Influence of job demands and job control on work-life balance among Taiwanese nurses

2017 ◽  
Vol 25 (6) ◽  
pp. 438-448 ◽  
Author(s):  
Lee-Peng Ng ◽  
I-Chi Chen ◽  
Hui-Fuang Ng ◽  
Bo-Yen Lin ◽  
Lok-Sin Kuar
Keyword(s):  
Job Demands ◽  
Job Control ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

Inleiding: Opkomende thema's in arbeid

2006 ◽  
Vol 22 (1) ◽  
Author(s):  
Peter Smulders
Keyword(s):  
Return To Work ◽  
Job Demands ◽  
Control Model ◽  
Job Control ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Burn Out ◽  
Emerging Issues

Vorig jaar werd in Japan de tweede conferentie over 'Psychosociale factoren in het werk' gehouden. Het ging daar met name over onderwerpen als stress en burn-out, ziekteverzuim, re-integratie ('return to work'), ongevalsrisico's, werktijden en overwerk, de 'work-life balance', het bekende Job Demands-Job Control-model en allerlei interventiestudies. Naar mijn smaak waren daar de 'emerging issues':

COVID-19: prevalence of job-demands, stress, work–life difficulties and work–life balance among international business travelers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vilmante Kumpikaite-Valiuniene ◽  
Luisa Helena Pinto ◽  
Tahir Gurbanov
Keyword(s):  
International Business ◽  
Job Demands ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Business Travel ◽  
Content Type ◽  
Business Travelers ◽  
Perceived Change ◽  
Stress Work

PurposeInternational business travelers (IBTs) face daily challenges pertaining to the frequency and duration of travel. Following the outbreak of coronavirus disease (COVID-19), the study aims to draw upon the job demands-resources (JD-R) model and the literature on work–life balance (WLB) to examine how this crisis have disrupted IBTs routines and the implications for their WLB.Design/methodology/approachData were collected in April 2020 with an online survey answered by 141 IBTs from different locations. The first set of analyses examined the perceived change in job-demands (i.e. business travel and workload) including stress and work–life difficulties following the outbreak of COVID-19. The second set of analyses tested the hypotheses that the perceived change in workload and stress predict IBTs' work–life difficulties, which, in turn, affect their WLB.FindingsThe results show that the decline in job-demands (i.e. business travel and workload) after the outbreak of COVID-19 was not enough to reduce IBTs' stress and ameliorate their work–life difficulties and WLB. Only respondents who experienced a decrease in workload, including less relational difficulties, reported a superior WLB.Originality/valueThe study widens the scope and relevance of global mobility studies in crisis settings by timely reporting the changes in job-demands, stress and work–life difficulties among IBTs following the outbreak of COVID-19. Additionally, the research extends the use of the JD-R model in the international context by advancing our knowledge of the interplay between contextual demands and job-demands in affecting IBTs' stress, work–life difficulties and WLB.

Different strokes for different folks? The impact of heterogeneity in work characteristics and country contexts on work-life balance among the self-employed

2016 ◽  
Vol 22 (6) ◽  
pp. 880-902 ◽  
Author(s):  
Anne Annink ◽  
Laura Den Dulk ◽  
José Ernesto Amorós
Keyword(s):  
Personal Responsibility ◽  
Job Demands ◽  
Work Life ◽  
The Self ◽  
Work Life Balance ◽  
Future Research ◽  
Work Characteristics ◽  
Life Balance ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to explore the effect of self-employed work characteristics (consumer orientation, innovativeness, number of employees, motivation, and entrepreneurial phase) on work-life balance (WLB) satisfaction. Design/methodology/approach The job demands and resources approach is applied to test whether self-employed work characteristics are evaluated as job demands or resources for WLB. The Global Entrepreneurship Data (2013) offer a unique opportunity to conduct multilevel analysis among a sample of self-employed workers in 51 countries (N=11,458). Besides work characteristics, this paper tests whether country context might explain variation in WLB among the self-employed. Findings The results of this study reveal that there is a negative relation between being exposed to excessive stress and running a consumer-oriented business and WLB. Being motivated out of opportunity is positively related to WLB. In addition, the results indicate that country context matters. A higher human development index and more gender equality are negatively related to WLB, possibly because of higher social expectations and personal responsibility. The ease of doing business in a country was positively related to the WLB of self-employed workers. Social implications For some workers self-employment might be a way to combine work and responsibilities in other life domains, but this does not seem to be valid in all cases. Originality/value This paper contributes to current literature on the WLB of self-employed workers by showing how work characteristics can be evaluated as job demands or resources. Including work characteristics in future research might be a solution for acknowledging the heterogeneity among self-employed workers.

Assessing the Relationship Between Job Demands, Job Resources, Burnout, Work Engagement, and Work-Life Balance Among Teachers in a Secondary Public School

2020 ◽  
Vol 12 (4) ◽  
pp. 27-47
Keyword(s):  
Public School ◽  
Work Engagement ◽  
Job Demands ◽  
Positive Association ◽  
Work Life ◽  
Work Life Balance ◽  
Job Resources ◽  
Public School Teachers ◽  
School Teachers ◽  
Life Balance

Using the Job Demands–Resources (JD–R) Model as a framework, this study aimed to determine the association between job resources, job demands, burnout, work engagement, and work-life balance among teachers in a secondary public school. The researcher employed a quantitative research design through a self-administered survey among teachers in a secondary public school (School X) in Paranaque City, National Capital Region, Philippines using convenience sampling in selecting the participants from School X. Cronbach's Alpha tested the reliability of the data. Bivariate relationships were then explored using Pearson Correlation to determine how significant and to what degree are the relationships among the investigated variables. The results confirmed the following relationships based from the hypothesized JD–R Model: (1) there is a positive association between job demands and burnout; (2) there is a positive association between job resources and work engagement; and (3) there is a negative association between burnout and work-life balance. However, the data from this study revealed that there is no significant association between work engagement and work-life balance. Finally, in predicting work-life balance using burnout and work engagement, only burnout remains the significant regressor. This study contributed to the limited Philippine-based literature explaining how job demands and resources are associated with burnout and work engagement, respectively, and how these mechanisms are integral to the work-life balance of public-school teachers. The study found that work-life balance among public school teachers may improve by primarily managing and reducing the demands of their jobs.

Ledelse af videnarbejdere – Selvledelse og psykisk arbejdsmiljø

2012 ◽  
Vol 23 (3) ◽  
pp. 49-77 ◽  
Author(s):  
Signe Pihl-Thingvad
Keyword(s):  
Mixed Methods ◽  
Knowledge Workers ◽  
Job Demands ◽  
Knowledge Work ◽  
Working Life ◽  
Work Life ◽  
Working Environment ◽  
Work Life Balance ◽  
Life Balance ◽  
News Industry

Denne artikel diskuterer et særligt perspektiv i arbejdslivsforskningen, som argumenterer for, at selvledelse medfører stress, fordi selvledelse giver overarbejde, dårlig balance mellem arbejde og privatliv samt uklare jobkrav. Disse antagelser undersøges empirisk ved hjælp af et mixed methods studie i den danske nyhedsbranche. Analyserne viser stik i mod de teoretiske forventninger i arbejdslivsforskningen, at selvledelse korrelerer negativt med medarbejdernes oplevelse af stress. Samtidig forstærkes denne negative korrelation mellem selvledelse og stress yderligere, hvis forhold som overarbejde, dårlig balance mellem arbejde og privatliv og uklare jobkrav også tages i betragtning. Afslutningsvis bliver de teoretiske og praktiske implikationer af undersøgelsen diskuteret i relation til selvledelse i danske virksomheder. ENGELSK ABSTRACT: Signe Pihl-Thingvad: Managing Knowledge Workers: Self-leadership and Psychosocial Work Environment This article discusses a specific perspective of working life research which argues that self-leadership causes stress among knowledge workers, as self-leadership results in overtime, a poor work-life balance as well as unclear job demands. These assumptions are examined empirically by a mixed methods study of the Danish news industry. The analyses show, contrary to the expectations of working life research, that self-leadership reduces the employees’ stress itself, and also reduces employees’ stress if we also include conditions such as overtime, work-life balance and job demands. Finally, the theoretical and practical implications of the study are discussed in relation to self-leadership in Danish companies. Key words: Self-leadership, mental working environment, knowledge work, commitment, news industry.

scholarly journals Occupational and Individual Determinants of Work-life Balance among Office Workers with Flexible Work Arrangements

2020 ◽  
Vol 17 (4) ◽  
pp. 1418 ◽  
Author(s):  
Sofie Bjärntoft ◽  
David M. Hallman ◽  
Svend Erik Mathiassen ◽  
Johan Larsson ◽  
Helena Jahncke
Keyword(s):  
Job Demands ◽  
Work Life ◽  
Office Workers ◽  
Work Life Balance ◽  
Boundary Management ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
Overtime Work

Flexible work arrangements permitting workers to work anytime and anywhere are increasingly common. This flexibility can introduce both challenges and opportunities for the organisation, as well as for worker work-life balance (WLB). This cross-sectional study aimed to examine the extent to which occupational factors (organizational, leadership and psychosocial) and individual work-related behaviours (over-commitment, overtime work and boundary management) are associated with WLB, and whether these associations are modified by the perceived level of flexibility at work (i.e., control over when, where, and how to do the work). In total, 2960 full-time office workers with flexible work arrangements at the Swedish Transport Administration participated. Associations were determined using linear regression analyses with adjustment for covariates. The strongest negative associations with WLB were found for over-commitment, quantitative job demands, expectations of availability, and overtime work. Strongest positive associations were found for boundary management, information about organizing work, social support, and relation-oriented leadership. Perceived flexibility was positively associated with WLB, and interacted with several of the examined factors, buffering their negative associations with WLB. Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.

scholarly journals Availability and Use of Work–Life Balance Programs: Relationship with Organizational Profitability

2020 ◽  
Vol 12 (7) ◽  
pp. 2965
Author(s):  
DuckJung Shin ◽  
Jackson Enoh
Keyword(s):  
Job Demands ◽  
Work Life ◽  
Work Life Balance ◽  
Organizational Level ◽  
Life Balance ◽  
Business Outcomes ◽  
The Relationship ◽  
Moderating Role

The present paper investigated the relationship between work–life balance programs (WLBPs) and business outcomes at the organizational level. First, we examined the effect of WLBPs on organizational profitability (revenues minus expenditures per employee). Second, we extended the discussion on the job demands-resources (JD-R) model by considering how and why WLBPs can mitigate nonjob demands. Specifically, we tested the moderating role of the availability and use of WLBPs in the WLBPs-organizational profitability relationship. We found that both availability and use of WLBPs moderate the WLBPs-profitability relationship. We discussed implications of the findings.

scholarly journals Effect of Work-Life Balance, Job Demand, Job Insecurity on Employee Performance at PT Jaya Lautan Global with Employee Well-Being as a Mediation Variable

2021 ◽  
Vol 6 (5) ◽  
pp. 147-152
Author(s):  
Christina Kurnia ◽  
Aslam Mei Nur Widigdo
Keyword(s):  
Job Insecurity ◽  
Employee Performance ◽  
Job Demands ◽  
Sampling Technique ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Organizational Sustainability ◽  
Life Balance ◽  
Job Demand

Employee performance remains a challenge for companies because of the increasingly competitive level of competition. Organizations are increasingly required to focus on Human Resource Management (HRM) to improve organizational sustainability. Achieving organizational sustainability becomes unrealistic without employee participation and commitment. This study aims to analyze the effect of work-life balance, job demands, job insecurity on employee performance with employee well-being as a mediating variable. The research method used is explanatory quantitative with SEM-PLS. The sample in this study were 100 employees of PT Jaya Lautan Global. The sampling technique used in this research is saturated sampling (census). The results showed that Work-Life Balance and Job Demands had a positive and significant effect on Employee Well-Being. Job Insecurity has a negative and significant effect on Employee Well-Being. Work-life balance has a positive and significant effect on employee performance. Job Demands have a negative and significant effect on employee performance, while Job Insecurity has a negative and insignificant effect on employee performance. Employee well-being has a positive and significant effect on employee performance. The results of the mediation show that employee well-being can partially mediate the effect of work-life balance and job insecurity on employee performance, while employee well-being can fully mediate the effect of job demands on employee performance.

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