scholarly journals Emotional exhaustion and job satisfaction among Norwegian school principals: relations with perceived job demands and job resources

2020 ◽  
pp. 1-25
Author(s):  
Cecilie Skaalvik
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
School Principals ◽  
Job Demands ◽  
Job Resources ◽  
Norwegian School

scholarly journals Self-efficacy for instructional leadership: relations with perceived job demands and job resources, emotional exhaustion, job satisfaction, and motivation to quit

2020 ◽  
Vol 23 (5) ◽  
pp. 1343-1366
Author(s):  
Cecilie Skaalvik
Keyword(s):  
Job Satisfaction ◽  
Instructional Leadership ◽  
Emotional Exhaustion ◽  
Self Efficacy ◽  
Job Demands ◽  
Study Data ◽  
Sem Analysis ◽  
Job Resources ◽  
Survey Study ◽  
Motivation To Quit

Abstract The purpose of this study was to explore associations between school principals’ self-efficacy for instructional leadership, their perceptions of work-related demands and resources, emotional exhaustion, job satisfaction, and motivation to leave the principal position (quit). Four hundred and forty-seven principals in elementary school and high school participated in a survey study. Data were analyzed by means of confirmatory factor analyses and SEM analyses. Self-efficacy for instructional leadership was negatively associated with the perception of all job demands and positively associated with the perception of all job resources in the study. In the SEM analysis, the associations between (a) self-efficacy and (b) emotional exhaustion, job satisfaction, and motivation to quit were indirect, mediated through the perception of job demands and job resources.

School principals' workplace well-being: a multination examination of the role of their job resources and job demands

2020 ◽  
Vol 58 (4) ◽  
pp. 417-433
Author(s):  
Rebecca J. Collie ◽  
Helena Granziera ◽  
Andrew J. Martin
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Professional Learning ◽  
School Principals ◽  
Job Demands ◽  
Well Being ◽  
Interaction Effects ◽  
Job Resources ◽  
Occupational Commitment ◽  
Content Type

PurposeThe aim of this study was to examine the extent to which several workplace factors are implicated in school principals' well-being. Two job resources (i.e. participatory climate and collegial climate) and two job demands (i.e. barriers to professional learning and staff shortages) were investigated, along with two well-being outcomes (i.e. job satisfaction and occupational commitment). Interaction effects between the job resource and job demand variables were also tested.Design/methodology/approachData were from 5,951 principals in 22 Organization for Economic Co-operation and Development (OECD) countries that participated in the Teaching and Learning International Survey (TALIS) 2013. Path analysis of direct and interaction effects was tested, along with multigroup path analysis to determine any differences in results across nations.FindingsThe results showed that staff shortages and collegial climate predicted job satisfaction. All of the job resources and demands predicted occupational commitment. In addition, one interaction effect was significant showing that a participatory climate was especially important for occupational commitment under conditions of high staff shortages. The findings were similar across the 22 countries.Originality/valueThe study yields important knowledge about the cross-national salience of four job resources and demands that are associated with principals' well-being at work.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

scholarly journals Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

2018 ◽  
Author(s):  
Simon Albrecht ◽  
Jeromy Anglim
Keyword(s):  
Employee Engagement ◽  
Emotional Exhaustion ◽  
Hierarchical Modeling ◽  
Job Demands ◽  
Job Resources ◽  
Future Research ◽  
Bayesian Hierarchical ◽  
Emotional Demand ◽  
Work Cycle ◽  
Emotional Demands

Objective: Although Fly-in-Fly-Out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the Job Demands-Resources model, we aimed to test for the within-person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at three day-intervals. Method: Fifty-two FIFO workers filled out three or more on-line diary surveys after every three days of their on-site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modeling of the day-level data was conducted. Results: Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modeling showed that day-level autonomy predicted day-level engagement and that day-level workload and emotional demands predicted emotional exhaustion. Conclusions: The findings highlight the importance of managing FIFO employees' day-to-day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day-level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

scholarly journals Using the Job Demands–Resources Model to Evaluate Work-Related Outcomes Among Norwegian Health Care Workers

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402094743
Author(s):  
Sabine Kaiser ◽  
Joshua Patras ◽  
Frode Adolfsen ◽  
Astrid M. Richardsen ◽  
Monica Martinussen
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Service Quality ◽  
Health Care Professionals ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Work Related

The job demands-resources (JD-R) model was used to evaluate work-related outcomes among 489 health care professionals working in public health services for children and their families in Norway. In accordance with the JD-R model, the relationship of job demands and job resources with different outcomes (turnover intention, job satisfaction, and service quality) should be mediated through burnout and engagement. The results of the multilevel structural equation model analysis indicated good model fit: The χ2/degrees of freedom ratio was 1.54, the root mean square error of approximation was .033, and the Tucker Lewis index and comparative fit index were both .92. Job demands were positively associated with burnout; job resources were positively related to engagement and negatively related to burnout. Burnout was positively related to turnover intention and negatively related to job satisfaction and service quality. Engagement was inversely related to the outcome variables. Both job demands and job resources are important predictors of employee well-being and organizational outcomes.

scholarly journals Assessment of Occupational Health and Job Satisfaction in Workers with Intellectual Disability: A Job Demands–Resources Perspective

2021 ◽  
Vol 18 (4) ◽  
pp. 2072
Author(s):  
Noelia Flores ◽  
Carmen Moret-Tatay ◽  
Belén Gutiérrez-Bermejo ◽  
Andrea Vázquez ◽  
Cristina Jenaro
Keyword(s):  
Job Satisfaction ◽  
Intellectual Disability ◽  
Structural Equation ◽  
Supported Employment ◽  
Group Analysis ◽  
Job Demands ◽  
Equation Model ◽  
Job Resources ◽  
Health Impairment ◽  
Motivational Process

In the contexts where people with intellectual disability work, there are factors that determine their job satisfaction. The objective of this study was to test the adequacy of the central assumptions of the Job Demands–Resources (JD-R) theory in workers with intellectual disability employed in different work alternatives. Data from 362 workers in sheltered workshops and 192 workers in supported employment were utilized. The model was contrasted using a structural equation model and a multi-group analysis. The results supported the suitability of the model and confirmed that job demands and job resources evoke two relatively independent processes such as health impairment and motivational process. The multi-group analysis confirmed the invariance of the model between the two work alternatives. Thus, the JD-R model offers a useful framework to explain the job satisfaction of workers with intellectual disability. Implications for the improvement of personal and job results are discussed.

Sign in / Sign up

Export Citation Format

Share Document