Bus operators’ responses to job strain: An experimental test of the job demand–control model.

2017 ◽  
Vol 22 (4) ◽  
pp. 518-527 ◽  
Author(s):  
Boris Cendales-Ayala ◽  
Sergio Alejandro Useche ◽  
Viviola Gómez-Ortiz ◽  
Juan Pablo Bocarejo
Keyword(s):  
Experimental Test ◽  
Job Strain ◽  
Control Model ◽  
Job Demand ◽  
Demand Control

scholarly journals The job demand-control model of job strain across gender

2006 ◽  
Vol 32 (1) ◽  
Author(s):  
Gideon P De Bruin ◽  
Nicola Taylor
Keyword(s):  
Item Response ◽  
Job Strain ◽  
Regression Equations ◽  
Theory Analysis ◽  
Men And Women ◽  
Job Demand ◽  
Item Response Theory Analysis ◽  
Stress Inventory ◽  
Demand Control ◽  
Separate Regression

This study investigated (a) the structural and measurement equivalence of measures of the job demand-control (JDC) model of job strain for men and women (as operationalised by the Sources of Work Stress Inventory), (b) whether a common or separate regression equations should be used for men and women in the JDC model, and (c) the strain and buffer hypotheses associated with the JDC model. These objectives were pursued by means of factor analysis, item response theory analysis, and moderated hierarchical multiple regression analysis. The results show that the use of a common regression equation might give biased results. The results also provided stronger support for the strain hypothesis than for the buffer hypothesis. Opsomming Hierdie studie het ondersoek ingestel na (a) die strukturele en metingsekwivalensie van metings van die werkseisekontrole (WEK) model van werkspanning vir mans en vroue (soos geoperasionaliseer deur die Bronne van Werkstresinventaris), (b) die wenslikheid van ’n gemeenskaplike teenoor afsonderlike regressievergelykings vir mans en vroue, en (c) die spanning en buffer hipoteses wat met die WEK model geassossiëer word. Hierdie doelstellings is ondersoek aan die hand van faktorontleding, item responsteorie-ontleding en gemodereerde hiërargiese meervoudige regressie-ontleding. Die resultate wys dat die gebruik van ’n gemeenskaplike regressievergelyking sydige resultate mag oplewer. Die resultate toon verder sterker ondersteuning vir die spanning hipotese as vir die buffer hipotese.

On the moderating role of years of work experience in the Job Demand–Control model

2015 ◽  
Vol 38 (2) ◽  
pp. 294-313 ◽  
Author(s):  
Elsy Verhofstadt ◽  
Elfi Baillien ◽  
Dieter Verhaest ◽  
Hans De Witte
Keyword(s):  
Work Experience ◽  
Control Model ◽  
Job Demand ◽  
Demand Control ◽  
Moderating Role

A National Cross-Sectional Survey on Work Environment Associated With Psychological Well-Being and Job Satisfaction Among Chinese Employees

2020 ◽  
Vol 32 (4) ◽  
pp. 201-208
Author(s):  
Zhi Zeng ◽  
Jun Liu ◽  
Qiong Xie ◽  
Yali Wu ◽  
Hua Wang ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Demands ◽  
Well Being ◽  
Control Model ◽  
Work Hours ◽  
Work Environments ◽  
Job Autonomy ◽  
Psychological Well Being ◽  
Job Demand ◽  
Demand Control

Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial employees (OR = 1.49, 95% CI = 1.25-1.78) who worked in general enterprises (OR= 1.61, 95% CI = 1.34-1.92) or suffered longer weekly work hours (OR = 1.42, 95% CI = 1.24-1.63) had worse psychological well-being or lower job satisfaction. Following the job demand-control model, higher job demands and lower job autonomy were significantly and positively associated with worse psychological well-being and lower job satisfaction. This study highlights that improved work environments can protect employees’ well-being. Policymakers must provide better work environments. They must consider its physical environment (stable work contract and short work hours) and psychosocial environment (low job demands and high job autonomy) aspects, particularly for migrants and nonmanagerial employees.

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