A diary study on the happy worker: How job resources relate to positive emotions and personal resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

Download Full-text

Personal Resources Influence Job Demands, Resources, and Burnout: A One-year, Three-wave Longitudinal Study

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2016.44.2.247 ◽

2016 ◽

Vol 44 (2) ◽

pp. 247-258 ◽

Cited By ~ 6

Author(s):

Yansong Wang ◽

Jie Huang ◽

Xuqun You

Keyword(s):

Longitudinal Study ◽

Job Demands ◽

Job Burnout ◽

Job Resources ◽

Personal Resources ◽

Mediating Role ◽

One Year ◽

The Relationship ◽

Job Demands And Resources

Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing job demands and resources, and avoiding job burnout by utilizing personal resources.

Download Full-text

Test of the job demand resources model in Thailand

International Journal of Organization Theory and Behavior ◽

10.1108/ijotb-03-2018-0036 ◽

2019 ◽

Vol 22 (1) ◽

pp. 2-21

Author(s):

Manjiri Kunte ◽

Parisa Rungruang

Keyword(s):

Role Conflict ◽

Work Engagement ◽

Self Efficacy ◽

Job Demands ◽

Self Report ◽

Job Resources ◽

Personal Resources ◽

Cross Sectional ◽

Content Type

PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.

Download Full-text

Who gains the most from improving working conditions? Health-related absenteeism and presenteeism due to stress at work

The European Journal of Health Economics ◽

10.1007/s10198-019-01084-9 ◽

2019 ◽

Vol 20 (8) ◽

pp. 1165-1180 ◽

Cited By ~ 5

Author(s):

Beatrice Brunner ◽

Ivana Igic ◽

Anita C. Keller ◽

Simon Wieser

Keyword(s):

Work Stress ◽

Fixed Effects ◽

Work Productivity ◽

Job Resources ◽

Personal Resources ◽

Job Stressors ◽

Cross Sectional ◽

Data Set ◽

Productivity Losses ◽

Health Related

AbstractWork stress-related productivity losses represent a substantial economic burden. In this study, we estimate the effects of social and task-related stressors and resources at work on health-related productivity losses caused by absenteeism and presenteeism. We also explore the interaction effects between job stressors, job resources and personal resources and estimate the costs of work stress. Work stress is defined as exposure to an unfavorable combination of high job stressors and low job resources. The study is based on a repeated survey assessing work productivity and workplace characteristics among Swiss employees. We use a representative cross-sectional data set and a longitudinal data set and apply both OLS and fixed effects models. We find that an increase in task-related and social job stressors increases health-related productivity losses, whereas an increase in social job resources and personal resources (measured by occupational self-efficacy) reduces these losses. Moreover, we find that job stressors have a stronger effect on health-related productivity losses for employees lacking personal and job resources, and that employees with high levels of job stressors and low personal resources will profit the most from an increase in job resources. Productivity losses due to absenteeism and presenteeism attributable to work stress are estimated at 195 Swiss francs per person and month. Our study has implications for interventions aiming to reduce health absenteeism and presenteeism.

Download Full-text

Managing employee well-being: A qualitative study exploring job and personal resources of at-risk employees

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v15i0.957 ◽

2017 ◽

Vol 1 (2) ◽

Author(s):

Cecile Gauche ◽

Leon T. De Beer ◽

Lizelle Brink

Keyword(s):

At Risk ◽

South African ◽

Financial Services ◽

Well Being ◽

Job Resources ◽

Personal Resources ◽

South African Context ◽

The South ◽

African Context ◽

The Impact

Orientation: Job and personal resources influence the well-being of employees. Currently, limited information exists in literature surrounding the experience of these resources in employees identified as at-risk of burnout.Research purpose: To investigate the experience of job and personal resources from the perspectives of employees identified as at-risk of burnout.Motivation for the study: Empirical evidence on the integrative role and influence of job and personal resources on the well-being of employees in the South African context is currently limited. Attaining a better understanding of the manner in which at-risk employees experience resources can empower organisations to actively work towards creating an environment that allows for optimal employee well-being.Research design, approach and method: A phenomenological approach was taken to conduct the study in a South African-based financial services organisation. A combination of purposive and convenience sampling was used, and 26 employees agreed to participate. Semi-structured interviews were used to collect data, and data analysis was performed through the use of thematic analysis.Main findings: Employees identified as at-risk of burnout acknowledged both job and personal resources as factors influencing their well-being. Participants in this study elaborated on received job resources as well as lacking job resources. Information was also shared by participants on personal resources through describing used personal resources as well as lacking personal resources.Practical/managerial implications: Knowledge gained from the study will contribute to empower organisations to better understand the impact of resources on the well-being of employees, and allow organisations to adapt workplace resources to ensure adequate and appropriate resources to facilitate optimal employee well-being.Contribution: This study contributes to the limited research available in the South African context regarding the experience of job and personal resources from the perspective of at-risk employees. The study may also enable organisations to create a workplace that is more supportive and empowering with appropriate resources to deliver on expected demands.

Download Full-text