The Role of Job Demands and Resources on Absenteeism, Engagement and Health of Portuguese Workers

2012 ◽  
Author(s):  
Daniela Sousa ◽  
Joao Paulo Pereira ◽  
Maria Joao Cunha ◽  
Ludovina Azevedo ◽  
Pedro Lopes
Keyword(s):  
Job Demands ◽  
Job Demands And 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.

"Antecedents of psychological contract breach: The role of job demands and resources, and affect"

2015 ◽  
Vol 2015 (1) ◽  
pp. 14030
Author(s):  
Tim Vantilborgh ◽  
Jemima Bidee ◽  
Roland Pepermans ◽  
Yannick Griep ◽  
Joeri Hofmans
Keyword(s):  
Psychological Contract ◽  
Job Demands ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Job Demands And Resources

scholarly journals Sometimes It Drains, Sometimes It Sustains: The Dual Role of the Relationship with Students for University Professors

2019 ◽  
Vol 2019 ◽  
pp. 1-8 ◽  
Author(s):  
Mara Martini ◽  
Gloria Guidetti ◽  
Sara Viotti ◽  
Barbara Loera ◽  
Daniela Converso
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Psychological Health ◽  
Job Demands ◽  
Well Being ◽  
University Teachers ◽  
Work Meaning ◽  
The Relationship ◽  
Job Demands And Resources

University organizational contexts have been changing significantly in recent years, and academic staff are expected to manage larger workloads at an increased pace. This can threaten their well-being and exacerbate work-related stress—possibly creating negative impacts on their mental and physical states. Surprisingly, academic occupational psychological health is still rarely studied. By referring to the Job Demands-Resources (JD-R) conceptual model, this study aimed to analyze the relationship between university teachers’ well-being and job demands and resources, with a particular focus on the role of the relationship with students. Specifically, 550 associate and full professors were studied to determine the impact of job characteristics, quality of relationships in the work environment, and negative and positive relations with students regarding emotional exhaustion and work engagement. Hierarchical multiple regression models allowed us to highlight the fact that emotional exhaustion was positively and significantly associated with workload, conflicts with colleagues, and requests from students, and it was negatively associated with work meaning. Work engagement was positively and significantly associated with work meaning and social support from students. Our study points out that the flexible and renowned JD-R model can successfully be used to analyze the occupational psychological health of academics. Further, our study underscores the fact that, among job demands and resources, the often-neglected relations with external users (the students) can play an important role in university teachers’ perceptions of exhaustion and engagement.

Well-being in open space offices: The role of office features and psychosocial working conditions

Work ◽  
2021 ◽  
pp. 1-16
Author(s):  
Sarah S. Lütke Lanfer ◽  
Cathrin Becker ◽  
Anja S. Göritz
Keyword(s):  
Working Conditions ◽  
Open Space ◽  
Job Demands ◽  
Well Being ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Psychosocial Working Conditions ◽  
Office Size ◽  
Job Demands And Resources

BACKGROUND: There has been a trend to implement open space offices: wide-spread office floors with modern and colourful furniture. However, there is limited scientific knowledge on the effects of Open Space Offices (OSO). Studies are scare and show heterogeneous results. OBJECTIVE: By using the Job Demands-Resources model as a conceptual framework, the present study aimed at investigating the influence of subjective and objective features of the OSO (i.e., office size, desk-sharing, openness) next to classical psychosocial working conditions (i.e., demands, resources) on irritation and subjective well-being. METHODS: Cross-sectional and longitudinal data out of four different organisations (490 participants, 43.73 years of age, SD = 12.02) were used. RESULTS: Results showed that both features of the OSO and working conditions play a role in well-being at work. In line with current studies, job demands and resources contributed more to irritation and subjective well-being than features of the OSO. CONCLUSION: The influence of traditional psychosocial working conditions has so far been neglected in research on OSOs. However, their contribution to employees’ well-being next to features of the OSO could explain the heterogeneous findings of the existing research on well-being in OSOs. Thus, when implementing OSOs, employees’ well-being can only be enhanced if working conditions are targeted in parallel.

scholarly journals A Person-Centered Representation of Basic Need Satisfaction Balance at Work

2019 ◽  
Vol 18 (3) ◽  
pp. 113-128 ◽  
Author(s):  
Nicolas Gillet ◽  
Alexandre J. S. Morin ◽  
Frédéric Choisay ◽  
Evelyne Fouquereau
Keyword(s):  
Organizational Support ◽  
Job Demands ◽  
Need Satisfaction ◽  
Job Resources ◽  
Physical Fatigue ◽  
Basic Need Satisfaction ◽  
Anxiety Levels ◽  
Job Demands And Resources ◽  
Work Scheduling

Abstract. This study examines how a global overarching need satisfaction construct, together with three specific dimensions (autonomy, competence, and relatedness needs satisfaction) combine within different profiles of workers among two independent samples ( n = 1,419 and n = 677). In addition, this research investigates the role of job demands and resources in the prediction of profile membership, and documents the relation between these profiles and maladaptive outcomes (anxiety and physical fatigue). The results revealed four distinct profiles. Job resources (e.g., participation, organizational support, and work scheduling autonomy) predicted an increased likelihood of membership in the normative profile in both samples. The globally dissatisfied yet moderately autonomous profile was also associated with the highest anxiety levels relative to all other profiles.

Extending the Boundaries of Illegitimate Tasks: The Role of Resources

2019 ◽  
Vol 123 (5) ◽  
pp. 1635-1662
Author(s):  
Marcus J. Fila ◽  
Erin Eatough
Keyword(s):  
Depressive Symptoms ◽  
Job Demands ◽  
Supervisor Support ◽  
Early Career ◽  
Interactive Effects ◽  
Hierarchical Regression ◽  
Supervisory Support ◽  
Workplace Conditions ◽  
Job Demands And Resources

We replicate several studies that have shown illegitimate tasks to be related to strain above and beyond job demands, but extend previous work by addressing (i) whether they are when accounting for job demands and resources and (ii) whether resources mitigate strain relationships. We separately examine unreasonable and unnecessary task subdimensions. Using hierarchical regression analyses, results show that unreasonable tasks account for additional variance in anxiety (9.9%) and depressive symptoms (7.3%) beyond both main and multiplicative effects of job demands and resources of control, and support from supervisors and coworkers, in 214 early-career employees. In addition, unreasonable tasks, control, and supervisor support interact, such that task unreasonableness is less strongly tied to depressive symptoms for those perceiving high supervisor support; and high levels of control and supervisory support resources buffer links between unreasonable tasks and both outcomes. Unexpectedly, task unreasonableness is unrelated to anxiety for those perceiving low control and supervisor support, suggesting a possible habituation effect under undesirable workplace conditions. No interactive effects are found for unnecessary tasks or for coworker support. Our findings offer new understanding of the construct domain space and dimensionality of illegitimate tasks, and address several important practical and theoretical implications surrounding the role of resources.

Work during COVID-19: assessing the influence of job demands and resources on practical and psychological outcomes for employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohd Tariq Jamal ◽  
Imran Anwar ◽  
Nawab Ali Khan ◽  
Imran Saleem
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Structural Equations ◽  
Psychological Outcomes ◽  
Full Time ◽  
Analysis Model ◽  
Factor Analysis Model ◽  
Content Type ◽  
Job Demands And Resources

PurposeA sudden shift of work from the office to home amid global lockdown demands exploration of factors that facilitate or obstruct remote working and their impact on practical and psychological outcomes for the employee when individual mandatorily telecommutes full-time with no prior experience of the same. Based on job demands and resources model (JD-R), the present study explores the role of certain job demands and resources on negative and positive outcomes through mediating role of strain and well-being, respectively.Design/methodology/approachA data sample of 371 IT sector employees was collected and confirmatory factor analysis model was run to assess the model fit indices, convergent and divergent validities of the data. While proposed hypotheses of the study were tested using structural equations modeling (SEM) technique.FindingsIt was found that workload pressure, task interdependence, professional isolation and family interference in work lead to exhaustion and further stress, whereas the presence of autonomy and schedule flexibility and sufficient technology resources improve employee work-life balance and further better productivity and performance and job satisfaction. Improved well-being was also found to reduce stress for full-time telecommuters.Practical implicationsThis study provides implications that will help in doing away with exhaustion and stress for employees and ensure business continuity in emergencies like COVID-19 pandemic.Originality/valueThere are no past instances of mandatory full-time telecommuting arrangement by organizations, and researchers never had the opportunity to study it. This research, based on the JD-R model provides for the first time empirical insights into the experiences of mandatory full-time telecommuting during COVID-19 induced lockdown.

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