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Artículos de revistas sobre el tema "Job demands-resource model"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 7 de febrero de 2022

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1

Kattenbach, Ralph, and Simon Fietze. "Entrepreneurial orientation and the job demands-resources model." Personnel Review 47, no. 3 (2018): 745–64. http://dx.doi.org/10.1108/pr-08-2016-0194.

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Purpose The purpose of this paper is to examine the influence of entrepreneurial orientation (EO) within the framework of the job demands-resources (JD-R) model. Design/methodology/approach The sample of N=597 white-collars in the German media and IT industry is drawn via the professional network XING. Cross-sectional mediator models are used to test the hypothesis. Findings The processes proposed by the JD-R model find empirical support. Job demands primarily cause exhaustion while job resources increase job satisfaction. Besides, job demands reduce job satisfaction and job resources lead to

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2

Grover, Steven L., Stephen T. T. Teo, David Pick, Maree Roche, and Cameron J. Newton. "Psychological capital as a personal resource in the JD-R model." Personnel Review 47, no. 4 (2018): 968–84. http://dx.doi.org/10.1108/pr-08-2016-0213.

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Purpose The purpose of this paper is to demystify the role of the personal resource of psychological capital (PsyCap) in the job demands-resources model. The theory suggests that personal resources directly influence perceptions of job demands, job resources, and outcomes. Alternatively, personal resources may moderate the impact of job demands and job resources on outcomes. Design/methodology/approach A survey of 401 nurses working in the Australian healthcare sector explores the relations among PsyCap, job demands and resources, and psychological well-being and work engagement. Findings The

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Pap, Zselyke, Delia Vîrgă, Guy Notelaers, and Laurențiu Maricuțoiu. "A multilevel model of job insecurity and engagement." Journal of Managerial Psychology 35, no. 7/8 (2020): 529–41. http://dx.doi.org/10.1108/jmp-02-2020-0089.

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PurposeThe purpose of this current study was to investigate the moderating effect of autonomy (individual-level job resource) and social supportive climate (group-level job resource) on the negative relationship between job insecurity and work engagement.Design/methodology/approachCross-sectional data were gathered and analyzed using hierarchical linear modeling from 3,812 participants nested in 116 work units.FindingsA significant interaction between job insecurity and autonomy offered support for the buffering hypothesis of autonomy. Hypotheses regarding both the direct and the buffering eff

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4

Dr. Nosheen Sarwat, Dr. Raza Ali, and Dr. Tariq Iqbal Khan. "Challenging, Hindering Job Demands and Psychological Well-Being: The Mediating Role of Stress-Related Presenteeism." Research Journal of Social Sciences and Economics Review (RJSSER) 2, no. 1 (2021): 135–43. http://dx.doi.org/10.36902/rjsser-vol2-iss1-2021(135-143).

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When individuals are under stress, they cannot fully expend all their energies at work because they are distracted due to stress. This concept is termed stress-related presenteeism. The primary purpose of this research was to analyze the relationship of challenging job demands (i.e., workload) and hindering job demands (i.e., cognitive job demands) with stress-related presenteeism, and the subsequent relationship of stress-related presenteeism with psychological well-being, by using the job-demands resource model and conservation of resource theory. Data (n=211) were collected in two-time wave

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5

Bologna, Daniele A., Brandon Thomas, and Shagun Sehgal. "Unexpected Work’s Drain on Personal Energies: A Job Demands-Resource Model Approach." Academy of Management Proceedings 2015, no. 1 (2015): 18398. http://dx.doi.org/10.5465/ambpp.2015.18398abstract.

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Shim, Dong Chul, Hyun Hee Park, and Seong Young Jeong. "Government Employees’ Organizational Citizenship Behavior Amid Organizational Resource Decline: Can They Work More With Less?" Review of Public Personnel Administration 39, no. 2 (2017): 209–31. http://dx.doi.org/10.1177/0734371x17715501.

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Based on the implication of the job demands–resources (JD-R) model, this study examined the associations between job demands (organizational resource declines and work overload) and resources (job-goal specificity, performance feedback, and work unit climate) with employees’ organizational citizenship behavior (OCB). Although statistically significant negative associations were found between financial and human resource decline and OCB, the associations were weak from a practical perspective. In line with the JD-R model, this study also found that job-goal specificity, performance feedback, an

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7

Searle, Ben J., and Leanne Lee. "Proactive coping as a personal resource in the expanded job demands–resources model." International Journal of Stress Management 22, no. 1 (2015): 46–69. http://dx.doi.org/10.1037/a0038439.

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Siddiqui, Hareem, Faiza Sharif, Ambreen Ahmed, and Waqar Akbar. "Mediating Role of Burnout Between the Job Demands-Control Model and Psychological Well-being in Healthcare Professionals in Pakistan." Makara Human Behavior Studies in Asia 25, no. 1 (2021): 116–26. http://dx.doi.org/10.7454/hubs.asia.2120220.

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Integrating the Job Demand-Control model (JDC) with the Conservation of Resource Theory, this study tested the JDC model for the direct and indirect effects of job demands (JD) and control (JC) on the psychological well-being (PWB) of healthcare professionals working in hospitals in Karachi, along with the mediating effects of burnout. The study employed Structural Equation Modelling using SMART PLS for data analysis of a sample of 316 healthcare providers from different hospitals in Karachi. The results supported the direct effects of JD and JC on PWB and the mediating effects of burnout The

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Tesi, Alessio, Antonio Aiello, and Enrichetta Giannetti. "The work-related well-being of social workers: Framing job demands, psychological well-being, and work engagement." Journal of Social Work 19, no. 1 (2018): 121–41. http://dx.doi.org/10.1177/1468017318757397.

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Summary Social workers’ occupational health has become a central theme in the psychosocial literature. This study aimed at exploring how specific job demands and psychological well-being are related to work engagement. A sample of 140 Italian social workers was analyzed in accordance with the job demands–resources model. Participants were asked to complete a written questionnaire containing several measurement scales. Findings Multiple regression analyses showed that social workers’ psychological well-being was positively related to work engagement. Moderation analyses also indicated that, whe

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Shinan-Altman, Shiri, Miri Cohen, Victoria Rasmussen, Adrienne Turnell, and Phyllis Butow. "Burnout among psychosocial oncologists in Israel: The direct and indirect effects of job demands and job resources." Palliative and Supportive Care 16, no. 6 (2017): 677–84. http://dx.doi.org/10.1017/s1478951517001006.

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AbstractObjectivePsychosocial oncologists may be particularly vulnerable to burnout. This study aimed to assess burnout among Israeli psychosocial oncologists in relation to the Job Demands-Resources model and the coping strategies model.MethodParticipants included 85 of 128 listed psychosocial oncologists currently working with cancer patients. They completed a questionnaire assessing emotional exhaustion, depersonalization, job demands, job resources, work engagement, overcommitment, and perceived value of work.ResultsThe mean level of burnout was low, whereas 16.3% experienced high levels o

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Lambert, Eric G., Linda D. Keena, Stacy H. Haynes, David May, and Matthew C. Leone. "Predictors of Job Stress Among Southern Correctional Staff." Criminal Justice Policy Review 31, no. 2 (2019): 309–31. http://dx.doi.org/10.1177/0887403419829211.

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Job stress is a problem in corrections. Although the very nature of correctional work is stressful, workplace variables also contribute to correctional staff job stress. The job demands-resource model holds that job demands increase negative outcomes (e.g., job stress) and decrease positive outcomes (e.g., job satisfaction), whereas job resources help increase positive outcomes and decrease negative outcomes. An ordinary least squares regression analysis of self-reported survey data from 322 staff at a Southern prison indicated that input into decision-making and quality supervision had statis

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Jonasson, Charlotte, Jakob Lauring, Jan Selmer, and Jodie-Lee Trembath. "Job resources and demands for expatriate academics." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (2017): 5–21. http://dx.doi.org/10.1108/jgm-05-2016-0015.

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Purpose While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics’ job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate acade

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Mette, Janika, Swantje Robelski, Tanja Wirth, Albert Nienhaus, Volker Harth, and Stefanie Mache. "“Engaged, Burned Out, or Both?” A Structural Equation Model Testing Risk and Protective Factors for Social Workers in Refugee and Homeless Aid." International Journal of Environmental Research and Public Health 17, no. 2 (2020): 583. http://dx.doi.org/10.3390/ijerph17020583.

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The present study sheds light on social workers’ working conditions in highly demanding settings and examines the associations between their perceived job demands, resources, resilience, personal burnout, and work engagement. A cross-sectional quantitative online survey was conducted with employees in social work institutions of independent and public sponsors providing help for refugees and homeless persons. The study participants were 243 social workers (68.8% female and 31.3% male) from four federal states in Germany. Correlations between social workers’ job demands, resources, burnout, and

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

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

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

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

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Lu, Luo, Hui Yen Lin, Chang-Qin Lu, and Oi-Ling Siu. "The moderating role of intrinsic work value orientation on the dual-process of job demands and resources among Chinese employees." International Journal of Workplace Health Management 8, no. 2 (2015): 78–91. http://dx.doi.org/10.1108/ijwhm-11-2013-0045.

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Purpose – The moderating roles of personal resources in the Job Demands-Resources (JD-R) model are relatively rarely examined, especially in non-western countries. The purpose of this paper is to investigate the moderating effect of a personal resource (i.e. intrinsic work value orientation) on the relationships between job demands, job resources, and job satisfaction among a large sample of Chinese employees from both mainland China and Taiwan. Design/methodology/approach – Structured questionnaire survey was carried out to collect data from 402 employees in mainland China and 306 employees i

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Grover, Steven L., Stephen T. T. Teo, David Pick, and Maree Roche. "Mindfulness as a personal resource to reduce work stress in the job demands-resources model." Stress and Health 33, no. 4 (2016): 426–36. http://dx.doi.org/10.1002/smi.2726.

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

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

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Grobelny, Jarosław. "Work engagement as a factor reducing the risk of occupational stress – based on original research." Occupational Safety – Science and Practice 559, no. 4 (2018): 16–20. http://dx.doi.org/10.5604/01.3001.0011.7570.

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Occupational stress is the result of a perceived lack of balance between the work environment’s demands and the employee's ability to cope with these demands. According to the stress process model, the employee's resources can moderate the relationship between the job demands and perceived stress. Work engagement, the long-term and positive affective-cognitive state, may constitute such a resource. The results of this study confirm this assumption. In the group of workers less engaged in work, the level of perceived occupational stress was higher than in the group of engaged workers and the le

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Wang, Chung-Jen, and I.-Hsiu Yang. "Why and How Does Empowering Leadership Promote Proactive Work Behavior? An Examination with a Serial Mediation Model among Hotel Employees." International Journal of Environmental Research and Public Health 18, no. 5 (2021): 2386. http://dx.doi.org/10.3390/ijerph18052386.

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With the increasing competition in contemporary enterprise, sustainable human resource management is a powerful resource for workplace mental health. On the basis of job demands-recourses theory and conservation of resources theory, this study examined the relationship between empowering leadership and employees’ proactive work behavior. It also explored how job design inspires employees to be embedded in their work and to exhibit proactive work behavior. In addition, the research probed the mediating roles of job characteristics and job embeddedness in a serial mediation model within an integ

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

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

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

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

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Schreurs, Bert, Hetty van Emmerik, Nele De Cuyper, Tahira Probst, Machteld van den Heuvel, and Eva Demerouti. "Religiousness in times of job insecurity: job demand or resource?" Career Development International 19, no. 7 (2014): 755–78. http://dx.doi.org/10.1108/cdi-08-2014-0114.

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Purpose – Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact in predicting burnout and change-oriented behavior. Design/methodology/approach – The authors conducted moderated structural equation modeling on survey data from a sample of 238 employees confronted with organizational change. Findings – Results were largely consistent with the “religion as a dema

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Mihalca, Loredana, Lucia Lucia Ratiu, Gabriela Brendea, Daniel Metz, Mihaela Dragan, and Florin Dobre. "Exhaustion while teleworking during COVID-19: a moderated-mediation model of role clarity, self-efficacy, and task interdependence." Oeconomia Copernicana 12, no. 2 (2021): 269–306. http://dx.doi.org/10.24136/oc.2021.010.

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Research background: The global COVID-19 pandemic created an unprecedented challenge not only for employees? well-being, but also for the nature of their work, as teleworking became the norm for many of them almost overnight. Thus, there is a need to a more fine-grained understanding of the specific job demands experienced while teleworking during COVID-19, and the specific resources that mitigate the detrimental effects of demands and help employees to adopt resilient responses during and beyond COVID-19. Purpose of the article: Drawing upon the job demands-resources model, the present

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(Jay) Yoo, Jaewon, Todd J. Arnold, and Gary L. Frankwick. "Promoting boundary-spanning behavior among service personnel." European Journal of Marketing 48, no. 9/10 (2014): 1626–47. http://dx.doi.org/10.1108/ejm-10-2012-0610.

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Purpose – The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand, respectively, ultimately affect the development of frontline employee boundary-spanning behavior (BSB). Design/methodology/approach – A survey methodology was used in collecting data from a sample of bank employees in South Korea. To analyze the data, a structural equation model procedure using LISREL 8.5 was used (Jöreskog and Sörbom, 1996). Findings – Results suggest that a frontline employee’s P – O fit decreases emotional

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Kraemer, Tobias, and Matthias H.J. Gouthier. "How organizational pride and emotional exhaustion explain turnover intentions in call centers." Journal of Service Management 25, no. 1 (2014): 125–48. http://dx.doi.org/10.1108/josm-07-2013-0173.

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Purpose – Personnel turnover entails considerable costs and is a major problem for the call center industry. By modifying the job demands-resources model, this study aims to examine how emotional exhaustion and organizational pride affect turnover intentions. In addition, it investigates how emotional exhaustion and organizational pride are formed by job demands and job resources and how gender and organizational tenure moderate the model. Design/methodology/approach – The paper surveyed 252 call center agents and tested the research hypotheses with component-based structural equation modeling

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Jiang, Jane Y. "Leader–Member Relationship and Burnout: The Moderating Role of Leader Integrity." Management and Organization Review 10, no. 02 (2014): 223–47. http://dx.doi.org/10.1017/s1740877600004162.

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AbstractIn this study, we propose and test the idea that a strong relationship between leader and follower will be associated with the subordinate’s burnout. We base the study on the leader–member exchange framework (LMX), resource exchange theory, and the job demands–resources model of burnout, and conceptualize that a strong LMX is associated with burnout in two ways: high LMX involves high job demands, which lead to exhaustion; low LMX involves low job resources, which leads to cynicism. We propose that the relationship between LMX and the two forms of burnout will be stronger when the lead

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Medhurst, Adrian, and Simon Albrecht. "Salesperson engagement and performance: A theoretical model." Journal of Management & Organization 17, no. 3 (2011): 398–411. http://dx.doi.org/10.1017/s1833367200001541.

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AbstractSales performance is widely regarded as an important index of individual and organizational performance. Sales employees require access to organizational and job resources as well as personal resources in order to function effectively. An individual-level salesperson performance model is proposed that draws from the motivational process represented in the Job Demands-Resources Model (Bakker & Demerouti, 2007). Organizational and job resources are conceptualized in terms of employee involvement climate (Riordan, Vandenberg, & Richardson, 2005). Personal resources are conceptuali

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Medhurst, Adrian, and Simon Albrecht. "Salesperson engagement and performance: A theoretical model." Journal of Management & Organization 17, no. 3 (2011): 398–411. http://dx.doi.org/10.5172/jmo.2011.17.3.398.

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AbstractSales performance is widely regarded as an important index of individual and organizational performance. Sales employees require access to organizational and job resources as well as personal resources in order to function effectively. An individual-level salesperson performance model is proposed that draws from the motivational process represented in the Job Demands-Resources Model (Bakker & Demerouti, 2007). Organizational and job resources are conceptualized in terms of employee involvement climate (Riordan, Vandenberg, & Richardson, 2005). Personal resources are conceptuali

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Saura, Maria Jose, Pep Simo, Mihaela Enache, and Vicenc Fernandez. "Exploratory Study about Health and Job Stress Determinants for Teaching and Research Staff in Universities in Spain." education policy analysis archives 19 (February 10, 2011): 4. http://dx.doi.org/10.14507/epaa.v19n4.2011.

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The legal changes in the hiring profiles of universities in Spain implied significant changes in the processes of employment, stabilization and promotion of their academic staff. The aim of this research is to identify the antecedents of health and job stress of this staff, which traditionally experimented low levels of these indicators. The empirical research was based on an exploratory study that combined quantitative (questionnaires) and qualitative (cognitive interviews) data gathered from 26 cases representing three different academic positions: teaching assistants, post-dissertation teac

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Marathe, Gaurav Manohar, Girish Balasubramanian, and Gloryson Chalil. "Conceptualising the psychological work states – extending the JD-R model." Management Research Review 42, no. 10 (2019): 1187–200. http://dx.doi.org/10.1108/mrr-03-2017-0077.

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Purpose The purpose of this paper is to extend the job demands-resources (JD-R) model by including the factor of “personal demands” and conceptualise experience on personal and job dimensions separately as personal thrust and job thrust. Further, different psychological work states that individuals experience through intra-dimensional balance across personal and job dimensions are proposed. Design/methodology/approach The paper explains various possible psychological work states experienced by a job incumbent by conceptually developing intra-dimensional fluctuations within the person and job d

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Javaid, Muhammad Umair, Ahmad Shahrul Nizam Isha, Asrar Ahmed Sabir, Zulkipli Ghazali, and Matthias Nübling. "Does Psychosocial Work Environment Factors Predict Stress and Mean Arterial Pressure in the Malaysian Industry Workers?" BioMed Research International 2018 (2018): 1–11. http://dx.doi.org/10.1155/2018/9563714.

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Psychosocial risks are considered as a burning issue in the Asia-Pacific region. The aim of this study was to investigate the impact of psychosocial work environment factors on health of petrochemical industry workers of Malaysia. In lieu to job demands-resources theory, significant positive associations were found between quantitative demands, work-family conflict, and job insecurity with stress, while a significant negative association of role clarity as a resource factor with stress was detected. We also found that quantitative demands were significantly associated with the mean arterial pr

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Meng, Zeqian, John Brooke, Junyi Han, and Rizos Sakellariou. "A Negotiation Protocol for Fine-Grained Accountable Resource Provisioning and Sharing in e-Science." Journal of Grid Computing 18, no. 3 (2020): 471–90. http://dx.doi.org/10.1007/s10723-020-09515-1.

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Abstract With the increasing demand for dynamic and customised resource provisioning for computational experiments in e-Science, solutions are required to mediate different participants’ varied demands for such resource provision. This paper presents a novel negotiation protocol based on a new collaboration model. The protocol allows e-Scientists, the manager of an e-Scientist’s collaboration, and resource providers to reach resource provisioning agreements. By considering the manager of an e-Scientist collaboration for negotiation decisions, the protocol enables fine-grained accountable resou

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Lee, Kyootai, Monica Sharif, Terri Scandura, and Jongweon Kim. "Procedural justice as a moderator of the relationship between organizational change intensity and commitment to organizational change." Journal of Organizational Change Management 30, no. 4 (2017): 501–24. http://dx.doi.org/10.1108/jocm-08-2015-0139.

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Purpose The purpose of this paper is to investigate how and why different forms of organizational change have different levels of organizational intensity, which in turn differentiate its impact on commitment to organizational change (COC). Its purpose is to also identify how procedural justice can reduce change-related stress and buffer the strain inducing effects of job demands. Design/methodology/approach The authors tested the hypotheses using data collected from two sources in Korea. First, the authors conducted a survey in several organizations to identify employees’ attitudes and stress

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Chela-Alvarez, Xenia, Oana Bulilete, M. Esther García-Buades, Victoria A. Ferrer-Perez, and Joan Llobera-Canaves. "Perceived Factors of Stress and Its Outcomes among Hotel Housekeepers in the Balearic Islands: A Qualitative Approach from a Gender Perspective." International Journal of Environmental Research and Public Health 18, no. 1 (2020): 52. http://dx.doi.org/10.3390/ijerph18010052.

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Tourism is the main economic sector in the Balearic Islands (Spain) and hotel housekeepers (HHs) are a large occupational group, in which stress is becoming a major issue. This study aims at exploring in-depth factors perceived as stressors by HHs and key-informants, and their effects on work-life balance (WLB). A qualitative design with phenomenological approach was used, conducting six focus groups with 34 HHs and 10 individual interviews with key-informants. Results were analyzed adopting the job demands-resources model and a gender perspective. High demands, e.g., work overload, time press

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Rosenbloom, Tova, Yoav Malka, and Shay Israel. "Job burnout of security guards of aviation company." Personnel Review 45, no. 3 (2016): 557–68. http://dx.doi.org/10.1108/pr-07-2014-0161.

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Purpose – The purpose of this paper is to focus on a unique population of airport security guards who work for a specific airline and are frequently sent abroad with short advance notice. The current study deals with the job burnout of these employees. Design/methodology/approach – In total, 100 airport security guards, employees of a specific airline completed the Attachment Style Questionnaire, the Burnout Questionnaire and Demographic Questions. Findings – Results indicated that the employees with the preoccupied style suffered more burnout than did those with secure and dismissive-avoidant

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Gabel-Shemueli, Rachel, Simon Dolan, and Adriana Suárez Ceretti. "Work conditions and engagement among nurses in Uruguay." Academia Revista Latinoamericana de Administración 30, no. 1 (2017): 59–71. http://dx.doi.org/10.1108/arla-02-2016-0049.

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Purpose The purpose of this paper is to assess the impact of the interaction effect of work conditions including work overload, emotional demands, social support and self-development opportunities on work engagement within the framework of the job demands-resource model. Design/methodology/approach A total of 481 registered nurses in Uruguay participated in this study. A series of multiple structural equations modelling analyses were used to examine the interaction hypotheses and their effect on work engagement. Findings Three out of four two-way interactions presented significant effects, sho

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Omar, Farehan, and Aizzat Mohd Nasurdin. "Nurses Support in Reducing Working Stress Among Medical Doctors in Public Hospitals: Conceptualizing Job Demands-Resources Model." ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 3 (2019): 67. http://dx.doi.org/10.24191/abrij.v5i3.9994.

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The last two decades of research in social and health psychology have established the cohesive of nurses support to promote good mental health and physical health among medical doctors. Although it is commonly assumed that nurses support positively predicts the good health status of medical doctors, the literature are still lacking in focusing the roles of nurses towards medical doctors in hospitals. This conceptual paper suggests how nurses support are associated with reducing prolonged stress among medical doctors in public hospitals which include to determine their health status due to lack

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Tomo, Andrea, and Stefania De Simone. "Using the job demands-resources approach to assess employee well-being in healthcare." Health Services Management Research 32, no. 2 (2018): 58–68. http://dx.doi.org/10.1177/0951484818787687.

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The aim of this study is to advance a model to assess the overall level of well-being within healthcare organizations. Design/methodology/approach: The paper employs a job demands-resources approach by considering the multilevel model of employee well-being as theoretical framework, integrated with personal resources and health indicators. A specific case is built in the Italian context, with empirical data gathered from three Italian paediatric hospitals belonging to the same healthcare organizations. Findings: Results show that the job demand-resource model may well explain differences in th

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Andrews, Rhys, and Ahmed Mohammed Sayed Mostafa. "Organizational goal ambiguity and senior public managers’ engagement: does organizational social capital make a difference?" International Review of Administrative Sciences 85, no. 2 (2017): 377–95. http://dx.doi.org/10.1177/0020852317701824.

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The Job Demands–Resources model highlights that aspects of the work environment that place high demands on employees are job stressors, which can reduce their levels of engagement with their work and organization. By contrast, social support for employees is a resource that can sustain their engagement and enable them to cope with high demands. We analyse the separate and combined effects of two key job demands and resources on the engagement of more than 4000 senior public managers in 10 European countries: organizational goal ambiguity, which may demotivate employees; and organizational soci

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Orkibi, Hod, and Yaron Ilan Brandt. "How Positivity Links With Job Satisfaction: Preliminary Findings on the Mediating Role of Work-Life Balance." Europe’s Journal of Psychology 11, no. 3 (2015): 406–18. http://dx.doi.org/10.5964/ejop.v11i3.869.

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The positive characteristics that can help people juggle their work and personal roles and experience greater job satisfaction are attracting increased research attention. This study presents a conceptual model to account for the association between employees’ positive orientation (i.e., the tendency to evaluate self, life, and the future in a positive way) and their job satisfaction (N = 108). As theorized, the results indicate that employees’ ability to manage their work-life balance fully mediates the relation between their positive orientation and job satisfaction. This suggests that a pos

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Schad, Elinor. "No time to talk! Teachers’ perceptions of organizational communication: Context and climate." Educational Management Administration & Leadership 47, no. 3 (2017): 421–42. http://dx.doi.org/10.1177/1741143217739358.

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Teachers’ perceptions of organizational communication were assessed using a tailored questionnaire, sampling 401 primary and lower secondary school teachers from two municipalities in Sweden. Overall, the teachers were satisfied with the workplace communication climate, the communication structure, and collegial communication; however, a lack of time for communication was reported. Using a job demands–resource framework and hierarchical linear regression, the organizational communication variables were shown to predict job satisfaction even when controlling for relevant work environment indica

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Kim, Sungdoo, and Amanda L. Christensen. "The Dark and Bright Sides of Personal Use of Technology at Work: A Job Demands–Resources Model." Human Resource Development Review 16, no. 4 (2017): 425–47. http://dx.doi.org/10.1177/1534484317725438.

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As employees increasingly use technology for personal purposes in the workplace, tensions between proponents of control versus flexibility are rising. Proponents of control emphasize negative consequences and argue for employee restrictions and monitoring, whereas those for flexibility highlight positive consequences and advocate for employee discretion. We build consensus between these two approaches by adopting the job demands–resources model to show why the personal use of technology at work has both negative and positive effects on organizational outcomes, and then, we theorize about sever

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Fernando, Reena, Ester Amukwaya, Clifford Kendrick Hlatywayo, and Wesley Pieters. "Job Demands and Burnout – The Moderating Effect of Psychological Capital amongst Call Centre Employees in Windhoek, Namibia." African Journal of Inter/Multidisciplinary Studies 2, no. 1 (2020): 74–87. http://dx.doi.org/10.51415/ajims.v2i1.836.

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The call centre industry has been growing each year. Growth in the industry puts pressure on call centre employees as the job becomes highly demanding and their tasks increase. Introducing the positive aspects of psychological capital allows for someone to better deal with the daily challenges of a highly demanding job. The relationship between job demands and psychological capital is lacking in literature as it has not been extensively studied. The paper explores the moderating effect of psychological capital on the relationship between burnout and job demand amongst a selection of call centr

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Fernando, Reena, Ester Amukwaya, Clifford Kendrick Hlatywayo, and Wesley Pieters. "Job Demands and Burnout – The Moderating Effect of Psychological Capital amongst Call Centre Employees in Windhoek, Namibia." African Journal of Inter/Multidisciplinary Studies 2, no. 1 (2020): 74–87. http://dx.doi.org/10.51415/ajims.v2i1.836.

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The call centre industry has been growing each year. Growth in the industry puts pressure on call centre employees as the job becomes highly demanding and their tasks increase. Introducing the positive aspects of psychological capital allows for someone to better deal with the daily challenges of a highly demanding job. The relationship between job demands and psychological capital is lacking in literature as it has not been extensively studied. The paper explores the moderating effect of psychological capital on the relationship between burnout and job demand amongst a selection of call centr

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46

Heuse, Silke, Cathrin Dietze, Daniel Fodor, and Edgar Voltmer. "Studying and More: Part-Time Employment as an Educational Challenge?" Journal of Medical Psychology 1, no. 1 (2020): 57–63. http://dx.doi.org/10.3233/jmp-200024.

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Background: Future health-care professionals face stress both during education and in later professional life. Next to educational trainings, many students are forced to assume part-time employment. Objective: Applying the Job Demands-Resources Model to the educational context, we investigate which role part-time employment plays next to health-care professional students’ education-specific demands and resources in the prediction of perceived stress. Method: In this cross-sectional study, data from N = 161 health-care students were analysed, testing moderation models. Results: Education-specif

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Parent-Lamarche, Annick, and Alain Marchand. "Well-being at work from a multilevel perspective: what is the role of personality traits?" International Journal of Workplace Health Management 12, no. 5 (2019): 298–317. http://dx.doi.org/10.1108/ijwhm-05-2019-0066.

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PurposeIt is of great importance for organizations to identify what can influence employees’ well-being. The theoretical model that the authors propose combines psychological and social determinants of stress at work. The purpose of this paper is to evaluate the contribution of work organization conditions, personality traits and their interaction to well-being in a sample of Canadian workers and companies.Design/methodology/approachMultilevel regression analyses were performed on a sample of 1,957 workers employed in 63 Quebec firms. Work organization conditions included (skill utilization, d

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Salas-Vallina, Andrés, Manoli Pozo-Hidalgo, and Pedro-Gil Monte. "High involvement work systems, happiness at work (HAW) and absorptive capacity: a bathtub study." Employee Relations: The International Journal 42, no. 4 (2020): 949–70. http://dx.doi.org/10.1108/er-09-2019-0366.

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PurposeThe purpose of this research is to examine the impact of high-involvement work systems (HIWS) on absorptive capacity. In addition, the mediating effect of happiness at work in the relationship between high-involvement work practices and absorptive capacity is analyzed.Design/methodology/approachA 2-1-2 bathtub multilevel mediation model was used to analyze a sample of 783 employees from 111 bank branches, gathering data at three different times.FindingsThe results reveal that HIWS positively affect absorptive capacity. In addition, they show that happiness at work partially mediates the

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Guan, Xiaoyu, and Stephen J. Frenkel. "Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens." Human Relations 72, no. 11 (2018): 1752–75. http://dx.doi.org/10.1177/0018726718813718.

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Relationships outside of work impact employee effectiveness at work. But how do we explain this? Our study focuses on the guanxi relationship in China. This is based on close personal ties between supervisors and subordinates initiated outside the workplace. Drawing on conservation of resources theory, we develop a model that explains how supervisor–subordinate guanxi constitutes a social resource that spills over into the workplace and impacts subordinates’ job resources (including autonomy, support and development at work), job crafting (proactive behaviors aimed at increasing resources and

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Digutsch, Jan, Maria Velana, Gerhard Rinkenauer, and Sabrina Sobieraj. "Capturing Interactive Work for Nurses—First Validation of the German IWDS-N as a Multidimensional Measure." International Journal of Environmental Research and Public Health 18, no. 15 (2021): 7786. http://dx.doi.org/10.3390/ijerph18157786.

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The theoretical framework of interactive work provides a multi-dimensional perspective on the interpersonal demands of nurses in nurse–patient interactions. It is defined by four dimensions: emotional labor directed to the self and others, cooperative work, and subjective acting. While the framework stems from qualitative research, the aim of the current study is to translate it into a quantitative scale to enable measurement of the high interpersonal demands that so often remain implicit. For this reason, we conducted an online survey study (N = 157; 130 women, 25 men, 2 divers) among profess

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