scholarly journals Effects of Job Demands, Job Resources, and Workaholism on Overwork: A Cross-Sectional Survey in China

2020 ◽  
Author(s):  
XIN WANG ◽  
Jing YANG ◽  
Yoritoshi NAGAI
Keyword(s):  
Structural Equation ◽  
Job Demands ◽  
Task Demands ◽  
Job Resources ◽  
Working Relationships ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Intermediary Role ◽  
The Common ◽  
Job Content

Abstract Background Overwork has become the common for some employees in China. The ‘Healthy China 2030’ plan mandates prevention of excessive overtime, making serious overwork was not advocated. Meeting new regulations requires clarification of the factors influencing overwork; however, Chinese researchers have not thoroughly examined ‘overwork’ and few proven models are available for addressing its relationship to job demands, job resources, and workaholism. Methods This study analysed these factors and overwork among employees in Chinese companies. A total of 1047 employees completed the Workers Fatigue Accumulated Degree by Self-Diagnostic Questionnaire (WFAD-SQ) for Assessment of Workers' Accumulated Fatigue to measure the degree of overwork; Workaholism Battery (WorkBAT) was applied to evaluate workaholism; the Job content qualifications (JCQ) were adopted to survey job demands–resources. Results Structural equation modelling (SEM) verified the effects shown, indicating job resources significantly negatively affect and job demands positively affect overwork. Workaholism demonstrated a significant intermediary role between job demands-resources and overwork. The SEM results indicate job demands-resources have both direct and indirect effects on overwork, and task demands, psychological requirements, and colleague support are the primary positive protective predictors for overwork. Conclusions The findings indicate the importance of employers strictly enforcing overtime rules, ensuring staffs’ rights for rest, and establishing harmonious working relationships between employees.

scholarly journals The determinants of burnout and professional turnover intentions among Canadian physicians: application of the job demands-resources model

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Denis Chênevert ◽  
Steven Kilroy ◽  
Kevin Johnson ◽  
Pierre-Luc Fournier
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Job Demands ◽  
Intention To Leave ◽  
Job Resources ◽  
Equation Modeling ◽  
Physician Burnout ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Cross Sectional

Abstract Background Burnout among physicians is growing at an exponential rate and many are leaving the profession. Nevertheless, the specific antecedents and intermediary stages involved in predicting their professional turnover intentions are not fully clear. Purpose We apply the Job Demands-Resources model and investigate an innovative model which predicts physician burnout and its ultimate consequences on professional turnover intentions. Methodology/approach Structural equation modeling was used on cross-sectional survey data from a sample of 407 Canadian physicians. Results/conclusions Job demands (work stress, work overload, and work-family conflict) and job resources (patient recognition and meaning at work) influence intention to leave the profession through a two stage health-impairment and motivational process related to health problems and professional commitment, respectively. Practical implications This study identifies key job resources and job demands which predict physician burnout and professional turnover intentions thereby pinpointing which levers managers can use improve their health and retain them in the profession.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

scholarly journals Job demands and job resources in the ministry

2009 ◽  
Vol 7 (1) ◽  
Author(s):  
Chenell Buys ◽  
Sebastiaan Rothmann
Keyword(s):  
Survey Design ◽  
Job Demands ◽  
Job Resources ◽  
Instrumental Support ◽  
Varimax Rotation ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Emotional Demands ◽  
Congregational Support ◽  
Support Autonomy

The objective of this study was to investigate ministers’  job demands and  job resources using a qualitative design (n = 9). Fifteen themes emerged from the interviews. A cross-sectional survey design was used to study ministers’ experiences of job demands and job resources (N = 115). A principal factor analysis with a varimax rotation resulted in eight reliable factors. These factors included as job demands: pace and amount of work and emotional demands; and as job resources: growth opportunities,  instrumental support, congregational support, autonomy, social support and job significance.

scholarly journals Work-nonwork interference: Can ministers currently cope with increasing job demands against limited resources within South Africa?

2015 ◽  
Vol 71 (2) ◽  
Author(s):  
Anso Van der Westhuizen ◽  
Eileen Koekemoer
Keyword(s):  
South Africa ◽  
Coping Strategies ◽  
Survey Design ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Resources ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Multiple Levels ◽  
And Coping

Ministers of religion have a unique occupation with designated job demands and incongruous resources at their disposal. Literature indicates that stressors within the work environment are significant predictors of work-nonwork interference. Ministers play a key role within society and provide support for individuals on multiple levels. However, limited studies are found in South Africa focussing on ministers’ job characteristics related to work-nonwork interference, and how ministers cope. The main objective of this study was to investigate job demands and job resources as significant predictors of work-nonwork interference amongst ministers of religion, and to identify which coping strategies are most significant for ministers in dealing with work-nonwork interference. A cross-sectional survey design was used amongst ministers working in the three sister churches (N = 199). Various instruments were administered to measure job characteristics, work-nonwork interference and coping strategies empirically. Statistical analyses included descriptive statistics, product-moment correlations and multiple regression analyses. Results indicated that for ministers different job demands (i.e. cognitive demands and pace and amount of work) and job resources (i.e. financial support and job significance) significantly predicted work-parent, work-home and work-religion/spirituality interference. Results indicated turning to religion as the only significant coping strategy used by ministers to deal with work-parent interference and work-religion interference. Ministers of religion are continually exposed to increasing job demands and a lack of job resources, and therefore experience work-nonwork interference. Nevertheless, the ministers apparently cope by using the strategy best related to their profession, turning to religion/spirituality. Turning to religion/spirituality seems to be the most effective in dealing with work-nonwork interference.

scholarly journals Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

2016 ◽  
Vol 19 (3) ◽  
pp. 400-412 ◽  
Author(s):  
Leon T De Beer ◽  
Maria Tims ◽  
Arnold B Bakker
Keyword(s):  
Job Satisfaction ◽  
Factor Structure ◽  
Work Engagement ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Primary Data ◽  
Cross Sectional Survey

The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470). The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

scholarly journals Job Demands and Exhaustion in Firefighters: The Moderating Role of Work Meaning. A Cross-Sectional Study

2021 ◽  
Vol 18 (18) ◽  
pp. 9819
Author(s):  
Andra Cătălina Roșca ◽  
Alexandru Mateizer ◽  
Cristina-Ioana Dan ◽  
Evangelia Demerouti
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Meaning ◽  
The Impact

Emotional exhaustion and other symptoms of burnout are often found among emergency services professions, such as firefighting. Given the social importance of this activity and the high responsibility it requires, prevention and alleviation of burnout symptoms become primary concerns in ensuring the well-being of firefighters. Although work meaning is one of the factors associated with a lower risk of developing burnout, its protective role has not been studied in firefighters. Therefore, the purpose of this study was to assess the buffering role of work meaning in the health-impairment process of the Job Demands-Resources model, targeting the relationship between job demands and related emotional exhaustion. A cross-sectional survey design was used to collect data from a sample consisting of Romanian firefighters (n = 1096). Structural equation modeling indicated a positive link between job demands and exhaustion. In addition, deriving personal meaning from work was associated with lower levels of exhaustion in firefighters. A small but significant interaction effect between work meaning and job demands showed that higher levels of work meaning attenuated the positive relationship between job demands and exhaustion. In conclusion, our findings suggest that work meaning has a buffering effect on the impact of various job demands on job-related exhaustion. Nevertheless, the small effect sizes warrant further research on this topic.

scholarly journals Job demands, job resources, burnout and work engagement of managers at a platinum mine in the North West Province

2007 ◽  
Vol 38 (3) ◽  
pp. 49-61 ◽  
Author(s):  
S. Rothmann ◽  
J. H.M. Joubert
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Job Resources ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
North West ◽  
The North ◽  
Organisational Support ◽  
North West Province

The objective of this study was to investigate the relationships between job demands, job resources, burnout, and engagement of management staff at a platinum mine in the North West Province. A cross-sectional survey design was used. The study population (N = 310) consisted of managers at the platinum mine. The Maslach Burnout Inventory – General Survey, Utrecht Work Engagement Scale, and the Job Demands-Resources Scale were administered. The results revealed that exhaustion was predicted by workload, job insecurity and a lack of resources, while cynicism was predicted by lack of organisational support and advancement opportunities. Vigour was predicted by organisational support. Dedication was predicted by organisational support and high workload. Engagement was predicted by organisational support.

scholarly journals Integrating psychosocial safety climate in the JD-R model: A study amongst Malaysian workers

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Mohd A. Idris ◽  
Maureen F. Dollard ◽  
Anthony H. Winefield
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Job Demands ◽  
Population Based ◽  
Working Environment ◽  
Job Resources ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Job Demands And Resources

Orientation: Job characteristics are well accepted as sources of burnout and engagement amongst employees; psychosocial safety climate may precede work conditions.Research purpose: We expanded the Job Demands and Resources (JD-R) model by proposing psychosocial safety climate (PSC) as a precursor to job demands and job resources. As PSC theoretically influences the working environment, the study hypothesized that PSC has an impact on performance via both health erosion (i.e. burnout) and motivational pathways (i.e. work engagement).Motivation for the study: So far, integration of PSC in the JD-R model is only tested in a Western context (i.e. Australia). We tested the emerging construct of PSC in Malaysia, an Eastern developing country in the Asian region.Research design, approach and method: A random population based sample was derived using household maps provided by Department of Statistics, Malaysia; 291 employees (response rate 50.52%) from the State of Selangor, Malaysia participated. Cross-sectional data were analysed using structural equation modelling.Main findings: We found that PSC was negatively related to job demands and positively related to job resources. Job demands, in turn, predicted burnout (i.e. exhaustion and cynicism), whereas job resources predicted engagement. Both burnout and engagement were associated with performance. Bootstrapping showed significant indirect effects of PSC on burnout via job demands, PSC on performance via burnout and PSC on performance via the resources-engagement pathway.Practical/managerial implications: Our findings are consistent with previous research that suggests that PSC should be a target to improve working conditions and in turn reduce burnout and improve engagement and productivity.Contribution/value-add: These findings suggest that JD-R theory may be expanded to include PSC as an antecedent and that the expanded JD-R model is largely valid in an Eastern, developing economy setting.

Organizational resources, organizational engagement climate, and employee engagement

2018 ◽  
Vol 23 (1) ◽  
pp. 67-85 ◽  
Author(s):  
Simon Albrecht ◽  
Emil Breidahl ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Resources ◽  
Equation Modeling ◽  
Organizational Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Engagement ◽  
Positive Direct

Purpose The majority of job demands-resources (JD-R) research has focused on identifying the job demands, job resources, and personal resources that influence engagement. The purpose of this paper is to assess the significance of proposed associations between organizationally focused resources, organizational engagement climate, and engagement. Design/methodology/approach The authors tested a model proposing that six specific organizational resources would have positive associations with organizational engagement climate, and positive direct and indirect associations with job resources and employee engagement. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were conducted on cross-sectional survey data provided by 1,578 employees working in a range of different organizations. Findings The CFA and SEM analyses yielded good fit to the data. As proposed, all six organizational resources were positively associated with organizational engagement climate. Four were positively associated with job resources, and two were positively associated with engagement. Organizational engagement climate was positively associated with job resources and employee engagement. Significant indirect relationships were also observed. Research limitations/implications Despite self-reported data and a cross-sectional design, tests of common method variance did not suggest substantive method effects. Overall, the results contribute new insights about what may influence engagement, and highlight the importance of organizational engagement climate as a motivational construct. Practical implications The research offers up potentially useful measures of six organizational resources and a measure of organizational engagement climate that can complement and broaden the current focus on job-level diagnostics. As such, targeted management action and survey feedback processes can be used to identify processes to build sustainable organizational engagement capability. Originality/value No previous research has identified a comprehensive set of organizational resources, operationalized organizational engagement climate, or examined their relationships within a JD-R context. The results suggest that the JD-R can perhaps usefully be extended to include more organizationally focused constructs.

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