetivo deste estudo é compreender melhor o impacto que o teletrabalho não-voluntário teve nos trabalhadores devido ao confinamento motivado pela pandemia COVID-19, e investigar a capacidade de apoio da inteligência emocional e os recursos de trabalho em aspetos como as exigências do trabalho, a virtualidade, a fadiga e o conflito entre trabalho-família. Três hipóteses foram testadas sendo a primeira: os recursos de trabalho moderam a relação entre as exigências do trabalho e a fadiga; a segunda hipótese: a inteligência emocional modera a relação entre as exigências do trabalho e o conflito entre trabalho-família; e a terceira hipótese: as exigências do trabalho moderam a relação entre os recursos de trabalho e o conflito entre trabalho-família. Os dados foram provenientes de uma amostra de 79 pessoas, obtidos através de um questionário online. Os resultados corroboram duas das três hipóteses, indicando que níveis altos de inteligência emocional reduzem o efeito negativo associado às exigências do trabalho mas não mitigar totalmente o conflito entre trabalho-família. Adicionalmente, em certos casos quando as exigências do trabalho são elevadas, os recursos de trabalho em vez de reduzirem o conflito entre trabalho-família, amplificam o conflito. Os efeitos diretos indicam também que a virtualização da comunicação e a fadiga aumentam o conflito entre trabalho-família. O estudo contribui para a literatura ao explorar o papel da inteligência emocional no contexto de teletrabalho com um foco no conflito entre trabalho-família.

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Raposo, Sara Alvarez. "Identificação dos fatores de stress em atletas de alta competição: um estudo exploratório em Portugal." Master's thesis, 2018. http://hdl.handle.net/10071/17891.

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A par da rápida evolução e da crescente visibilidade e relevância do desporto de alta competição, a experiência de stress e ansiedade na competição tem vindo a tornar-se um problema cada vez mais frequente e preocupante. O presente estudo pretende identificar fatores de stress, experienciados por atletas de alta competição, procurando diferenciá-los entre exigências e/ou recursos. Para tal, foram tidas em consideração teorias sobre stress bem como diversos estudos qualitativos sobre as causas de stress em contextos desportivos, tendo por base os pressupostos e características (exigências e recursos) do Modelo JD-R (Schaufeli & Bakker, 2004) e a Classificação Taxonómica dos Stressors Organizacionais (Arnold & Flecher, 2012b). No estudo participaram 12 atletas de futebol de alta competição (6 da Seleção Nacional Sub-21 Masculina e 6 jogadores da Seleção Nacional A de Futebol Feminino). Todas as entrevistas foram realizadas na Cidade do Futebol, em contextos de estágio de preparação para competição. De um modo geral, os resultados vão de encontro aos apresentados na Classificação Taxonómica de Arnold e Fletcher (2012b), na medida em que os atletas mencionaram fatores de stress idênticos: feedback, espectadores, media, apoio/relação/clima de equipa, apoio da equipa técnica, objetivos/resultados de equipa, tipo de competição, condições/equipamentos, estrutura do treino, convocatória, lesões e alimentação. Para além destes, surgiram novas categorias não incluídas na referida Taxonomia, tais como: adversários, árbitros, adaptação, desempenho, experiência, concentração/foco, responsabilidade, relação/apoio familiar e confiança. Os resultados desta investigação, mostram também que certos fatores de stress são experienciados de modo diferente pelos atletas do sexo feminino e masculino.
Along with the rapid evolution and increasing visibility and relevance of high-end sport, the experience of stress and anxiety in competition has become an ever more frequent and worrying problem. The present study intends to identify stress factors experienced by high competition athletes, trying to differentiate them between demands and / or resources. To that end, stress theories as well as several qualitative studies on the causes of stress in sports contexts have been considered, based on the assumptions and characteristics (requirements and resources) of the JD-R Model (Schaufeli & Bakker, 2004) and Taxonomic Classification of Organizational Stressors (Arnold & Flecher, 2012b). The study involved 12 high-level soccer athletes (6 from the National Under-21 Men's Team and 6 players from the National Women's A-Team). All the interviews were held in the City of Football, in the context of a stage of preparation for competition. Overall, the results of the present research are in line with those presented in the Arnold and Fletcher Taxonomy Classification (2012b), as athletes mentioned equal stressors: feedback, spectators, media, team support / relation / climate, technical team support, team goals / results, type of competition, conditions / equipment, training structure, summoning, injury and feeding. In addition to these, new categories not presented in the referred Taxonomy have appeared, such as opponents, referees, adaptation, performance, experience, concentration / focus, responsibility, family support and trust. The results of this research also display that certain stressors are experienced differently by female and male athletes.

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Stander, Frederick Wilhelm. "Entering the zone: a positive psychological framework for athlete flow and flourishing." Thesis, 2015. http://hdl.handle.net/10394/17033.

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Both flow and flourishing are highly favourable human states and have been described as optimal experience phenomena in the well-being literature. This being said, more research is required to gauge how these states can be more readily achieved – in general, but specifically in sport – and athletic contexts; where it has remained largely unexplored. The objective of this research was to ascertain whether specific contexts can influence the experience of flow and flourishing amongst athletes. It further investigated the state-like properties of these experiences, by evaluating whether certain resources in the environment of the athlete can promote flow and flourishing and assessing whether athlete flow is dynamic over time, i.e. whether it fluctuates over the course of a particular athletic cycle. The research comprised three separate studies, reported in article format. Manuscript 1 evaluated a structural model of athlete flow by investigating the role of both job (sport) – and personal resources in the experience of athlete flow among student athletes. The resources under investigation were teammate relationships and communication (job resources) as well as self-efficacy (a personal resource). Using structural equation modelling direct paths were revealed between teammate relationships, self-efficacy and athlete flow. The findings provide some evidence that athlete flow are associated with contextual factors that relate to the team environment as well as the personal resources of the athlete. Manuscript 2 focused on the flourishing of athletes. An exploratory study was conducted to evaluate relationships between athlete flourishing, team and individual strength use, team embeddedness and withdrawal behaviour. Results suggested that flourishing is related to team strength use. It also revealed positive paths from both the strength use dimensions to team embeddedness. Flourishing related positively to team embeddedness. Withdrawal behaviour was negatively associated with team embeddedness. The results revealed important information from the perspective of antecedents and outcomes of athlete flourishing. Manuscript 3 explored the state-like properties of athlete flow by conducting ecological momentary assessment of the experience amongst under-21 Currie Cup rugby players during a competitive stage of their athletic cycle. The objective of this study was twofold. Firstly, it sought to ascertain whether athlete flow will vary over time and during/ after specific key events during an athletic cycle. Secondly, it investigated whether the introduction of specific interventions during such cycle could influence athlete flow experience. The study, which adopted a longitudinal design, revealed that athlete flow was dynamic over time. Positive relationships were also established between challenging athletic activities, as well as strength-based team and individual interventions; and flow. This provides sport coaches and management teams with information that may assist them in assisting athletes to achieve more readily the favourable and optimum human state that is flow.

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Dias, Joana Simões do Carmo. "How emotions are shaped within services organizations: empirical studies among Portuguese nurses and physicians." Doctoral thesis, 2017. http://hdl.handle.net/10362/27099.

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The management of emotions is an important component of the work of frontline employees, since more and more interactions between customers and employees are valued and affect their perceptions of service quality. In healthcare, the management of emotions takes greater proportions compared to other service organizations because of the proximity and frequency of relationships between customers and employees and the intensity of emotions. Aiming to contribute to the study of the management of emotions in healthcare, namely the positivity, perspectives and antecedents we developed three studies. The first qualitative study intends to study in a deeper way what physicians, nurses and patients think about the expression and suppression of emotions, that is, the management of emotions. Two different patterns have been found which represent what these individuals perceive as a quality service. Some participants are in favor of expressing emotions and maintaining close and lasting relationships - what we call “relational engagement”. While others are in favor of hiding or supressing emotions and keeping a distance - what we call "performative engagement". The second conceptual study proposes that there may be other alternative than engage in emotional labor. Employees are expected to supress or fake their emotions, because there is a presumption that employees inner feelings are not congruent with the emotions that the organization wants them to display. However, employees may also want to act authentically. With employee emotional empowerment employees have the power and ability to manage their emotions in a way they feel 10 more appropriate to the situation and the customer, minimizing feelings of burnout, stress and job turnover. The third quantitative study aims to analyze the impact that the work environment may have on the emotional labor performance. It is certain that during their working day healthcare professionals have to deal with intense emotional situations. This forces them to manage their emotions in a strategic way. Some factors are decisive for the management of emotions, such as the work environment. We found that when nurses perceive their work environment as positive they do not tend to adopt a deep acting strategy. With these studies we intend to clearer the management of emotions in a service context as special as healthcare.

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