Psychosocial job characteristics, employee well‐being, and quit intentions in Pakistan's insurance sector

2019 ◽  
Vol 38 (4) ◽  
pp. 38-45 ◽  
Author(s):  
Fawad Asif Rana ◽  
Uzma Javed
Keyword(s):  
Well Being ◽  
Job Characteristics ◽  
Insurance Sector ◽  
Psychosocial Job Characteristics ◽  
Quit Intentions

scholarly journals Occupational coping self-efficacy explains distress and well-being in nurses beyond psychosocial job characteristics

2015 ◽  
Vol 6 ◽  
Author(s):  
Renato Pisanti ◽  
Margot van der Doef ◽  
Stan Maes ◽  
Caterina Lombardo ◽  
David Lazzari ◽  
...  
Keyword(s):  
Self Efficacy ◽  
Well Being ◽  
Job Characteristics ◽  
Psychosocial Job Characteristics

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

scholarly journals Suddenly Telework: Job Crafting as a Way to Promote Employee Well-Being?

2022 ◽  
Vol 12 ◽  
Author(s):  
Christiane R. Stempel ◽  
Katja Siestrup
Keyword(s):  
Working Conditions ◽  
Online Survey ◽  
Well Being ◽  
Job Characteristics ◽  
Social Resources ◽  
Working Environment ◽  
Job Crafting ◽  
Advantages And Disadvantages ◽  
Abrupt Shift ◽  
Quantitative Results

COVID-19 confronted many people with an abrupt shift from their usual working environment to telework. This study explores which job characteristics are perceived as most crucial in this exceptional situation and how they differ from people’s previous working conditions. Additionally, we focus on job crafting as a response to this situation and how it is related to employees’ well-being. We conducted an online survey with N = 599 participants, of which 321 reported that they were telework newcomers. First, we asked participants to indicate the three most important advantages and disadvantages they see in telework. The subsequent questionnaire contained a comprehensive measure of working conditions before and during the pandemic, job crafting behaviors, and indicators of well-being. Based on the qualitative answers, we identified three major advantages and disadvantages. Quantitative results indicate perceived changes in all job characteristics for telework newcomers. Concerning working conditions and well-being, job crafting activities that aim to increase structural and social resources are important mediators. The findings underline the need to design appropriate telework conditions and encourage job crafting activities to foster occupational well-being.

scholarly journals Challenging Cognitive Demands at Work, Related Working Conditions, and Employee Well-Being

2018 ◽  
Vol 15 (12) ◽  
pp. 2911 ◽  
Author(s):  
Sophie-Charlotte Meyer ◽  
Lena Hünefeld
Keyword(s):  
Well Being ◽  
Job Characteristics ◽  
Ordinary Least Squares ◽  
Work Characteristics ◽  
Work Demands ◽  
Working Population ◽  
Cognitive Demands ◽  
Work Related ◽  
Cognitive Work ◽  
The Individual

In times of digitalized workplaces the extent of challenging cognitive demands at work is rising and employees increasingly have to manage new and unlearned tasks. Yet, these work characteristics have received little attention on how they relate to the worker’s well-being. Thus, we analyze associations between cognitive work demands—also in interaction with other job characteristics—and indicators of employee well-being. The analyses are based on the BIBB/BAuA Employment Survey 2018, a cross-section that is representative for the German working population and covers approximately 20,000 employed individuals. Ordinary least squares (OLS) regressions suggest that cognitive demands are associated with a higher probability of feeling fatigued. In contrast, the results with respect to the employees’ self-rated health status and job satisfaction are ambiguous, depending on which cognitive demand is considered. Overall, the findings indicate that cognitive demands might be related to both resource and demand, depending on the individual resources of employees.

Staying in or switching between permanent, temporary and self-employment during 2008–2010: Associations with changing job characteristics and emotional exhaustion

2018 ◽  
Vol 40 (2) ◽  
pp. 215-237 ◽  
Author(s):  
Claudia Bernhard-Oettel ◽  
Constanze Leineweber ◽  
Hugo Westerlund
Keyword(s):  
Labour Market ◽  
Life Quality ◽  
Strain Differences ◽  
Well Being ◽  
Job Characteristics ◽  
The Self ◽  
Temporary Workers ◽  
Self Employment ◽  
Economic Downturns ◽  
Before And After

Labour market segmentation theories suggest that permanent and temporary workers are exposed to economic risks to different degrees, and differ in their working life quality and well-being. However, few studies have tested these ideas during times of economic crisis. Also, little is known about how the self-employed compare to permanent and temporary workers and are affected by economic downturns. This study investigated Swedish workers in different labour market segments before and after the financial crisis (2008 and 2010). More specifically, it looked at job characteristics and strain differences between permanent, temporary and self-employed workers. Data ( N = 6335) came from SLOSH, a longitudinal representative cohort study of the Swedish workforce. Contradicting segmentation theories, differences between permanent and temporary workers were small. The self-employed stood out with favourable job characteristics, but comparable strain levels. During the crisis, work demands and strain declined for many of the workers studied here.

scholarly journals Job characteristics, employee well-being, and job performance of public sector employees in Malaysia

2019 ◽  
Vol 32 (1) ◽  
pp. 102-119
Author(s):  
Johanim Johari ◽  
Faridahwati Mohd Shamsudin ◽  
Tan Fee Yean ◽  
Khulida Kirana Yahya ◽  
Zurina Adnan
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Well Being ◽  
Job Characteristics ◽  
Northern Region ◽  
Peninsular Malaysia ◽  
Content Type ◽  
Public Sector Employees ◽  
The Government ◽  
Government Reforms

Purpose The purpose of this paper is to examine the structural relationships between the job itself (i.e. job characteristics), employee well-being and job performance in light of the new administrative reform called the Government Transformation Program in Malaysia that stresses on measurable performance outputs. Design/methodology/approach A total of 208 public sector employees from various public agencies and departments in the northern region of Peninsular Malaysia were surveyed. Some of the agencies that took part in the study include state departments, the fishery department, agriculture-related agencies and the rural development agency. Findings The authors observed that feedback positively influenced employee well-being, which served as a significant mediator in the relationship between feedback and job performance. The results indicated that 26.4 percent of the variance that explained employee well-being was accounted for by the different characteristics of a job. The authors also demonstrated that employee well-being accounted for 41.8 percent of job performance. Research limitations/implications The authors recommended that public sector managers consider the element of feedback and enhance employee well-being to improve job performance. Originality/value This study offers an insight into the effect of perceived changes in the job itself on employee well-being and subsequent job performance in light of government reforms.

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