scholarly journals Giving Work a Rain Check: Relationship Between Soldiering and Positive Work Outcomes Within the Job Demands-Resources Model

2015 ◽  
Vol 6 (2) ◽  
pp. 90-94
Author(s):  
Ümit Baran Metin ◽  
Reny Baykova ◽  
Dariia Gaioshko ◽  
Monika Kolářová ◽  
Max Korpinen ◽  
...  
Keyword(s):  
Job Demands ◽  
Work Outcomes ◽  
Positive Work

Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

2006 ◽  
Vol 19 (4) ◽  
Author(s):  
Jan de Jonge ◽  
Maria C.W. Peeters ◽  
Pascale M. Le Blanc
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Job Demands ◽  
Emotion Work ◽  
Job Resources ◽  
Work Outcomes ◽  
Care Workers ◽  
Emotional Demands ◽  
Positive Work

Emotion work and positive work outcomes: The role of specific job resources Emotion work and positive work outcomes: The role of specific job resources J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367 This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.

Effect of Perceptions of Pay Equity on Employees' Motivation, Involvement, Satisfaction, and Performance

1987 ◽  
Vol 65 (2) ◽  
pp. 601-602
Author(s):  
Christopher Orpen ◽  
Josef Bonnici
Keyword(s):  
Work Satisfaction ◽  
Job Demands ◽  
Job Involvement ◽  
Work Outcomes ◽  
Pay Equity ◽  
Internal Motivation ◽  
University Teachers ◽  
And Performance ◽  
The Relationship ◽  
Positive Work

The relationship between perceptions of pay level, internal pay equity, external pay equity, personal input, and job demands and a number of work outcomes was examined in a sample of 101 university teachers. Only two of the 20 correlations between those perceptions and the outcomes of work satisfaction, job involvement, internal motivation and self-rated performance were significant, suggesting that in this sample perceptions of different aspects of pay equity are unrelated to positive work outcomes.

Minding the Mechanisms: A Discussion of How Mindfulness Leads to Positive Outcomes at Work

2015 ◽  
Vol 8 (4) ◽  
pp. 620-629 ◽  
Author(s):  
Dexter Miksch ◽  
Meghan I. H. Lindeman ◽  
Lebena Varghese
Keyword(s):  
Theoretical Model ◽  
Empirical Research ◽  
Practical Importance ◽  
Work Outcomes ◽  
Future Research ◽  
Positive Outcomes ◽  
Mindfulness Practices ◽  
Mediating Mechanisms ◽  
The Many ◽  
Positive Work

Hyland, Lee, and Mills (2015) asserted that the many benefits of mindfulness practices have been underutilized and understudied at work. We agree with the focal article's stance that more research is needed on mindfulness at work. We extend this argument to include a request that future research pays attention to the mechanisms responsible for the effects of mindfulness at work. In this commentary, we (a) briefly discuss the practical importance of understanding the mechanisms by which mindfulness practices lead to positive outcomes, (b) outline the mediating mechanisms proposed by the leading theoretical model of mindfulness effects and how those mediators apply to work, and (c) argue that more rigorous, empirical research is needed to understand the mechanisms through which mindfulness practices lead to positive work outcomes.

scholarly journals Navigating the tensions of flexible work: An exploration of the individual strategies employed by flexibly working parents

2021 ◽  
Author(s):  
◽  
Natalija Andrejic
Keyword(s):  
Life Course Perspective ◽  
Work Outcomes ◽  
Valuable Insight ◽  
Work Organisation ◽  
Flexible Work ◽  
Working Parents ◽  
Work Intensification ◽  
The Individual ◽  
Individual Strategies ◽  
Positive Work

<p>The demand for workplace flexibility is growing in New Zealand. The increasing and fragmented employment participation of women has given rise to growing complexity within family lives and higher demand for flexible work. Flexible work arrangements (FWAs) are intended to assist parents in managing care responsibilities, while discouraging unemployment among women in particular. Evidence linking FWA usage with positive work outcomes and reduced work-family conflict has grown in recent years. However, research also suggests a darker side to FWAs. For some, research shows that FWAs may exacerbate work-life balance (WLB) issues and negatively affect career advancement, with indications that attempts to promote WLB can come at the expense of positive work outcomes, and vice versa. As a result, less is known about the factors that shape outcomes for flexibly working parents, or indeed, the individual strategies that parents employ to promote positive outcomes while working flexibly. The complex way in which FWAs can either promote or hinder positive employee outcomes necessitates concurrent examination of the tensions between WLB and career outlooks for users of FWAs. Drawing on the experiences of 21 professional, flexibly working parents across public service organisations, this thesis finds parents navigate the tensions of flexible work using a variety of WLB, work organisation, and career-promoting strategies, with varying effects. Work intensification and efficiency strategies are shown to be commonly used by flexibly working parents for promoting positive work outcomes. However, while work efficiency appears to also promote WLB, work intensification is seen to negatively impact WLB. This research provides valuable insight into flexibly working employee strategies, hitherto largely neglected within the literature, and highlights the need for applying the life course perspective to FWA research.</p>

Predictors of Life Satisfaction among Filipino Managerial and Professional Women

1999 ◽  
Vol 84 (3) ◽  
pp. 805-808 ◽  
Author(s):  
Ronald J. Burke ◽  
Louie A. Divinagracia ◽  
Ermias Mamo
Keyword(s):  
Life Satisfaction ◽  
Financial Services ◽  
Professional Women ◽  
Work Outcomes ◽  
Work Experiences ◽  
Work Situation ◽  
Situational Characteristics ◽  
Positive Work

This study examined predictors of life satisfaction reported by 200 Filipino managerial and professional women. Two types of correlates were considered, personal and work-situation characteristics and work experiences and work outcomes. Data were collected using anonymous questionnaires from women working in fashion or cosmetics and banking or financial services. Personal and situational characteristics were generally unrelated to self-reported life satisfaction; however, work experiences and work outcomes were consistently and strongly related to self-reported life satisfaction. Filipino managerial and professional women reporting more positive work experiences and more favorable work outcomes also reported greater life satisfaction.

scholarly journals Job Demands and Negative Outcomes after the Lockdown: The Moderating Role of Stigma towards Italian Supermarket Workers

2021 ◽  
Vol 13 (13) ◽  
pp. 7507
Author(s):  
Tiziana Ramaci ◽  
Stefano Pagliaro ◽  
Manuel Teresi ◽  
Massimiliano Barattucci
Keyword(s):  
Social Stigma ◽  
Job Demands ◽  
Social Resources ◽  
Work Outcomes ◽  
Work Demands ◽  
Professional Quality ◽  
The Relationship ◽  
Moderating Role

The Job Demands-Resources model hypothesises that some variables (especially personal and social resources/threats) moderate the relationship between job demands and work outcomes. Based on this model, in this study we examine the role of stigma towards customers as a moderator of the relationship between job demands and a series of work outcomes: that is, fatigue, burnout, and satisfaction. We advance that the relationships between work demands and outcomes should be influenced by the employee’s perceptions regarding resources and constraint. In particular, we hypothesised that social stigma towards customers can represent a reliable moderating variable. Hypotheses were tested among 308 Italian supermarket workers in five supermarkets in the same chain, just after the end of the Italian lockdown caused by COVID-19. Results showed that stigma towards customers moderates the relationship between job demands and the consequences on the professional quality of life. The implications of these findings for the JD-R model are discussed.

scholarly journals De relatie tussen werkeisen, energiebronnen, spanning en werkplezier: een kwestie van leeftijd?

2012 ◽  
Vol 25 (1) ◽  
Author(s):  
Bert Schreurs ◽  
Anja Van den Broeck ◽  
Guy Notelaers ◽  
Beate van der Heijden ◽  
Hans De Witte
Keyword(s):  
Job Strain ◽  
Age Groups ◽  
Job Demands ◽  
Job Characteristics ◽  
Young Group ◽  
Job Resources ◽  
Work Outcomes ◽  
Middle Group ◽  
Work Enjoyment ◽  
The Relationship

The relationship between job demands, job resources, strain, and work enjoyment: a matter of age? The relationship between job demands, job resources, strain, and work enjoyment: a matter of age? Drawing on the Selection-Optimization-Compensation theory and the Job Demands-Resources model this study addresses the following research questions: (1) are there mean differences in the perceived levels of particular job characteristics between employees from different age groups; and (2) to what extent does the relationship between job characteristics and work outcomes (i.e., job strain and work enjoyment) differ across age groups? Data were collected from a sample of 15,464 employees, of which 3,850 were younger than 35 (young group), 7,273 were between 36 and 45 (middle group), and 4,341 were older than 45 (old group). Significant age differences were found in the levels of job characteristics: Young employees are most positive about their relationships with their colleagues and direct supervisor, and report to have the lowest levels of workload; employees from the middle group report to have the highest levels of role conflict; employees from the oldest age group perceive to have the highest levels of autonomy, and perceive more than other employees to be confronted with hindering changes at work. In addition, the strength of the relationship between job characteristics and work outcomes differed across age groups, although differences were rather small. From this we conclude that HR management should focus on creating high-quality jobs for all employees, young and old.

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