Psychosocial work environment and psychological well-being: assessment of the buffering effects in the job demand-control (-support) model in BELSTRESS

2002 ◽  
Vol 18 (1) ◽  
pp. 43-56 ◽  
Author(s):  
Edwin Pelfrene ◽  
Peter Vlerick ◽  
France Kittel ◽  
Rudolf P. Mak ◽  
Marcel Kornitzer ◽  
...  
Keyword(s):  
Work Environment ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Psychological Well Being ◽  
Job Demand ◽  
Demand Control ◽  
Support Model ◽  
Buffering Effects

Ten years on: A review of recent research on the Job Demand–Control (-Support) model and psychological well-being

Work & Stress ◽  
2010 ◽  
Vol 24 (1) ◽  
pp. 1-35 ◽  
Author(s):  
Jan Alexander Häusser ◽  
Andreas Mojzisch ◽  
Miriam Niesel ◽  
Stefan Schulz-Hardt
Keyword(s):  
Well Being ◽  
Psychological Well Being ◽  
Job Demand ◽  
Demand Control ◽  
Support Model

scholarly journals Introduction

2016 ◽  
Vol 6 (4) ◽  
pp. 1
Author(s):  
Helge Hvid
Keyword(s):  
Public Schools ◽  
Work Environment ◽  
Working Conditions ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Resource Model ◽  
External Assessment ◽  
The Public ◽  
Job Demand ◽  
Demand Control

<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 summarizes several well-known models for the studying of psychosocial work environment, primarily the Demand Control model of Karasek and Theorell and the Efford Reward model of Siegrist. The Job Demand-Resource model is most often used in survey studies, where employees assess their working conditions in a questionnaire. Corin and Björk, meanwhile, use the model as a basis for a qualitative study, which forms an external assessment of job demands and job resources. They use the ARIA method, based on the German ‘activity theory’. The study suggests that there is a strong imbalance between demands and resources in managers' work and the study illustrates how surveys and qualitative studies could be combined in a fruitful way (...)</p></div></div></div>

scholarly journals On the Dynamics of the Psychosocial Work Environment and Employee Well-Being: A Latent Transition Approach

2021 ◽  
Vol 18 (9) ◽  
pp. 4744
Author(s):  
Ieva Urbanaviciute ◽  
Koorosh Massoudi ◽  
Cecilia Toscanelli ◽  
Hans De Witte
Keyword(s):  
Work Environment ◽  
Job Demands ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Latent Transition ◽  
Control Pattern ◽  
Average Control ◽  
High Control ◽  
Demand Control

The current study investigates employee well-being in stable versus changing psychosocial working conditions, using the Job Demand-Control theoretical framework. It thereby addresses a gap in the literature dealing with how the dynamics of the work environment may affect different aspects of well-being, such as job satisfaction, work stress, mental health complaints, and overall quality of life. The study was carried out on a large heterogeneous sample of employees in Switzerland (N = 959) and was based on two measurement points. Latent profile and latent transition analyses were used to analyse the data. The findings revealed three commonly encountered and temporally quite stable patterns of job characteristics (i.e., latent profiles), defined by low, average, or high job control and average job demands. The average demand-low control combination was the most precarious, whereas a combination of average demands and high control was the most beneficial and it clearly outperformed the balanced average demands-average control pattern. Furthermore, our results partially supported the claim that employee well-being is contingent on the dynamics (i.e., transition scenarios) of the psychosocial work environment. They particularly highlight the central role of job resources in preventing the deleterious effects on well-being, which may occur even in relatively mild situations where job demands are not excessive.

scholarly journals Psychosocial Work Environment and Teachers’ Psychological Well-Being: The Moderating Role of Job Control and Social Support

2021 ◽  
Vol 18 (14) ◽  
pp. 7308
Author(s):  
R Zirwatul Aida R Ibrahim ◽  
Wan Zaleha Mohd Zalam ◽  
Bob Foster ◽  
Teuku Afrizal ◽  
Muhamad Deni Johansyah ◽  
...  
Keyword(s):  
Social Support ◽  
Work Environment ◽  
Job Demands ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Job Control ◽  
Psychosocial Work ◽  
Psychological Well Being ◽  
Moderating Role

Nowadays, the issue of teachers’ psychological well-being causes serious concern, especially in Malaysia. Many studies related to psychological well-being have focused on students rather than on the health and well-being of teachers. Thus, the current study investigated the determinants of psychological well-being (depression, anxiety and stress) from the psychosocial work environment (job control, job demands and social support), and examined the moderating role of job control and social support in the relationship between job demands and psychological well-being among teachers. The design of this study was quantitative research through a survey questionnaire. The sample consisted of 335 high school teachers (23.3%—male; 76.7%—female) who responded to measuring scales of job demands, job control, social support, depression, anxiety and stress, and socio-demographic profile. The data were analyzed using two statistical methods, namely descriptive and inferential statistics. The hierarchical linear regression model was used to analyze the data by assisting the statistical software, i.e., SPSS-23. The results showed that job demands, job control and social support significantly predicted teachers’ psychological well-being. Furthermore, the effect of job demands on teachers’ depression and anxiety was partially moderated by job control and social support. In conclusion, this study has successfully identified the significant predictors of teachers’ psychological well-being and the role of job control and social support as a moderating variable to teachers’ psychological well-being in Malaysia. The result provides insights and contributes to the literature of teachers’ psychological well-being determinants and involves Malaysian respondents with a collectivistic eastern culture.

scholarly journals What happens to the physical and psychosocial work environment when activity-based offices are introduced into academia?

2018 ◽  
Vol 20 (4) ◽  
pp. 230-243 ◽  
Author(s):  
Hanne Berthelsen ◽  
Tuija Muhonen ◽  
Susanna Toivanen
Keyword(s):  
Work Environment ◽  
Response Rate ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Cross Sectional ◽  
Content Type ◽  
Long Run ◽  
Before And After ◽  
Cross Sectional Design

PurposeThere is an increased interest for introducing activity-based offices at universities. The purpose of this study is to contribute to the knowledge about the importance of the built environment for the psychosocial work environment within academia by analyzing how staff at a large Swedish university experienced the physical and psychosocial work environment before and after moving to activity-based offices.Design/methodology/approachA Web-based survey was distributed to all employees at two faculties at a university three months before (2015,n= 217, response rate 51 per cent) and nine months after (2016,n= 200, response rate 47 per cent) relocation to a new activity-based university building.FindingsIn the new premises, a vast majority (86 per cent) always occupied the same place when possible, and worked also more often from home. The social community at work had declined and social support from colleagues and supervisors was perceived to have decreased. The participants reported a lower job satisfaction after the relocation and were more likely to seek new jobs. No aspects in the physical or psychosocial work environment were found to have improved after the relocation.Research/limitations implicationsThe study had a two-wave cross-sectional design, which does not allow establishing causal relations.Practical implicationsThere is reason to be cautious about relocation to activity-based offices at universities. The potential savings in costs for premises may lead to may be followed by an increase in other costs. The risk that staff cannot concentrate on their work in activity-based university workplaces and lose their sense of community with colleagues are factors, which in the long run may lead to decreased efficiency, more conflicts and poorer well-being.Originality/valueThis paper contributes with new knowledge concerning changes in the physical and psychosocial work environment when relocating from cell offices to activity-based offices in a university setting.

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