Job Control and Burnout: A Meta-Analytic Test of the Conservation of Resources Model

2013 ◽  
Vol 63 (4) ◽  
pp. 607-642 ◽  
Author(s):  
Hyung In Park ◽  
Annalyn C. Jacob ◽  
Stephen H. Wagner ◽  
Mavis Baiden
Keyword(s):  
Job Control ◽  
Conservation Of Resources ◽  
Conservation Of Resources Model

JOB CONTROL AND BURNOUT: A META-ANALYTIC TEST OF THE CONSERVATION OF RESOURCES MODEL.

2009 ◽  
Vol 2009 (1) ◽  
pp. 1-6 ◽  
Author(s):  
HYUNG IN PARK ◽  
MAVIS BAIDEN ◽  
ANNALYN C. JACOB ◽  
STEPHEN H. WAGNER
Keyword(s):  
Job Control ◽  
Conservation Of Resources ◽  
Conservation Of Resources Model

scholarly journals The Curvilinear Relationship Between Job Control and Voice: Role of Emotional Resistance to Change and Supervisor Developmental Feedback

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110278
Author(s):  
Xian Tiantian ◽  
Zhang Zhenduo ◽  
Xiao Huan ◽  
Xiu Jing ◽  
Jia Wentong
Keyword(s):  
Resistance To Change ◽  
Negative Relationship ◽  
Job Control ◽  
Curvilinear Relationship ◽  
Conservation Of Resources ◽  
Mediating Role ◽  
Developmental Feedback ◽  
Emotional Resistance ◽  
Moderating Role

The purpose of this study was to delve into the underlying mechanism and contextual boundary condition of the U-shaped relationship between job control and voice at the episode level within the framework of conservation of resources theory. Adopting a two-wave experience sampling method, this study collected 265 matched cases nested in 53 Chinese employees for 5 consecutive days. By hierarchical linear regression, the U-shaped effect of job control on voice at the episode level was replicated. Furthermore, the mediating role of emotional resistance (ER) to change and to the moderating role of supervisor developmental feedback (SDF) was examined. Job control has a U-shaped effect on day-level voice and an inverted U-shaped effect on trait ER, which mediates the curvilinear relationship between job control and day-level voice. Daily SDF moderates the curvilinear relationship between job control and day-level voice such that daily SDF buffers the negative relationship between low job control and day-level voice, as well as amplifies the positive relationship between high job control and day-level voice. The current study unveils the mediating states and contextual boundary conditions of the curvilinear relationship between job control and day-level voice by testing the mediating role of ER and moderating role of SDF at the episode level, thereby further contributing to the literature on voice.

When is job control most useful for idea championing? Role conflict and psychological contract violation effects

2018 ◽  
pp. 1-15 ◽  
Author(s):  
Dirk De Clercq ◽  
Wei Sun ◽  
Imanol Belausteguigoitia
Keyword(s):  
Role Conflict ◽  
Psychological Contract ◽  
Quantitative Data ◽  
Work Conditions ◽  
Job Control ◽  
Role Expectations ◽  
Conservation Of Resources ◽  
Psychological Contract Violations ◽  
Role Demands ◽  
The Relationship

AbstractDrawing from conservation of resources theory, this article investigates the relationship between job control (a critical job resource) and idea championing, as well as how this relationship may be augmented by stressful work conditions that can lead to resource losses, such as conflicting work role demands and psychological contract violations. With quantitative data collected from employees of an organization that operates in the chemical sector, this study reveals that job control increases the propensity to champion innovative ideas. This effect is especially salient when employees experience high levels of role conflict and psychological contract violations. For organizations, the results demonstrate that giving employees more control over whether they invest in championing activities will be most beneficial when those employees also face resource-draining work conditions, in the form of either incompatible role expectations or unfilled employer obligations.

Job Burnout: toward an Integration of Two Dominant Resource-Based Models

2010 ◽  
Vol 107 (1) ◽  
pp. 193-208 ◽  
Author(s):  
Syed Akhtar ◽  
Jenny S. Y. Lee
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Response Rate ◽  
Job Demands ◽  
Job Burnout ◽  
Job Resources ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Managerial Positions ◽  
Conservation Of Resources Model

The goal of this study was to integrate the job demands-resources model and the conservation of resources model of job burnout into a unified theoretical framework. The data were collected through a mail questionnaire survey among nurses holding managerial positions in the Hospital Authority of Hong Kong. From a computer-generated random sample of nurses, 543 (84.3% women) returned usable surveys, amounting to a response rate of 24.2%. Structural equation modeling was used to test the proposed paths originating from job demands and job resources to the core job burnout dimensions, namely, emotional exhaustion and depersonalization. Results supported the integrated model, indicating that job demands and job resources had differing effects on the burnout dimensions. The effect of job demands was stronger and partially mediated the effect of job resources. Implications of the results from this study on management practices were discussed.

Effecten van emotionele uitputting op de loopbaan

2013 ◽  
Vol 29 (3) ◽  
Author(s):  
Patricia van Echtelt ◽  
Edith Josten ◽  
Jan Dirk Vlasblom
Keyword(s):  
Labour Market ◽  
Emotional Exhaustion ◽  
Turnover Rate ◽  
Labour Supply ◽  
Important Determinant ◽  
Working Hours ◽  
Conservation Of Resources ◽  
Intention To Change ◽  
Conservation Of Resources Model ◽  
Actual Turnover

Effects of emotional exhaustion on careers Effects of emotional exhaustion on careers This article addresses the consequences of emotional exhaustion for the labour market careers of Dutch employees. Starting from the Conservation of Resources Model we hypothesized that employees who experience emotional exhaustion more often (prefer to) reduce their working hours, are more often actively searching for another job, have a higher turnover rate, and are more often absent due to illness than other employees. Analyses using the Labour supply panel 2004-2010 show that emotional exhaustion is an important determinant of employees’ labour market behaviour. Emotional exhaustion was related to the intention to change jobs, actual turnover, quitting work altogether, and absenteeism. For instance, 20% of the employees with complaints of emotional exhaustion were looking for another job, compared to 8% of the employees without. In addition, employees who experienced emotional exhaustion more often preferred to reduce their working hours: 26% compared to 9%. However, there was no evidence for an effect of emotional exhaustion on the actual reduction of working hours.

Observed Issue Selling: The Effects of Role Models, Willingness to Issue Sell, and Inclusion in Decision Making

2019 ◽  
Vol 55 (3) ◽  
pp. 352-368
Author(s):  
Amy E. Randel ◽  
Kimberly S. Jaussi ◽  
Anne Wu
Keyword(s):  
Decision Making ◽  
Stages Of Change ◽  
Change Process ◽  
Role Models ◽  
Contextual Factors ◽  
Conservation Of Resources ◽  
Early Component ◽  
Early Stages ◽  
Issue Selling ◽  
Conservation Of Resources Model

This study examines issue selling (an early component of the change process in which higher-level managers are influenced to pay attention to issues). Building on the conservation of resources model, social contextual factors (role models for issue selling and inclusion in decision making) are proposed to explain when and how issue selling occurs during the early stages of change. This research breaks new ground by examining issue selling behavior (as observed by supervisors) in conjunction with willingness to issue sell. Results based on a sample of 191 employee–supervisor dyads suggest that role models positively contributed to willingness to issue sell, which was positively related to issue selling when individuals perceived that they were involved in decision making. To increase the likelihood that employees will engage in issue selling to facilitate change, managers should provide exposure to issue selling role models and should increase employees’ perceived inclusion in decision making.

Impacts of family status and gender on the relationships between job demands, job control, and distress

2019 ◽  
Vol 43 (3/4) ◽  
pp. 322-338
Author(s):  
Sehoon Kim ◽  
Hyounju Kang ◽  
Boreum Ju
Keyword(s):  
Cultural Context ◽  
Role Theory ◽  
Job Demands ◽  
Job Control ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Family Status ◽  
Content Type ◽  
Demographic Groups ◽  
And Gender

Purpose The purpose of this paper is to investigate gender differences in the relationships between job demands, job control and distress with the moderation effects of family status (i.e. marriage and parenthood) in the patriarchal cultural context of Korea. Design/methodology/approach The authors formulated hypotheses on the grounds of stress and role theories and tested them using a hierarchical regression analysis. A sample of 403 Korean employees (230 males; 173 females) was used for the analysis. Findings Family status moderated the relationship between job demands and distress for both males and females, whereas family status significantly moderated the effect of job control on distress for only males. Regardless of gender, marriage and parenthood were associated with distress affected by job demands, while only males exhibited significant distress in interactions between family status and job control. Originality/value This exploratory study is one of few that explicitly addresses the concepts of the job demands-control model dealing with the unique characteristics of demographic groups. By incorporating data from the single, the married and parents, this study identified applications of the conservation of resources and role theory for various family statuses in a non-Western culture. Particularly, this study is meaningful in that it highlighted the impacts of family roles on distress that can be observed in any culture, but is salient in a highly hierarchal, patriarchal and work-centered culture, like Korea.

Business Travel

2020 ◽  
Vol 64 (4) ◽  
pp. 223-233
Author(s):  
Teresa Müller ◽  
Sabine Hommelhoff ◽  
Mina Westman ◽  
Cornelia Niessen
Keyword(s):  
Task Performance ◽  
Work Satisfaction ◽  
Past Research ◽  
Job Control ◽  
Work Outcomes ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Business Travel ◽  
Business Travelers ◽  
Work Meaning

Abstract. Control over business trips has been considered an important resource for frequent business travelers. Building on past research and conservation of resources theory, this two-wave study among 210 frequent business travelers investigated whether work meaning moderates the relationship between two kinds of control, job control and trip-scheduling control, and two important work outcomes, work satisfaction and perceived task performance. Hierarchical regression analyses showed that when work meaning was lower, trip-scheduling control was negatively related to work satisfaction and perceived task performance 6 months later. However, there were no significant interactions between job control and work meaning on the two outcomes. Findings support the reasoning that trip-scheduling control is of specific importance in the context of business travel and that this particular kind of control is not per se positive but contingent on work meaning and thus the larger context.

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