scholarly journals De invloed van werkeisen en hulpbronnen op uitputting en bevlogenheid

2008 ◽  
Vol 24 (3) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
Peter Smulders ◽  
John Taverniers
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Task Complexity ◽  
Job Demands ◽  
Work Load ◽  
Job Resources ◽  
Significant Positive Effect ◽  
Negative Effect ◽  
Main Effects ◽  
Positive Effect

Job demands and job resources and their relation to emotional exhaustion and work engagement Job demands and job resources and their relation to emotional exhaustion and work engagement In this study we perform an additive (only main effects) and a multiplicative (also interactions between all work characteristics) test of the JD-R model on a large, heterogeneous and representative sample of the Dutch working population. All job demands under investigation – work load, WHI, task complexity, emotional and physical demands – have a significant positive effect and all job resources – autonomy, learning possibilities, job security and social support from management and colleagues – have a significant negative effect on emotional exhaustion. Also, these job resources, but not the job demands, have a significant positive effect on work engagement. Contrary to our hypothesis, task complexity has a significant positive effect on work engagement. Our results show that the multiplicative variant of the JD-R model has no surplus value over the additive variant. Only a small amount of the interaction effects based on the buffer hypothesis prove to be significant. However, as assumed in our amplifier hypothesis, some of the interactions between job demands and between job resources are significant.

scholarly journals Intrinsieke arbeidsoriëntatie en uitputting bij werknemers

2008 ◽  
Vol 24 (3) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
Peter Smulders
Keyword(s):  
Emotional Exhaustion ◽  
Work Load ◽  
Job Resources ◽  
Work Orientation ◽  
Conservation Of Resources ◽  
Research Model ◽  
Working Population ◽  
Work Related ◽  
Negative Effect ◽  
Positive Effect

Intrinsic work orientation and emotional exhaustion Intrinsic work orientation and emotional exhaustion Does an intrinsic work orientation influence the level of work-related strain? To answer this question we developed a research model which incorporates insights from the Job Demands-Resources model, the Vitamin model of Warr and The Conservation of Resources theory of Hobfoll. To test our assumptions we use a large and heterogeneous sample of the Dutch working population (TAS 2002). We find empirical evidence for most of our hypotheses: intrinsic work orientation has a significant negative effect on emotional exhaustion, buffers the positive effect of work load and enhances the negative effect of the job resources on emotional exhaustion. An extrinsic work orientation strengthens the positive effect of work load on emotional exhaustion. In line with our results we conclude that more research is needed on the role personal resources – next to job resources – play in the energetic process.

Burnout among psychosocial oncologists in Israel: The direct and indirect effects of job demands and job resources

2017 ◽  
Vol 16 (6) ◽  
pp. 677-684 ◽  
Author(s):  
Shiri Shinan-Altman ◽  
Miri Cohen ◽  
Victoria Rasmussen ◽  
Adrienne Turnell ◽  
Phyllis Butow
Keyword(s):  
Coping Strategies ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Perceived Value ◽  
Job Demands ◽  
Job Resources ◽  
Work Characteristics ◽  
Preventive Interventions ◽  
The Mean ◽  
Workplace Setting

AbstractObjectivePsychosocial oncologists may be particularly vulnerable to burnout. This study aimed to assess burnout among Israeli psychosocial oncologists in relation to the Job Demands-Resources model and the coping strategies model.MethodParticipants included 85 of 128 listed psychosocial oncologists currently working with cancer patients. They completed a questionnaire assessing emotional exhaustion, depersonalization, job demands, job resources, work engagement, overcommitment, and perceived value of work.ResultsThe mean level of burnout was low, whereas 16.3% experienced high levels of emotional exhaustion and only 2.4% experienced high levels of depersonalization. According to mediation analysis, overcommitment, partially mediated job demands-burnout associations, and work engagement mediated the perceived value-burnout association. Job resources and burnout were not related, either directly or indirectly.Significance of resultsThe study extended the Job Demands-Resources model to include perceived value as an additional resource, and work-engagement and overcommitment as coping strategies. Two distinct patterns of associations were found between work characteristics and burnout: the positive-protective pattern (perceived value and work engagement) and the negative pattern (job demands and overcommitment). These two patterns should be considered for further research and for implementing preventive interventions to reduce burnout in the workplace setting.

Examining the moderating roles of job demands and resources on the relation between work engagement and work–family conflict

2018 ◽  
Vol 49 (4) ◽  
pp. 479-490
Author(s):  
Anthony G Balogun ◽  
Olukayode A Afolabi
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Working Mothers ◽  
Job Demands ◽  
Job Resources ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Work Family ◽  
High Level ◽  
Job Demands And Resources

Recently, studies have shown that work engagement is associated with high level of work–family conflict. However, little is known about the factors that can moderate this relationship. Using job demands–resources model as a theoretical framework, this study examined the moderating roles of job demands and resources in the relation between work engagement and work–family conflict among a sample of 156 working mothers in Nigeria. Their ages ranged between 24 and 39 years ( M = 34.09; SD = 7.49). Data were analyzed using moderated hierarchal regression analysis. Results showed that work engagement was positively related to work–family conflict. Job demands and resources significantly moderated the relationship between work engagement and work–family conflict, such that highly work engaged working mothers who experience high job demands with high job resources reported low work–family conflict. The findings suggest that organizations can reduce the negative effect of work engagement on work–family conflict among their employees by reducing or optimizing job demands and providing adequate job resources.

scholarly journals PROCESS OF WORK ABILITY DEVELOPMENT IN THE LIGHT OF JOB DEMANDS-RESOURCES MODEL

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Łukasz Baka ◽  
Keyword(s):  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Job Resources ◽  
Cognitive Demands ◽  
Emotional Demand ◽  
Organizational Resource ◽  
State Administration ◽  
Emotional Demands ◽  
Positive Effect

Drawing from job demand – resources model the study aimed to identify the mechanism of development work ability. Specifically, the direct effect of job resources on work ability and the indirect effects of work engagement were investigated. Three types of job resources (e.g. task resource, organizational resource and interpersonal resource) were taken into account. The moderation effects of cognitive and emotional demand on the job resources – work engagement link were also tested. Data were collected among 414 employees of the state administration. The results confirmed both the direct and indirect effect, but the last one was more stronger. The three types of job resources intensified work engagement and this, in turn increased level of work ability. Two-way interactional effects (resources x demands) were supported weakly. Only two of the six effects were statistically significant. Cognitive demands intensified the positive effect of interpersonal resources on work engagement. Emotional demands, in turn reduced the relation. The three-way interactional effect turned out to be significant. The highest level of work engagement was observed in group of employees with high interpersonal resources, high cognitive demands and low emotional demands. The findings provide further insight into processes leading to development of work ability. Key words: work ability, work engagement, job demands – resources model

scholarly journals Bevordert een intrinsieke arbeidsoriëntatie de bevlogenheid en arbeidstevredenheid?

2009 ◽  
Vol 22 (3) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
Hans De Witte ◽  
Peter Smulders
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Task Complexity ◽  
Job Demands ◽  
Learning Opportunities ◽  
Work Orientation ◽  
Personal Resource ◽  
The One ◽  
The Relationship ◽  
Positive Effect

Does intrinsic work orientation have an influence on job satisfaction and work engagement? Does intrinsic work orientation have an influence on job satisfaction and work engagement? J. Van Ruysseveldt, H. De Witte & P. Smulders, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 177-199 What role does an intrinsic work orientation, conceptualized as personal resource, play in the relationship between job demands and resources on the one hand and job satisfaction and work engagement on the other? This has been studied in a large, representative sample of the Dutch working population (N = 4009). Based on assumptions of the Job Demands-Resources model both main and moderating effects of an intrinsic work orientation were expected. A main effect of an intrinsic work orientation was found for work engagement, but not for satisfaction. Furthermore an intrinsic work orientation boosted the positive effect of autonomy, learning opportunities and task complexity on engagement and job satisfaction, and buffered the relationship between workload and engagement. Explanations for these findings were elaborated. Finally work characteristics were the strongest predictors of engagement and job satisfaction.

scholarly journals The Unbearable Lightness of the Academic Work: The Positive and Negative Sides of Heavy Work Investment in a Sample of Italian University Professors and Researchers

2019 ◽  
Vol 11 (8) ◽  
pp. 2439 ◽  
Author(s):  
Converso ◽  
Sottimano ◽  
Molinengo ◽  
Loera
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Demands ◽  
Intention To Leave ◽  
Job Resources ◽  
Work Family Conflict ◽  
Work Overload ◽  
Heavy Work ◽  
Work Family

Universities perform very demanding tasks within a workplace characterized by a critical psychosocial environment. Against this backdrop, the aim of this study is to extend the current literature on the job sustainability of faculty professors, examine the associations of certain job resources (meaningfulness of work, reward) and job demands (work overload, conflict among colleagues) with workaholism, burnout, engagement. A self-report questionnaire was administered within a public higher education institution in Italy to a sample constituted by 291 professors. The results of path analysis show that meaningfulness of work and reward positively correlate with work engagement, work satisfaction, and psychological wellbeing and ward off emotional exhaustion and intention to leave. Work overload correlates positively with workaholism, work-family conflict and intention to leave and negatively with job satisfaction. Finally, workaholism correlates with work engagement and mediates the relationship between work overload and work-family conflict, emotional exhaustion, and psychological discomfort. The study highlights that to support the work of academic workers and build healthy and sustainable universities, it is necessary to promote job resources and control job demands. Moreover, the study highlights that work engagement and workaholism can be respectively considered as the positive and negative sides of heavy work investment.

scholarly journals How job resources influence employee productivity and technology-enabled performance in financial services: the job demands–resources model perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sanna Nuutinen ◽  
Salla Ahola ◽  
Juha Eskelinen ◽  
Markku Kuula
Keyword(s):  
Survey Data ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Job Control ◽  
Job Resources ◽  
Employee Productivity ◽  
Content Type ◽  
One Year

PurposeThis study aims to provide insight into the relationship between job resources (job control and possibilities for development at work) and employee performance, measured as employee productivity and technology-enabled performance, by examining the role of employee well-being (work engagement and emotional exhaustion).Design/methodology/approachThe data comprised two overlapping data sets collected from a large financial institution; Study 1 employed survey data (N = 636), whereas study 2 employed register data on job performance collected over a one-year period combined with survey data (N = 143). The data were analysed through structural equation modelling.FindingsStudy 1 indicated that job resources were positively associated with technology-enabled performance more strongly through work engagement than emotional exhaustion. Study 2 revealed that emotional exhaustion was associated with lower employee productivity, whereas work engagement was not. Furthermore, the results indicated that job control was related to higher productivity through a lower level of emotional exhaustion.Practical implicationsThe study's findings point to the importance of developing interventions that decrease emotional exhaustion.Originality/valueThis is one of the first studies to measure employee productivity longitudinally as a ratio of inputs (working time) to outputs (relevant job outcomes) over one year. This study contributes to the job demands–resources model (JD-R) literature by showing the importance of job control in fostering both employee productivity and more positive perceptions of technology.

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

Estimasi Pengaruh Faktor Internal Bank dan Stabilitas Makroekonomi terhadap Profitabilitas dengan Mediasi Rasio Pembiayaan Bermasalah di PT Bank Muamalat Indonesia

2020 ◽  
Vol 3 (2) ◽  
pp. 93-108
Author(s):  
Annisa Siti Fathonah ◽  
Dadang Hermawan
Keyword(s):  
Secondary Data ◽  
Financial Statements ◽  
Significant Positive Effect ◽  
Return On Assets ◽  
Internal Factors ◽  
Macroeconomic Factors ◽  
Operating Income ◽  
Significant Negative Effect ◽  
Negative Effect ◽  
Positive Effect

This study aims to determine and analyze how much influence the bank's internal factors such as Equity, Operational Costs per Operating Income (BOPO), Financing Deposit to Ratio (FDR), Non Performing Financing (NPF) as a mediator and external or macroeconomic factors namely inflation and Gross Domestic Product (GDP) on profitability represented by Return on Assets (ROA) at Bank Muamalat Indonesia for the period 2008-2018. The data used in this research are secondary data obtained from the publication of quarterly financial statements from 2008 to quarter 2 of 2018. The method that used in this research is path analysis with SPSS 20.0 as the analytical tool. The results of the study partially test the hypothesis (t-test), in substructure I shows that the capital variable has a significant negative effect on NPF, BOPO and inflation has a significant positive effect on NPF, FDR and GDP do not significantly influence NPF at Bank Muamalat Indonesia. In substructure II partially, Capital, BOPO, significant negative effect on ROA, FDR and NPF has a significant positive effect on ROA, Inflation and GDP does not significantly influence ROA while simultaneously significantly influencing ROA. Based on the sobel test, capital has a significant effect on ROA through NPF, BOPO has a significant effect on ROA through NPF, FDR has a significant effect on ROA through NPF, Inflation has a significant effect on ROA through NPF, while GDP has no significant effect on ROA through NPF.

Pengaruh Likuiditas, Pertumbuhan Kredit, Efisiensi, dan Kecukupan Modal Terhadap Profitabilitas

2020 ◽  
Vol 1 (1) ◽  
pp. 27-35
Author(s):  
Lia Hendrawati ◽  
Said Djamaludin
Keyword(s):  
Stock Exchange ◽  
Growth Efficiency ◽  
Research Data ◽  
Capital Adequacy ◽  
Annual Data ◽  
Significant Positive Effect ◽  
Credit Growth ◽  
Negative Effect ◽  
Positive Effect ◽  
Observation Period

This study to examine and analyze the effect of liquidity, credit growth, efficiency, and capital adequacy on the Bank’s profitability listed on the IDX partially and simultaneously. The research data are annual data for the 5-year observation period (2009-2013). This research was conducted at 33 banks listed on Indonesia Stock Exchange. Banks Analyzed that met the population criteria were 23 banks. The analytical method used in multiple linier regression. The results showed that liquidity, credit growth, efficiency, and capital adequacy together (simultaneously) significantly influence profitability. Partially,  liquidity has a significant positive effect on profitability, while efficiency has a significant negative effect. Credit growth and capital adequacy have no significant effect on profitability. Liquidity is the variable that has the biggest effect on the Bank’s profitability. 

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