Cultural values and the job demands–control model of stress: A moderation analysis.

2019 ◽  
Vol 26 (3) ◽  
pp. 223-237 ◽  
Author(s):  
Boris E. Cendales ◽  
Viviola Gómez Ortiz
Keyword(s):  
Cultural Values ◽  
Job Demands ◽  
Control Model ◽  
Moderation Analysis

Perceção do nível de exigências e controlo numa amostra de militares portugueses

2014 ◽  
Author(s):  
José Palhau ◽  
Rui Pimenta
Keyword(s):  
Job Demands ◽  
Control Model

As Forças Armadas Portuguesas são uma organização estruturante do Estado Português da qual faz parte o Exército Português (EP), como componente terrestre do sistema de forças nacionais. O EP é uma organização secular com uma estrutura rígida e hierarquizada com características díspares, que tem como referências os mais nobres e notáveis valores de lealdade, rigor, firmeza e união. O desempenho e atuação dos militares do EP é sujeito a constantes tensões pois funcionam na generalidade em ambientes hostis. A sua atividade é pautada por situações stressantes (missões de combate, manutenção de paz, humanitárias, proteção civil bem como administrativas) resultado da natureza das missões atribuídas, pondo em causa por vezes a própria vida e influenciando o desempenho organizacional. Neste artigo apresentamos os resultados de uma investigação cujo objetivo era avaliar o nível de exigências/recursos dos militares do EP, usando como referência o modelo das exigências-controlo do trabalho (Job Demands-Control Model/JD-C) proposto por Karasek (1979). 1121 militares (oficiais, sargentos e praças) do EP responderam a um questionário através da intranet do EP, constituída por 11 itens, numa escala de resposta de formato Likert, sendo que 1 corresponde a Nunca e 5 a Quase sempre. Nesta escala podem considerar-se duas dimensões: exigências do trabalho (item 1 a 7) e latitude de decisão (item 8 a 11). O valor de alfa de Cronbach obtido foi de 0,73, comprovando que os níveis de confiança do instrumento utilizado são adequados. Os principais resultados encontrados neste estudo permitem consolidar a perceção do nível de exigências e recursos dos militares do EP, demonstrando que o elevado nível de exigência que caracteriza a função militar se faz acompanhar, numa mesma linha, de elevados níveis de autonomia, isto é de controlo. Esta dicotomia percecionada pelos inquiridos (exigência vs. autonomia), permite realizar um equilíbrio real e adequado, impeditivo de uma exaustão no trabalho.

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.

Personality resilience: Addition of personality to the job demands-control model

2010 ◽  
Author(s):  
Annalyn Jacob ◽  
Hyung In Park ◽  
Simone I. Grebner
Keyword(s):  
Job Demands ◽  
Control Model

Beyond the Demand-Control Model

2010 ◽  
Vol 9 (1) ◽  
pp. 3-16 ◽  
Author(s):  
Arnold B. Bakker ◽  
Marc van Veldhoven ◽  
Despoina Xanthopoulou
Keyword(s):  
Organizational Commitment ◽  
Performance Feedback ◽  
Structural Equation ◽  
Strong Support ◽  
Job Demands ◽  
Well Being ◽  
Control Model ◽  
Job Resources ◽  
Equation Modeling ◽  
Demand Control

This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were significant for task enjoyment and 13 of the 16 interactions were significant for organizational commitment. Job resources (skill utilization, learning opportunities, autonomy, colleague support, leader support, performance feedback, participation in decision making, and career opportunities) predicted task enjoyment and organizational commitment particularly under conditions of high job demands (workload and emotional demands). These findings clearly expand the Demand-Control model and support the JD-R model. Moreover, the results illustrate what managers can do to secure employee well-being.

Triple-down model of capability, job characteristics and burnout

2018 ◽  
Vol 12 (3) ◽  
pp. 506-523
Author(s):  
Thuy Thi Thanh Nguyen ◽  
Man-Ling Chang
Keyword(s):  
Cultural Values ◽  
Hierarchical Linear Modeling ◽  
Self Efficacy ◽  
Job Demands ◽  
Job Involvement ◽  
Point Of View ◽  
Interactive Effects ◽  
Dark Side ◽  
Linear Modeling ◽  
Content Type

Purpose A Chinese proverb states: “Able people should do more work.” Although working hard is a common workplace phenomenon, does it lead to burnout in capable people? This study aims to examine the interactive effects of superior-perceived capability and subordinates’ self-efficacy on subordinate job demands, job involvement and burnout in frontline employees in the hospitality industry. Design/methodology/approach Data on 41 superiors and 161 subordinates from 16 hotels in Taiwan were collected. Hierarchical linear modeling is used to examine the research hypotheses. Findings The findings support the hypothesis that self-efficacy leads to high levels of burnout and job involvement. However, superior-perceived capability has no impact on subordinate job demand, job involvement or burnout. While job demands are positively related to the emotional exhaustion of burnout, job involvement is negatively related to depersonalization of burnout. In addition, job involvement partially mediates the relationship between self-efficacy and depersonalization of burnout. Originality/value Based on the job demands–resources theory, this study reveals the fresh point of view for the effect of self-efficacy on burnout. This paper explores the dark-side role of self-efficacy for burnout – higher self-efficacy leads to higher burnout – that is contrary to the findings from previous studies and hinges on Chinese cultural values. In addition, the current study provides guidelines for top managers to protect capable employees from burnout by enhancing intrinsic motivation and job involvement.

The Relationship Between Task Interdependency and Role Stress: A Revisit of the Job Demands?Control Model

2007 ◽  
Vol 44 (2) ◽  
pp. 284-303 ◽  
Author(s):  
Sze-Sze Wong ◽  
Gerardine DeSanctis ◽  
Nancy Staudenmayer
Keyword(s):  
Job Demands ◽  
Role Stress ◽  
Control Model ◽  
The Relationship
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