Impact of Telework on Exhaustion and Job Engagement: a Job Demands and Job Resources Model

2012 ◽  
Vol 2012 (1) ◽  
pp. 12042
Author(s):  
Shruti Sardeshmukh ◽  
Dheeraj Sharma ◽  
Timothy Golden
Keyword(s):  
Job Demands ◽  
Job Resources ◽  
Job Engagement

Staying engaged on the job

2016 ◽  
Vol 50 (7/8) ◽  
pp. 1470-1492 ◽  
Author(s):  
Nwamaka A. Anaza ◽  
Edward L. Nowlin ◽  
Gavin Jiayun Wu
Keyword(s):  
Employee Engagement ◽  
Customer Orientation ◽  
Service Providers ◽  
Job Demands ◽  
Three Dimensions ◽  
Job Resources ◽  
Job Engagement ◽  
Surface Acting ◽  
Network Resources ◽  
Content Type

Purpose Frontline employees face constant emotional demands in the course of providing services to their customers, which can impact job engagement. This study aims to investigate the influence of emotional labor (surface and deep acting) and job resources (having a mentor and availability of expressive emotional network resources) on employees’ customer orientation and their relationship to three dimensions of job engagement: vigor, absorption and dedication. Design/methodology/approach Using data collected from food service providers, a conceptual model based on the job demands–resources theory is developed and tested. Findings Findings show that having a mentor and expressive emotional network resources increases customer orientation, which in turn increases vigor, absorption and dedication. However, surface acting negatively affects customer orientation, which indirectly reduces job engagement. Originality/value Consistent with the main tenet of the job-demands and resources theory, it was found that surface acting reduces engagement, whereas job resources (expressive emotional network resources and mentorship) boost engagement. Moreover, the results suggest that the commercialization of human feelings still remains an important topic for service providers to consider during service interactions because its presence affects frontline service employee engagement levels.

Impact of telework on exhaustion and job engagement: a job demands and job resources model

2012 ◽  
Vol 27 (3) ◽  
pp. 193-207 ◽  
Author(s):  
Shruti R. Sardeshmukh ◽  
Dheeraj Sharma ◽  
Timothy D. Golden
Keyword(s):  
Job Demands ◽  
Job Resources ◽  
Job Engagement

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.

Exploring Relationships Between Job demands, Job resources, and Recovery Opportunities: A Longitudinal Study

2012 ◽  
Author(s):  
Alfredo Rodriguez-Munoz ◽  
Ana Isabel Sanz-Vergel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Longitudinal Study ◽  
Job Demands ◽  
Job Resources
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