Do personal resources matter beyond job demands and job resources? Main and interaction effects on health-related outcomes among women working within the welfare sector

Work ◽  
2019 ◽  
Vol 64 (3) ◽  
pp. 515-529
Author(s):  
Eva Charlotta Nylén ◽  
Petra Lindfors ◽  
Pascale Le Blanc ◽  
Magnus Sverke
Keyword(s):  
Job Demands ◽  
Interaction Effects ◽  
Job Resources ◽  
Personal Resources ◽  
Health Related

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

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.

Test of the job demand resources model in Thailand

2019 ◽  
Vol 22 (1) ◽  
pp. 2-21
Author(s):  
Manjiri Kunte ◽  
Parisa Rungruang
Keyword(s):  
Role Conflict ◽  
Work Engagement ◽  
Self Efficacy ◽  
Job Demands ◽  
Self Report ◽  
Job Resources ◽  
Personal Resources ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.

scholarly journals Who gains the most from improving working conditions? Health-related absenteeism and presenteeism due to stress at work

2019 ◽  
Vol 20 (8) ◽  
pp. 1165-1180 ◽  
Author(s):  
Beatrice Brunner ◽  
Ivana Igic ◽  
Anita C. Keller ◽  
Simon Wieser
Keyword(s):  
Work Stress ◽  
Fixed Effects ◽  
Work Productivity ◽  
Job Resources ◽  
Personal Resources ◽  
Job Stressors ◽  
Cross Sectional ◽  
Data Set ◽  
Productivity Losses ◽  
Health Related

AbstractWork stress-related productivity losses represent a substantial economic burden. In this study, we estimate the effects of social and task-related stressors and resources at work on health-related productivity losses caused by absenteeism and presenteeism. We also explore the interaction effects between job stressors, job resources and personal resources and estimate the costs of work stress. Work stress is defined as exposure to an unfavorable combination of high job stressors and low job resources. The study is based on a repeated survey assessing work productivity and workplace characteristics among Swiss employees. We use a representative cross-sectional data set and a longitudinal data set and apply both OLS and fixed effects models. We find that an increase in task-related and social job stressors increases health-related productivity losses, whereas an increase in social job resources and personal resources (measured by occupational self-efficacy) reduces these losses. Moreover, we find that job stressors have a stronger effect on health-related productivity losses for employees lacking personal and job resources, and that employees with high levels of job stressors and low personal resources will profit the most from an increase in job resources. Productivity losses due to absenteeism and presenteeism attributable to work stress are estimated at 195 Swiss francs per person and month. Our study has implications for interventions aiming to reduce health absenteeism and presenteeism.

scholarly journals De oudere werknemer na de kredietcrisis

2009 ◽  
Vol 25 (1) ◽  
Author(s):  
Peter Smulders
Keyword(s):  
The Netherlands ◽  
Empirical Evidence ◽  
Work Stress ◽  
Practical Implication ◽  
Job Demands ◽  
Interaction Effects ◽  
Job Resources ◽  
Negative Effects ◽  
Work Related ◽  
Related Stress

The effect of demands and resources on work stress in the Netherlands and Flanders The effect of demands and resources on work stress in the Netherlands and Flanders In this article, four large samples of the Dutch (2002 and 2004) and Flemish (2004 and 2007) working population are used to test the robustness of a research model, based on the Job Demands-Resources model. The aim is to find empirical evidence for the context independence and generalisability of the main and interaction effects in the model. Results are compared both in time and between regions. The hypothesised main effects proved to be significant in all four datasets: job demands induce and job resources reduce work related stress. No empirical evidence is found for the generalisability of the hypothesised interaction effects. We conclude that these buffering and amplifying interaction effects seem to be context dependent, i.e., dependent on measurement year and country or region. The practical implication of the study is that one may not assume that job resources buffer the negative effects of job demands on work stress. Thus, managing work stress is best helped by limiting work pressure and home-work interference.

Onderzoeksnotitie: De voorspelling van werkstress in Nederland en Vlaanderen

2009 ◽  
Vol 25 (1) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
John Taverniers ◽  
Peter Smulders
Keyword(s):  
The Netherlands ◽  
Empirical Evidence ◽  
Work Stress ◽  
Practical Implication ◽  
Job Demands ◽  
Interaction Effects ◽  
Job Resources ◽  
Negative Effects ◽  
Work Related ◽  
Related Stress

The effect of demands and resources on work stress in the Netherlands and Flanders The effect of demands and resources on work stress in the Netherlands and Flanders In this article, four large samples of the Dutch (2002 and 2004) and Flemish (2004 and 2007) working population are used to test the robustness of a research model, based on the Job Demands-Resources model. The aim is to find empirical evidence for the context independence and generalisability of the main and interaction effects in the model. Results are compared both in time and between regions. The hypothesised main effects proved to be significant in all four datasets: job demands induce and job resources reduce work related stress. No empirical evidence is found for the generalisability of the hypothesised interaction effects. We conclude that these buffering and amplifying interaction effects seem to be context dependent, i.e., dependent on measurement year and country or region. The practical implication of the study is that one may not assume that job resources buffer the negative effects of job demands on work stress. Thus, managing work stress is best helped by limiting work pressure and home-work interference.

Delving into the dichotomous trajectory of Indian women flexpatriates: using the lens of JD-R theory

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Santoshi Sengupta ◽  
Deeksha Tewari ◽  
Syed Mohyuddin ◽  
Parth Patel ◽  
Verma Prikshat
Keyword(s):  
Women Professionals ◽  
Professional Growth ◽  
Job Demands ◽  
Family Type ◽  
Job Resources ◽  
Personal Resources ◽  
International Assignments ◽  
Indian Women ◽  
Content Type ◽  
Emotional Demands

PurposeDrawing from the Job Demands–Resources (JD-R) theory, this paper aims to identify unique job demands, job resources and personal resources in the context of Indian women flexpatriates (IWFs) and understand how they manage to perform in their short-term international assignments (SIAs).Design/methodology/approachThis study takes a qualitative approach by conducting in-depth interviews of 15 IWFs.FindingsThematic analysis reveals dual-role workload, emotional demands and diluted importance of the assignments as job demands; opportunity for professional growth, social support and combination of work and leisure as job resources, and building up of self-esteem and self-efficacy as personal resources. Also, the unique Indian family structure, Indian women's desire to have “me-time” and zeal to strengthen their identity emerge as differentiating factors for IWFs that enhance their performance.Practical implicationsIWFs are enthusiastic to take up SIAs as it gives them opportunity to enhance their career and strengthen their identity. In addition to their willingness to travel, advance planning of SIAs and profiling of women based on marital status, family type and children can be done for selection.Social implicationsDespite hailing from paternalistic and male-dominating society and facing familial challenges, IWFs find SIAs liberating, which gives them an opportunity to spend some “me-time,” strengthen their identity and enhance their professional growth.Originality/valueThis is the first qualitative study contextualizing flexpatriation with gender and region by studying Indian women professionals.

Eustress And Distress In The Context Of Telework

2022 ◽  
Vol 35 (1) ◽  
pp. 0-0
Keyword(s):  
Social Isolation ◽  
Job Demands ◽  
Technical Support ◽  
Job Resources ◽  
Personal Resources ◽  
Common View ◽  
Negatively Associated ◽  
Managerial Support ◽  
The Common ◽  
Using Data

The COVID-19 pandemic brought about a surge in telework, with many organizations using telework to continue operations. Teleworkers are subject to stress due to the demands of working from home. Despite the common view of stress as being detrimental, stress can also be beneficial. In this paper, we investigate two forms of stress, eustress (beneficial stress), and distress (detrimental stress) using a theoretically-derived model that includes antecedents and outcomes of eustress and distress. We test our model using data from a survey of 525 American teleworkers. Results indicate that job resources (autonomy, managerial support, and technical support), and personal resources (resilience and self-efficacy) affect eustress, while job demands (work overload, social isolation, and resource inadequacies) affect distress. Eustress is positively associated with job and telework satisfaction and negatively associated with telework exhaustion. Distress has the opposite effects. Our findings hold implications for researchers and practitioners.

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