Work environment and well-being of different occupational groups in hospitality: Job Demand–Control–Support model

The aim of this study was to examine occupational group-related differences in well-being at work (WBW) indicators ranging from real accidents, absences and retirement to experienced pleasure at work. Occupational group included two categories: blue- and white-collar employees. The study is based on analysing national statistics or ones of various industrial sectors (Study 1), or bases on findings of questionnaires in Finnish case companies (N=7) (Studies 2 and 3). WBW questionnaires answered by 3500 employees. Analysis utilised data that employees of two occupational groups, or company and national statistics revealed about WBW. Analysis was based on factors related to employee, task, tool, organisation and work environment (traditional work system (WS)), psychosocial factors, and information and communication within WS. The biggest and statistically significant differences were emphasised in results and discussion. Although two groups' roles and tasks provide reasons for many differences, the ones should be measured, thoroughly discussed and consciously managed.

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Burnout, coping and suicidal ideation: An application and extension of the job demand-control-support model

Journal of Workplace Behavioral Health ◽

10.1080/15555240.2017.1329628 ◽

2017 ◽

Vol 32 (2) ◽

pp. 99-118 ◽

Cited By ~ 9

Author(s):

Jean E. Wallace

Keyword(s):

Suicidal Ideation ◽

Job Demand ◽

Demand Control ◽

Support Model

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Implications of Job Demand, Control, Support Model to Investigate Workplace Bulling and Intention to Leave of Emergency Department Nurses

International journal of Nursing Didactics ◽

10.15520/ijnd.v8i07.2237 ◽

2018 ◽

Vol 08 (07) ◽

pp. 58-67

Author(s):

Hala Gabr

Keyword(s):

Emergency Department ◽

Intention To Leave ◽

Job Demand ◽

Emergency Department Nurses ◽

Demand Control ◽

Support Model

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A National Cross-Sectional Survey on Work Environment Associated With Psychological Well-Being and Job Satisfaction Among Chinese Employees

Asia Pacific Journal of Public Health ◽

10.1177/1010539520914420 ◽

2020 ◽

Vol 32 (4) ◽

pp. 201-208

Author(s):

Zhi Zeng ◽

Jun Liu ◽

Qiong Xie ◽

Yali Wu ◽

Hua Wang ◽

...

Keyword(s):

Job Satisfaction ◽

Job Demands ◽

Well Being ◽

Control Model ◽

Work Hours ◽

Work Environments ◽

Job Autonomy ◽

Psychological Well Being ◽

Job Demand ◽

Demand Control

Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial employees (OR = 1.49, 95% CI = 1.25-1.78) who worked in general enterprises (OR= 1.61, 95% CI = 1.34-1.92) or suffered longer weekly work hours (OR = 1.42, 95% CI = 1.24-1.63) had worse psychological well-being or lower job satisfaction. Following the job demand-control model, higher job demands and lower job autonomy were significantly and positively associated with worse psychological well-being and lower job satisfaction. This study highlights that improved work environments can protect employees’ well-being. Policymakers must provide better work environments. They must consider its physical environment (stable work contract and short work hours) and psychosocial environment (low job demands and high job autonomy) aspects, particularly for migrants and nonmanagerial employees.

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