Job demands and resources and their relationship with satisfaction and thriving at work in a sample of Chinese doctors: a cross-sectional study

ObjectivesThe current study aimed to evaluate the status quo of perceived job demands and resources respectively among Chinese doctors, to examine the mediating role of work–family conflicts in the relationship between perceived job demands and various indicators of well-being, and to test the mediating role of psychological attachment in the relationship between perceived job resources and thriving at work among Chinese doctors.DesignA cross-sectional online survey study.SettingOnline questionnaires were administered across 30 provinces.ParticipantsA total of 2617 doctors provided sufficiently complete responses to be used in the study.ResultsPerceived job demands (M=3.843, SD=0.791) of participants were positively associated with work–family conflicts (B=0.454, p<0.001) and negatively associated with job satisfaction (B=−0.065, p<0.001) and life satisfaction (B=−0.261, p<0.001). Work–family conflicts partially mediated the relationship between job demands and life satisfaction and fully mediated the relationship between job demands and job satisfaction. Perceived job resources (M=2.474, SD=0.740) among Chinese doctors were positively associated with psychological attachment (B=0.988, p<0.001) and thriving at work (B=0.582, p<0.001). Furthermore, psychological attachment partially mediated the relationship between perceived job resources and thriving at work.ConclusionDoctors in China with high-level job demands tended to exhibit increased work–family conflicts, which in turn threatened their job and life satisfaction. On the contrary, doctors with greater job resources were more likely to thrive at work by increasing their degree of psychological attachment. The current study suggested that Chinese health policymakers and hospital administrators should provide a work environment with a dynamic equilibrium between doctors’ job demands and resources.

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Relationship between generic and occupation-specific job demands and resources, negative work−home interference and burnout among GPs

Journal of Management & Organization ◽

10.1017/jmo.2021.16 ◽

2021 ◽

pp. 1-29

Author(s):

N.C. Verhoef ◽

M. De Ruiter ◽

R.J. Blomme ◽

E.C. Curfs

Keyword(s):

Emotional Exhaustion ◽

Ecological Validity ◽

Job Demands ◽

Job Design ◽

Specific Work ◽

Cross Sectional ◽

Important Extension ◽

Work Family ◽

The Relationship ◽

Job Demands And Resources

Abstract Scholars often examine the effect of generic job demands and resources on burnout, yet to increase ecological validity, it is important to examine the effects of occupation-specific characteristics. An extended version of the job demands-resources model with work−home interference as a mediator is examined among a cross-sectional sample of 178 general practitioners (GPs). Interviews with GPs were used to develop questions on occupation-specific work characteristics. Hypotheses were tested in MEDIATE. Both generic and occupation-specific job demands positively affected emotional exhaustion, while only occupation-specific job demands affected depersonalization. Only strain-based work−family interference mediated the relationship between generic and occupation-specific job demands, emotional exhaustion and depersonalization. This study offers an important extension of the job demands-resources model by including occupation-specific job characteristics. This broader perspective can aid in more targeted job design to reduce burnout among GPs.

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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.

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Employees’ Job Characteristics and Job Crafting Behavior: The Mediating Role of Perceived Opportunities to Craft

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v8i4.13764 ◽

2018 ◽

Vol 8 (4) ◽

pp. 65

Author(s):

Jessica Van Wingerden ◽

Rob Poell

Keyword(s):

Health Care Professionals ◽

Structural Equation ◽

Job Demands ◽

Job Characteristics ◽

Job Crafting ◽

Job Resources ◽

Mediating Role ◽

Dutch Health ◽

The Relationship

The present study was designed to gain knowledge about the relationship between job characteristics in the workplace (job demands and job resources), employees’ perceived opportunities to craft, and subsequently their actual job crafting behavior. Specifically, the potential mediating role of perceived opportunities to craft could shed better light on the mechanisms that lead employees to job craft in the context of particular work characteristics. We collected data among a group of Dutch health care professionals working in an organization that offers care for patient with mental disabilities (N=522). Participants of the study reported their job demands; workload, emotional demands and work-home interference, their job resources; role clarity, communication and team cohesion, their perceived opportunities to craft, and their job crafting behavior. We tested the hypothesized antecedents of job crafting perceptions and behavior model with structural equation modelling (SEM) analyses. Results indicated that perceived opportunities to craft mediates the relationship between job resources and employees actual job crafting behavior. The insights provided in this study do not only build on job crafting literature but are also helpful to understand which aspects of the workplace influence employees’ job crafting behavior. Therefore, these insights may be useful for the deliberate cultivation of job crafting behavior within organizations.

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Job demands when exhausted: the relationship between exhaustion and the perception of job demands mediated by self-undermining

Psihologia Resurselor Umane ◽

10.24837/pru.v18i1.460 ◽

2020 ◽

Vol 18 (1) ◽

pp. 38-50

Author(s):

Lucia Rațiu ◽

Ana-Maria Dobre

Keyword(s):

Indirect Effect ◽

Large Body ◽

Job Demands ◽

Cross Sectional ◽

Future Studies ◽

Mediating Role ◽

Cross Sectional Design ◽

And Performance ◽

The Relationship ◽

Practical Implications

There is a large body of literature devoted to factors that shape performance in organizations. Although much of this literature focuses on the relationships between job demands, job resources and performance, Bakker and his colleagues (2014; 2018) have recently drawn attention to self-undermining effects that can add support for a deeper understanding of such a relationship. The following contribution explores self-undermining related to exhaustion at work and its mediating role in the perception of three types of job demands in a sample of employees working in IT companies. More specifically, the paper draws on the concept of self-undermining to reflect on how it activates a loss cycle of job demands and potential negative reactions at work. We argue that (i) exhaustion has an indirect effect on the perception of job demands through self-undermining; and so on referring to each dimension of job demands: (ii) exhaustion has an indirect effect on the perception of workload through self-undermining; (iii) exhaustion has an indirect effect on the emotional load through self-undermining; (iv) exhaustion has an indirect effect on the cognitive load through self-undermining. In order to test the hypotheses, a cross-sectional design was employed. The regression analyses revealed that self-undermining mediated the relationship between exhaustion and the perception of workload meeting our expectations, and a significant indirect effect of exhaustion on the perception of job demands and emotional load. However, there is a need for future studies to generalize the results. Finally, theoretical and practical implications are discussed.

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Kan het daderschap van pesterijen verklaard worden via het Job Demands-Resources model?

Gedrag & Organisatie ◽

10.5117/2012.025.001.045 ◽

2012 ◽

Vol 25 (1) ◽

Author(s):

Elfi Baillien ◽

Nele Sijmens ◽

Hans De Witte

Keyword(s):

Workplace Bullying ◽

Job Demands ◽

Job Resources ◽

Direct Effects ◽

Negative Consequences ◽

Positive Relation ◽

Theoretical Frameworks ◽

Future Studies ◽

The Relationship ◽

Job Demands And Resources

Can workplace bullying be explained by the Job Demands-Resources model? Can workplace bullying be explained by the Job Demands-Resources model? Workplace bullying leads to negative consequences and should be prevented. Studies investigating antecedents of bullying showed however two shortcomings. First, they mainly focused on targets, so little is known about perpetrators. Second, they rarely used theoretical frameworks to structure the antecedents. Therefore, this study aims to apply the Job Demands-Resources (JDR) model to being a perpetrator of bullying. We hypothesized that job demands related positively and job resources related negatively to being a perpetrator of bullying. We assumed an interaction effect between demands and resources and expected exhaustion to mediate the relationship between demands, resources and being a perpetrator. The results (N = 706) showed a significant interaction: job resources buffered the positive relation between job demands and being a perpetrator. No evidence was found for the direct effects and for exhaustion as a mediator. In summary, the JDR model is a valuable framework to explain being a perpetrator of bullying: job demands and resources interact in the prediction of being a perpetrator. Future studies may focus on other mediators that could explain this relationship.

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Examining the moderating roles of job demands and resources on the relation between work engagement and work–family conflict

South African Journal of Psychology ◽

10.1177/0081246318818382 ◽

2018 ◽

Vol 49 (4) ◽

pp. 479-490

Author(s):

Anthony G Balogun ◽

Olukayode A Afolabi

Keyword(s):

Work Engagement ◽

Family Conflict ◽

Working Mothers ◽

Job Demands ◽

Job Resources ◽

Work Family Conflict ◽

Negative Effect ◽

Work Family ◽

High Level ◽

Job Demands And Resources

Recently, studies have shown that work engagement is associated with high level of work–family conflict. However, little is known about the factors that can moderate this relationship. Using job demands–resources model as a theoretical framework, this study examined the moderating roles of job demands and resources in the relation between work engagement and work–family conflict among a sample of 156 working mothers in Nigeria. Their ages ranged between 24 and 39 years ( M = 34.09; SD = 7.49). Data were analyzed using moderated hierarchal regression analysis. Results showed that work engagement was positively related to work–family conflict. Job demands and resources significantly moderated the relationship between work engagement and work–family conflict, such that highly work engaged working mothers who experience high job demands with high job resources reported low work–family conflict. The findings suggest that organizations can reduce the negative effect of work engagement on work–family conflict among their employees by reducing or optimizing job demands and providing adequate job resources.

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Integrating psychosocial safety climate in the JD-R model: A study amongst Malaysian workers

SA Journal of Industrial Psychology ◽

10.4102/sajip.v37i2.851 ◽

2011 ◽

Vol 37 (2) ◽

Cited By ~ 22

Author(s):

Mohd A. Idris ◽

Maureen F. Dollard ◽

Anthony H. Winefield

Keyword(s):

Structural Equation ◽

Safety Climate ◽

Job Demands ◽

Population Based ◽

Working Environment ◽

Job Resources ◽

Cross Sectional ◽

Managerial Implications ◽

Value Add ◽

Job Demands And Resources

Orientation: Job characteristics are well accepted as sources of burnout and engagement amongst employees; psychosocial safety climate may precede work conditions.Research purpose: We expanded the Job Demands and Resources (JD-R) model by proposing psychosocial safety climate (PSC) as a precursor to job demands and job resources. As PSC theoretically influences the working environment, the study hypothesized that PSC has an impact on performance via both health erosion (i.e. burnout) and motivational pathways (i.e. work engagement).Motivation for the study: So far, integration of PSC in the JD-R model is only tested in a Western context (i.e. Australia). We tested the emerging construct of PSC in Malaysia, an Eastern developing country in the Asian region.Research design, approach and method: A random population based sample was derived using household maps provided by Department of Statistics, Malaysia; 291 employees (response rate 50.52%) from the State of Selangor, Malaysia participated. Cross-sectional data were analysed using structural equation modelling.Main findings: We found that PSC was negatively related to job demands and positively related to job resources. Job demands, in turn, predicted burnout (i.e. exhaustion and cynicism), whereas job resources predicted engagement. Both burnout and engagement were associated with performance. Bootstrapping showed significant indirect effects of PSC on burnout via job demands, PSC on performance via burnout and PSC on performance via the resources-engagement pathway.Practical/managerial implications: Our findings are consistent with previous research that suggests that PSC should be a target to improve working conditions and in turn reduce burnout and improve engagement and productivity.Contribution/value-add: These findings suggest that JD-R theory may be expanded to include PSC as an antecedent and that the expanded JD-R model is largely valid in an Eastern, developing economy setting.

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Job Characteristics, Emotional Exhaustion, and Work–Family Conflict in Nurses

Western Journal of Nursing Research ◽

10.1177/01939459211005712 ◽

2021 ◽

pp. 019394592110057

Author(s):

Ann Rhéaume

Keyword(s):

Emotional Exhaustion ◽

Family Conflict ◽

Online Survey ◽

Job Demands ◽

Study Data ◽

Work Family Conflict ◽

Eastern Canada ◽

Cross Sectional ◽

Work Family ◽

The Relationship

The purpose of this study is to identify whether emotional exhaustion, a component of burnout, mediates the relationship between job demands, job resources, and work–family conflict (WFC). A cross-sectional design was used with survey data. A total of 1,202 nurses in eastern Canada participated in this study. Data were collected via an online survey and analyzed using mediation analysis. The results indicated that job demands and emotional exhaustion predicted WFC. Moreover, emotional exhaustion partially mediated the relationship between job demands, supervisor support, and WFC. This model also showed that younger nurses had increased WFC. Our study indicates that there are several direct and indirect pathways leading to WFC. Moreover, workplace resources can reduce emotional exhaustion, which, in turn, may help maintain work–family balance in nurses. These findings contribute to the existing knowledge on the precursors and consequences of burnout symptoms.

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