Job demands and control in work organisation interventions

1998 ◽  
Author(s):  
P. Carayon ◽  
M. C. Haims ◽  
P. Hoonakker
Keyword(s):  
Job Demands ◽  
Work Organisation ◽  
And Control

scholarly journals Job demands, job control, psychological climate, and job satisfaction

2017 ◽  
Vol 4 (3) ◽  
pp. 238-255 ◽  
Author(s):  
Maria Karanika-Murray ◽  
George Michaelides ◽  
Stephen J. Wood
Keyword(s):  
Job Satisfaction ◽  
Organizational Context ◽  
Job Demands ◽  
Job Design ◽  
Job Control ◽  
Psychological Climate ◽  
Employee Outcomes ◽  
Content Type ◽  
Dissonance Theory ◽  
And Control

Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.

Core Self-Evaluations

2008 ◽  
Vol 13 (2) ◽  
pp. 96-102 ◽  
Author(s):  
Geir Scott Brunborg
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Interaction Effect ◽  
Job Demands ◽  
Job Control ◽  
Job Outcomes ◽  
Southern Norway ◽  
And Control ◽  
Core Self ◽  
Main Effects

Core self-evaluations (CSE), a personality construct underlying self-esteem, locus of control, generalized self-efficacy, and neuroticism, has previously been found to relate strongly to job satisfaction. While previous research has shown relationships between personality traits and various adverse psychosocial job outcomes, no published studies have looked at the relationship between CSE and job stress. A study was conducted to test the effects of job demands, job control, and social support, as hypothesized in the job demand control support (JDCS) model, and the effect of CSE on job stress. Two hundred and twelve employees from 12 work places in southern Norway filled in a questionnaire consisting measures of job demands, job control, social support, CSE, and job stress. Initially, the results from hierarchical multiple regression analysis showed significant main effects of demands and control on job stress. However, when social support was included in the analysis, control was no longer significant. In addition, ANOVA showed that the two-way job demands × job control interaction effect, and the three way job demands × job control × social support interaction effect, as predicted by the JDCS model, were nonsignificant. The results showed a strong positive main effect of CSE on perceived job stress, and that CSE accounted for a large proportion of the variance in job stress. This is in accordance with studies that have shown relationships between other personality measures and job stress. The present study confirms the relevance of CSE for further research on links between personality and job stress.

scholarly journals “This Isn’t Just about Things, It’s about People and Their Future”: A Qualitative Analysis of the Working Conditions and Strains of Social Workers in Refugee and Homeless Aid

2019 ◽  
Vol 16 (20) ◽  
pp. 3858 ◽  
Author(s):  
Tanja Wirth ◽  
Janika Mette ◽  
Albert Nienhaus ◽  
Zita Schillmöller ◽  
Volker Harth ◽  
...  
Keyword(s):  
Social Support ◽  
Social Workers ◽  
Working Conditions ◽  
Qualitative Content Analysis ◽  
Job Demands ◽  
Work Organisation ◽  
Structured Interviews ◽  
Psychological Strain ◽  
Job Content

Large parts of Europe have been affected by an influx of refugees and increasing homelessness in recent years. Social workers provide care services for refugees and homeless people, but little is known about their working conditions. The aim of this study was to examine their job demands, resources and health strains. 26 semi-structured interviews were conducted with social workers in refugee and homeless aid in Hamburg and Berlin between October and December 2017. The interviews were analysed following Mayring’s qualitative content analysis. Additionally, the job demands and resources of social workers with and without long-term psychological strain were compared. Respondents particularly experienced demands concerning their job content and work organisation, including emotional and quantitative demands. Appreciation expressed by clients and social support from the team served as key resources. Respondents had problems switching off from work, were exhausted and exhibited signs of long-term psychological strain, such as symptoms of burnout or depressive states. Workers reporting long-term psychological strain were more likely to consider themselves as being adversely constrained by legal requirements and to describe inadequate supervision offers and team conflicts. In conclusion, the results indicate the need for job-specific health promotion measures reducing particularly demands concerning social workers’ job content and work organisation and further strengthening their social support.

scholarly journals Psychosocial working conditions and future sick leave and disability pension trajectories in Sweden

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
L Salonen ◽  
K Alexanderson ◽  
R Rugulies ◽  
E Framke ◽  
M Niemelä ◽  
...  
Keyword(s):  
Working Conditions ◽  
Disability Pension ◽  
Job Demands ◽  
Well Being ◽  
Job Control ◽  
Multinomial Regression ◽  
Job Exposure Matrix ◽  
Psychosocial Working Conditions ◽  
And Control ◽  
Group Memberships

Abstract Background Psychosocial working conditions such as job demands and job control have been found to be associated with employee health and well-being, but studies on the associations with sickness absence (SA) and disability pension (DP) are scarce. We examined 11-year SA/DP trajectories and the association between psychosocial working conditions and subsequent SA/DP trajectories in the Swedish workforce. Methods Using a prospective cohort study with microdata we explored SA/DP trajectories among female and male employees, respectively, aged 30-53 years in 2001 in Sweden (1,076,042 women; 1,102,721 men). Group-based trajectory analysis was used to model annual mean SA/DP net days trajectories in 2002-2012. Based on a Swedish Job Exposure Matrix (JEM), individuals were assigned an age-, sex- and occupation-specific mean score for demands and control, respectively. Mean scores were categorized into tertiles and categorised into 3x3 combinations of exposure categories. Using multinomial regression we predicted trajectory group memberships for the JEM. Results The highest rate of women were in occupations with low demands and control (24.8%), while the highest rate of men (22.9%) was in occupations with high demands and control. We found three SA/DP trajectories for women (low, medium, high increasing) and two for men (low, high increasing). In fully adjusted models, those in occupations with low demands and low control were at higher risk of belonging to the high increasing SA/DP trajectory compared to those in occupations with high job demands and control in both women (OR 3.86; 95% CI: 3.75-3.97) and men (OR 3.0; 2.99-3.16). Conclusions Low job demands and low job control were associated with more high increasing future SA/DP trajectories compared to high job demands and job control in both women and men. Key messages In Sweden, women are more often in occupations characterized by low job demands and low job control and men are more often in occupations with high job demands and high job control. Occupations with low job demands and low job control were associated with more adverse SA/SP trajectories compared to occupations with high job demands and high job control in both women and men.

Recovery after work experiences, employee well-being and intent to quit

2016 ◽  
Vol 45 (2) ◽  
pp. 232-254 ◽  
Author(s):  
Parbudyal Singh ◽  
Ronald J. Burke ◽  
Janet Boekhorst
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Organizational Level ◽  
Hierarchical Regression ◽  
Work Experiences ◽  
Work Intensity ◽  
Content Type ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
And Control

Purpose – A growing body of research suggests that psychological experiences related to recovery after work may reduce employee fatigue and exhaustion and improve well-being. The purpose of this paper is to extend this literature by examining several correlates and consequences of four recovery experiences: psychological detachment, relaxation, mastery, and control. Design/methodology/approach – Data were collected from 290 nursing staff working in hospitals using a questionnaire study and well-established measures. Hierarchical regression analyses were used to test the hypotheses. Findings – The results suggest that the four recovery experiences were, with one exception, positively and significantly correlated. Personal demographic variables (e.g. work status and level of education) had relationships with the use of particular recovery experiences. Passion was positively related to the use of mastery and control, while work intensity was negatively associated with the use of psychological detachment and relaxation. The use of particular recovery experiences was generally associated with lower intentions to quit and positive indicators of psychological well-being. Research limitations/implications – There are several implications for research and practice. Scholars can use the results to extend the theories such as the job demands-resources model, including the role of work intensity as job demands. At the organizational level, managers and leaders should consider supporting strategies that help employees recover after work. Originality/value – This study extends the empirical research on recovery after work using some variables not previously used. The theory on recovery after work is also extended.

scholarly journals Overeducation and job satisfaction: the role of job demands and control

2016 ◽  
Vol 37 (3) ◽  
pp. 456-473 ◽  
Author(s):  
Dieter Verhaest ◽  
Elsy Verhofstadt
Keyword(s):  
Job Satisfaction ◽  
Job Demands ◽  
Well Being ◽  
Educational Background ◽  
Skilled Workers ◽  
Content Type ◽  
Compensation Mechanisms ◽  
And Control ◽  
The Relationship

Purpose – The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction. Design/methodology/approach – The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques. Findings – The results reveal a significant role of demands and control for the relationship between overeducation and job satisfaction. At career start, overeducated workers have less control than adequately educated individuals with similar skills levels, but more control than adequately educated employees doing similar work. Moreover, their control increases faster over the career than that of adequately educated workers with a similar educational background. Finally, demands have less adverse effects on satisfaction for high-skilled workers, irrespective of their match, while control moderates the negative satisfaction effect of overeducation. Research limitations/implications – Future research should look beyond the early career and focus on other potential compensation mechanisms for overeducation. Also the role of underlying mechanisms, such as job crafting, deserves more attention. Practical implications – The results suggest that providing more autonomy is an effective strategy to avoid job dissatisfaction among overeducated workers. Originality/value – The study connects two areas of research, namely, that on overeducation and its consequences and that on the role of job demands and control for workers’ well-being. The results contribute to a better understanding why overeducation persists. Moreover, they are consistent with the hypothesis that employers hire overeducated workers because they require less monitoring and are more able to cope with demands, although more direct evidence on this is needed.

scholarly journals Procrastination: Relations with Mood, Self-Efficacy, Perceived Control and Task Demands

2017 ◽  
Vol 20 (2) ◽  
pp. 165-176
Author(s):  
Marijana Šuvak-Martinović ◽  
◽  
Ivona Čarapina Zovko ◽  
Keyword(s):  
Perceived Control ◽  
Self Efficacy ◽  
Job Demands ◽  
Job Control ◽  
Task Demands ◽  
Anxiety And Depression ◽  
Job Demand ◽  
Mood Repair ◽  
Work Tasks ◽  
And Control

Procrastination is widely recognized as a motivational problem, but its nature is still not entirely understood, especially in the work domain. Procrastination in the execution of everyday work tasks could be motivated by both mood repair and predictor of poor mood. It could also be related to task characteristics, like averseness or demands. The aim of this study is to examine the relation between procrastination, levels of self-efficacy, perceived job demands and control, and symptoms of anxiety and depression. This study was conducted on a sample of 70 teaching assistants, the employees of a small university. The data was collected using Avoidance reactions to a deadline scale, DASS, Self-efficacy scale and Job demand-control scale. Correlation results indicated that self-efficacy and perceived job control were negatively, and job demand positively related to proneness to procrastination. Furthermore, individuals with more symptoms of anxiety and depression tended to procrastinate more. Perceived job control is the single relevant predictor of delaying job-related tasks and activities. The findings clearly suggest that job control deserves additional attention when it comes to the prediction of workplace procrastination. Keywords: procrastination, job control, job demands, self-efficacy, affect

scholarly journals Predictors of Burnout in Healthcare Workers during the COVID-19 Pandemic

Healthcare ◽  
2021 ◽  
Vol 9 (3) ◽  
pp. 304
Author(s):  
Adriana Cotel ◽  
Florinda Golu ◽  
Anca Pantea Stoian ◽  
Mihai Dimitriu ◽  
Bogdan Socea ◽  
...  
Keyword(s):  
Healthcare Workers ◽  
Job Demands ◽  
Job Resources ◽  
Central Component ◽  
Work Family Conflict ◽  
Personal Resource ◽  
Emotional Demands ◽  
Work Family ◽  
Training Professional ◽  
And Control

The purpose of this study was to identify the predictors of burnout in healthcare workers during the COVID-19 pandemic. Data were collected from March to June in 2020, during the COVID-19 pandemic, from employees of two Romanian hospitals. Five hundred and twenty-three healthcare workers completed a series of questionnaires that measured burnout, job demands, job resources, and personal resources. Among the respondents, 14.5% had a clinical level of exhaustion (the central component of burnout). Three job demands (work–family conflict, lack of preparedness/scope of practice, emotional demands), three job resources (training, professional development, and continuing education; supervision, recognition, and feedback; autonomy and control), and one personal resource (self-efficacy) were significant predictors of burnout, explaining together 37% of the variance in healthcare workers’ burnout. Based on our results, psychological interventions during the COVID-19 pandemic for healthcare employees should focus primarily on these demands and resources.

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