How are changes in exposure to job demands and job resources related to burnout and engagement? A longitudinal study among Chinese nurses and police officers

2017 ◽  
Vol 33 (5) ◽  
pp. 631-644 ◽  
Author(s):  
Qiao Hu ◽  
Wilmar B. Schaufeli ◽  
Toon W. Taris
Keyword(s):  
Longitudinal Study ◽  
Police Officers ◽  
Job Demands ◽  
Job Resources

Exploring Relationships Between Job demands, Job resources, and Recovery Opportunities: A Longitudinal Study

2012 ◽  
Author(s):  
Alfredo Rodriguez-Munoz ◽  
Ana Isabel Sanz-Vergel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Longitudinal Study ◽  
Job Demands ◽  
Job Resources

Personal Resources Influence Job Demands, Resources, and Burnout: A One-year, Three-wave Longitudinal Study

2016 ◽  
Vol 44 (2) ◽  
pp. 247-258 ◽  
Author(s):  
Yansong Wang ◽  
Jie Huang ◽  
Xuqun You
Keyword(s):  
Longitudinal Study ◽  
Job Demands ◽  
Job Burnout ◽  
Job Resources ◽  
Personal Resources ◽  
Mediating Role ◽  
One Year ◽  
The Relationship ◽  
Job Demands And Resources

Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing job demands and resources, and avoiding job burnout by utilizing personal resources.

scholarly journals Staff perception of Lean, care-giving, thriving and exhaustion: a longitudinal study in primary care

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Monica Kaltenbrunner ◽  
Lars Bengtsson ◽  
Svend Erik Mathiassen ◽  
Hans Högberg ◽  
Maria Engström
Keyword(s):  
Primary Care ◽  
Longitudinal Study ◽  
Job Demands ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Care Staff ◽  
Job Resources ◽  
Care Giving ◽  
Changes Over Time ◽  
Over Time

Abstract Background Lean is commonly adopted in healthcare to increase quality of care and efficiency. Few studies of Lean involve staff-related outcomes, and few have a longitudinal design. Thus, the aim was to examine the extent to which changes over time in Lean maturity are associated with changes over time in care-giving, thriving and exhaustion, as perceived by staff, with a particular emphasis on the extent to which job demands and job resources, as perceived by staff, have a moderated mediation effect. Method A longitudinal study with a correlational design was used. In total, 260 staff at 46 primary care units responded to a web survey in 2015 and 2016. All variables in the study were measured using staff ratings. Ratings of Lean maturity reflect participants’ judgements regarding the entire unit; ratings of care-giving, thriving, exhaustion and job demands and resources reflect participants’ judgements regarding their own situation. Results First, over time, increased Lean maturity was associated with increased staff satisfaction with their care-giving and increased thriving, mediated by increased job resources. Second, over time, increased Lean maturity was associated with decreased staff exhaustion, mediated by decreased job demands. No evidence was found showing that job demands and job resources had a moderated mediation effect. Conclusion The results indicate that primary care staff may benefit from working in organizations characterized by high levels of Lean maturity and that caregiving may also be improved as perceived by staff.

Social support and work engagement in police work

2019 ◽  
Vol 42 (6) ◽  
pp. 1022-1037
Author(s):  
Christine Wolter ◽  
Andreas Santa Maria ◽  
Burkhard Gusy ◽  
Tino Lesener ◽  
Dieter Kleiber ◽  
...  
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Police Officers ◽  
Self Efficacy ◽  
Job Demands ◽  
Police Work ◽  
Job Resources ◽  
Content Type ◽  
Motivational Process ◽  
The Relationship

Purpose Job resources are positively related to work engagement within the motivational process of the job demands–resources model (JD–R). Little is known about mediating mechanisms within that process. The purpose of this paper is to examine self-efficacy and work–privacy conflict as mediators of the relationship between social support and work engagement in a sample of police officers. Design/methodology/approach In total, 811 German police officers completed a cross-sectional online survey that assessed social support by supervisors and co-workers, work–privacy conflict, self-efficacy and work engagement. Structural equation modeling was conducted. Findings Self-efficacy and work–privacy conflict partially mediated the relationship between social support and work engagement. The direct effect of social support and work engagement was confirmed, too. Practical implications Health promotion approaches in police work should foster social support by supervisors and co-workers. Social support eases challenges of work–life balance and self-efficacy and promotes police officers’ work engagement. Originality/value The findings validate the motivational process of the JD-R model in a sample of police officers. Job resources and personal resources are interrelated in the prediction of work engagement. Moreover, job resources facilitate dealing with specific job demands, which promotes work engagement, too.

scholarly journals The Role of Job Demands and Job Resources in the Development of Emotional Exhaustion, Depression, and Anxiety Among Police Officers

2017 ◽  
Vol 21 (1) ◽  
pp. 109-134 ◽  
Author(s):  
Andreas Santa Maria ◽  
Franziska Wörfel ◽  
Christine Wolter ◽  
Burkhard Gusy ◽  
Max Rotter ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Police Officers ◽  
Online Survey ◽  
Protective Factor ◽  
Job Demands ◽  
Job Resources ◽  
Depression And Anxiety ◽  
Positive Leadership ◽  
Mediating Role ◽  
Anxiety Levels

The aim of this study was to examine whether job demands and job resources predict depression and anxiety levels among police officers and whether emotional exhaustion plays a mediating role in this relationship. In addition, we tested whether job resources can serve as a protective factor against job-related strain. A total of 843 German police officers completed the questionnaires in an online survey. Results showed that job demands (high workload and assaults by citizens) predicted higher levels of depression and anxiety among police officers, mediated through emotional exhaustion. Furthermore, job resources (social support by colleagues, shared values, and positive leadership climate) buffered the effect of job demands on emotional exhaustion and were negatively associated with depression and anxiety levels. The identification of job demands and job resources that are related to psychological strain among police officers provides important information for interventions in order to promote mental health in the context of police work.

Job demands, job resources, and burnout among police officers

2007 ◽  
Vol 35 (3) ◽  
pp. 239-249 ◽  
Author(s):  
M. Martinussen ◽  
A.M. Richardsen ◽  
R.J. Burke
Keyword(s):  
Police Officers ◽  
Job Demands ◽  
Job Resources

Older employees’ desired retirement age: a JD-R perspective

2016 ◽  
Vol 31 (1) ◽  
pp. 34-49 ◽  
Author(s):  
Wiel Frins ◽  
Joris van Ruysseveldt ◽  
Karen van Dam ◽  
Seth N.J. van den Bossche
Keyword(s):  
Longitudinal Study ◽  
Older Workers ◽  
Job Demands ◽  
Work Conditions ◽  
Job Resources ◽  
Equation Modeling ◽  
Retirement Age ◽  
Content Type ◽  
Older Employees ◽  
Gain And Loss

Purpose – Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this paper is to investigate how job demands and job resources affect older employees’ desired retirement age, through an energy-depletion and a motivational process. Furthermore, the importance of gain and loss cycles (i.e. recursive effects) for the desired retirement age was investigated. Design/methodology/approach – A two wave full panel design with 2,897 older employees ( > 50) served to test the hypotheses. Confirmatory factor analysis and structural equation modeling were used to test the measurement and research model. Cross-lagged analyses tested the presence of gain and loss cycles. Findings – Results from cross-lagged analyses based on two waves over a one-year period indicated the presence of both a gain and a loss cycle that affected the desired retirement age. Research limitations/implications – This is the first longitudinal study applying the JD-R model to a retirement context. Limitations relate to employing only two waves for establishing mediation, and using self-reports. Practical implications – Because work conditions can create a cycle of motivation as well as a cycle of depletion, organizations should pay special attention to the job resources and demands of older workers. The findings can inspire organizations when developing active aging policies, and contribute to interventions aimed at maintaining older employees within the workforce until – or even beyond – their official retirement age in a motivated and healthy way. Originality/value – This is the first longitudinal study applying the JD-R model to a retirement context and finding evidence for gain and loss cycles.

scholarly journals Job Demands, Job Resources, and Well-being in Police Officers—a Resource-Oriented Approach

2018 ◽  
Vol 34 (1) ◽  
pp. 45-54 ◽  
Author(s):  
Christine Wolter ◽  
Andreas Santa Maria ◽  
Franziska Wörfel ◽  
Burkhard Gusy ◽  
Tino Lesener ◽  
...  
Keyword(s):  
Police Officers ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Oriented Approach
Sign in / Sign up

Export Citation Format

Share Document