Returning to the workforce after retiring: a job demands, job control, social support perspective on job satisfaction

2014 ◽  
Vol 25 (22) ◽  
pp. 3113-3133 ◽  
Author(s):  
Melissa Brown ◽  
Marcie Pitt-Catsouphes ◽  
Tay K. McNamara ◽  
Elyssa Besen
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Demands ◽  
Job Control

scholarly journals Job demands, job control, and social support as predictors of job satisfaction and burnout in Croatian palliative care nurses

2021 ◽  
Vol 72 (3) ◽  
pp. 225-231
Author(s):  
Ivana Tucak Junaković ◽  
Ivana Macuka
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Palliative Care ◽  
Job Demands ◽  
Well Being ◽  
Job Control ◽  
Online Questionnaire ◽  
Significant Interaction Effect ◽  
Cross Sectional ◽  
Support At Work

Abstract The Job Demands-Control-Support (JDCS) model has seldom been tested in palliative care settings, and occupational well-being of palliative care professionals has never before been investigated in Croatia. Our aim was therefore to fill that gap by testing the JDCS model among Croatian nurses providing palliative care. More specifically, we wanted to see how job demands, job control, and social support at work affect occupational well-being outcomes (i.e. job satisfaction and burnout dimensions of exhaustion and disengagement from work) in terms of the model’s iso-strain and buffer hypotheses. This cross-sectional study included 68 nurses working in various palliative care institutions across Croatia, who answered our online questionnaire. Overall, the nurses did not report high levels of burnout or low job satisfaction. The only significant effect was that of job control on job satisfaction (β=0.38; P<0.01) and disengagement (β=-0.45; P<0.01), while job demands and social support at work had a significant interaction effect on the burnout dimension of exhaustion (β=0.39; P<0.01) in the sense that high social support at work buffered the increase in exhaustion associated with high job demands. These findings suggest that interventions aimed at increasing perceived job control and social support at the workplace could improve occupational well-being of nurses working in palliative care.

scholarly journals Directive and nondirective social support in the workplace – is this social support distinction important for subjective health complaints, job satisfaction, and perception of job demands and job control?

2017 ◽  
Vol 46 (3) ◽  
pp. 358-367 ◽  
Author(s):  
Tone Langjordet Johnsen ◽  
Hege Randi Eriksen ◽  
Aage Indahl ◽  
Torill Helene Tveito
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Controlled Trial ◽  
Negative Relationship ◽  
Job Demands ◽  
Well Being ◽  
Subjective Health ◽  
Job Control ◽  
Health Complaints ◽  
Subjective Health Complaints

Aims: Social support is associated with well-being and positive health outcomes. However, positive outcomes of social support might be more dependent on the way support is provided than the amount of support received. A distinction can be made between directive social support, where the provider resumes responsibility, and nondirective social support, where the receiver has the control. This study examined the relationship between directive and nondirective social support, and subjective health complaints, job satisfaction and perception of job demands and job control. Methods: A survey was conducted among 957 Norwegian employees, working in 114 private kindergartens (mean age 40.7 years, SD = 10.5, 92.8% female), as part of a randomized controlled trial. This study used only baseline data. A factor analysis of the Norwegian version of the Social Support Inventory was conducted, identifying two factors: nondirective and directive social support. Hierarchical regression analyses were then performed. Results: Nondirective social support was related to fewer musculoskeletal and pseudoneurological complaints, higher job satisfaction, and the perception of lower job demands and higher job control. Directive social support had the opposite relationship, but was not statistically significant for pseudoneurological complaints. Conclusions: It appears that for social support to be positively related with job characteristics and subjective health complaints, it has to be nondirective. Directive social support was not only without any association, but had a significant negative relationship with several of the variables. Nondirective social support may be an important factor to consider when aiming to improve the psychosocial work environment. Trial registration: Clinicaltrials.gov: NCT02396797. Registered 23 March 2015.

Job Control and Social Support as Coping Resources in Job Satisfaction

2004 ◽  
Vol 94 (2) ◽  
pp. 449-456 ◽  
Author(s):  
Akihito Shimazu ◽  
Miyuki Shimazu ◽  
Tsutomu Odahara
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Regression Analysis ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Job Demands ◽  
Active Coping ◽  
Job Control ◽  
Coping Resources ◽  
Hierarchical Multiple Regression

This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.

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.

scholarly journals Health behaviours and psychosocial working conditions as predictors of disability pension due to different diagnoses: a population-based study

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Annina Ropponen ◽  
Jurgita Narusyte ◽  
Karri Silventoinen ◽  
Pia Svedberg
Keyword(s):  
Social Support ◽  
Musculoskeletal Disorders ◽  
Working Conditions ◽  
Disability Pension ◽  
Job Demands ◽  
Health Behaviours ◽  
Population Based ◽  
Job Control ◽  
Psychosocial Working Conditions ◽  
Unit Increase

Abstract Background To investigate whether the clustering of different health behaviours (i.e. physical activity, tobacco use and alcohol consumption) influences the associations between psychosocial working conditions and disability pension due to different diagnoses. Methods A population-based sample of 24,987 Swedish twins born before 1958 were followed from national registers for disability pension until 2013. Baseline survey data in 1998–2003 were used to assess health behaviours and psychosocial Job Exposure Matrix for job control, job demands and social support. Cox proportional hazards models were used to calculate hazard ratios (HR) with 95% confidence intervals (CI). Results During follow-up, 1252 disability pensions due to musculoskeletal disorders (5%), 601 due to mental diagnoses (2%) and 1162 due to other diagnoses (5%) occurred. In the models controlling for covariates, each one-unit increase in job demands was associated with higher (HR 1.16, 95%CI 1.01–1.33) and in job control with lower (HR 0.87, 95%CI 0.80–0.94) risk of disability pension due to musculoskeletal disorders among those with unhealthy behaviours. Among those with healthy behaviours, one-unit increase of social support was associated with a higher risk of disability pension due to mental and due to other diagnoses (HRs 1.29–1.30, 95%CI 1.04–1.63). Conclusions Job control and job demands were associated with the risk of disability pension due to musculoskeletal disorders only among those with unhealthy behaviours. Social support was a risk factor for disability pension due to mental or other diagnoses among those with healthy behaviours. Workplaces and occupational health care should acknowledge these simultaneous circumstances in order to prevent disability pension.

scholarly journals Factors correlating with prolonged fatigue among emergency department nurses

2019 ◽  
Vol 24 (8) ◽  
pp. 571-584
Author(s):  
Ashraf M Al-Abdallah ◽  
Malakeh Z Malak
Keyword(s):  
Social Support ◽  
Psychological Distress ◽  
Psychosocial Factors ◽  
Job Demands ◽  
Job Control ◽  
Health Questionnaire ◽  
Emergency Nurses ◽  
Weak Relationship ◽  
Emergency Department Nurses ◽  
Prolonged Fatigue

Background Fatigue affects nurses negatively and leads to physical, cognitive and emotional problems that may influence nurses' quality of life. However, there is a lack of studies about prolonged fatigue and its relationship with socio-demographic characteristics and job-related psychosocial factors among nurses, especially emergency nurses, worldwide and in Jordan. Aims This study aims to assess the relationship between demographic factors, physical health, psychological distress and job-related psychosocial factors (psychological job demands, job control and social support) and prolonged fatigue among emergency department nurses in Jordan. Methods A descriptive correlational study using a convenience sample was used to recruit 153 emergency nurses. Physical health Questionnaire, General Health Questionnaire, Job Content Questionnaire and Checklist Individual Strength were used. Results The majority of emergency nurses experienced abnormally prolonged fatigue, moderate health, high psychological distress, high job demands and low job control and social support. Significant negative relationships were addressed between job control, social support and prolonged fatigue, whereas income had a negative weak relationship. Psychological distress and job demands had a positive weak relationship with prolonged fatigue. There was a significant positive weak relationship between psychological distress, job demands and prolonged fatigue. Job-related psychosocial factors (with exception of social support) and mental health were the predictors of prolonged fatigue. Conclusions Prolonged fatigue is a multidimensional phenomenon that can be affected by several factors such as job-related psychosocial factors and psychological health. These factors should be taken into consideration when testing and developing interventions to minimise prolonged fatigue among emergency nurses.

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 Faktor Psikososial dan Aktivitas Kerja pada Perawat ICU serta ICCU dengan Nyeri Punggung Bawah

2019 ◽  
Vol 1 (1) ◽  
pp. 57-68
Author(s):  
Gandu Eko Julianto Suyoso
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Low Back Pain ◽  
Back Pain ◽  
Psychosocial Factor ◽  
Job Control ◽  
Occupational Activity ◽  
Low Back ◽  
Nurse Perception ◽  
Job Demand

Background: Low back pain was one of many musculosceletal disorder that were still suffered by nurses. Low back pain caused by many factor, partially or simultaneuosly. Some of those factor are psychosocial factor and occupational activity factor. Psychosocial factor consisted of job demand, job control, social support and job satisfaction. Occupational activity factor in this study was lateral patient transfer. Those factor were still neglected by some of hospital employer. Purpose: The aim of this study is to analyze the association of psychosocial factor (job demand, job control, job satisfaction, social control), occupational activity control (lateral patient transfer) and nurse’s low back pain. Methods: This cross sectional study held in ICU and ICCU unit at 3 hospital in Jember. Data was collected through questionairres that adopted General Nordic Questionairre (QPSNORDIC) also  MJS (Measure of Job Satisfaction) and through observation by utilized REBA (Rapid Entire Body Assessment) scoring method.. Results: Bivariat analysis showed that nurse’s low back pain have association with  nurse perception about job demand (r=0,414), nurse perception about social support (r=0,510), nurse perception about job satisfaction (p=0,401), association with nurse perception about job control (r=0,333), lateral patient transfer (r=0,439). Conclusion: Nurses Low Back Pain have a strong association with nurse perception about job demand, nurse perception about social support, nurse perception about job satisfaction; a weak association with nurse perception about job control.

Psychological Flexibility as a Moderator of the Relationships between Job Demands and Resources and Occupational Well-being

2018 ◽  
Vol 21 ◽  
Author(s):  
Vladimir Pinto Novaes ◽  
Maria Cristina Ferreira ◽  
Felipe Valentini
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Structural Equation ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Personal Resources ◽  
Work Overload ◽  
Negative Affects

AbstractThe aim of this study was to identify the relations of job demands (work overload) and job resources (social support and autonomy) with subjective job well-being (job satisfaction, positive affects, negative affects), as well as the moderating role of personal resources (psychological flexibility at work) in such relationships. The sample consisted of 4,867 Brazilian workers, of both sexes, with ages ranging from 18 to 67 years. Structural equation modelling showed that the work overload was negatively associated with job satisfaction (β = –.06; p < .001) and positively with negative affects (β = .24; p < .001); autonomy was positively associated with satisfaction (β = .08; p < .001) and negative affects (β = .08; p < .001); social support was positively associated with satisfaction (β = .17; p < .001) and positive affects (β = .20; p < .001), and negatively with negative affects (β = –.21; p < .001); psychological flexibility moderated the relationships of overload with satisfaction (β = .04; p < .05) and negative affects (β = .08; p < .001); autonomy with positive affects (β = –.06; p < .001) and social support with negative affects (β = .08; p < .001). These results are discussed from perspective of a job demands-resources theory, especially with respect to the relevance of personal resources for the promotion of occupational well-being.

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