scholarly journals Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes

2015 ◽  
Vol 2015 ◽  
pp. 1-12 ◽  
Author(s):  
Rebecca Brauchli ◽  
Gregor J. Jenny ◽  
Désirée Füllemann ◽  
Georg F. Bauer
Keyword(s):  
Health Outcomes ◽  
Structural Equation ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Resources ◽  
Equation Modeling ◽  
Health Development ◽  
Development Framework ◽  
Health Model ◽  
Negative Health Outcomes

Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate—selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees. Applying a theory-driven and a data-driven approach, measures which were generally relevant for all employees were selected. Results from structural equation modeling indicated that the model fitted the data. Multiple group analyses indicated invariance across six organizations, gender, job positions, and three times of measurement. Initial evidence was found for the validity of an expanded JD-R health model. Thereby this study contributes to the current research on job characteristics and health by combining the core idea of the JD-R model with the broader concepts of salutogenic and pathogenic health development processes as well as both positive and negative health outcomes.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

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

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.

Job Burnout: toward an Integration of Two Dominant Resource-Based Models

2010 ◽  
Vol 107 (1) ◽  
pp. 193-208 ◽  
Author(s):  
Syed Akhtar ◽  
Jenny S. Y. Lee
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Response Rate ◽  
Job Demands ◽  
Job Burnout ◽  
Job Resources ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Managerial Positions ◽  
Conservation Of Resources Model

The goal of this study was to integrate the job demands-resources model and the conservation of resources model of job burnout into a unified theoretical framework. The data were collected through a mail questionnaire survey among nurses holding managerial positions in the Hospital Authority of Hong Kong. From a computer-generated random sample of nurses, 543 (84.3% women) returned usable surveys, amounting to a response rate of 24.2%. Structural equation modeling was used to test the proposed paths originating from job demands and job resources to the core job burnout dimensions, namely, emotional exhaustion and depersonalization. Results supported the integrated model, indicating that job demands and job resources had differing effects on the burnout dimensions. The effect of job demands was stronger and partially mediated the effect of job resources. Implications of the results from this study on management practices were discussed.

scholarly journals Job demands and resources and their associations with early retirement intentions through recovery need and work enjoyment

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Bert Schreurs ◽  
Nele De Cuyper ◽  
I.J. Hetty Van Emmerik ◽  
Guy Notelaers ◽  
Hans De Witte
Keyword(s):  
Older Workers ◽  
Early Retirement ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Resources ◽  
Equation Modeling ◽  
Necessary Condition ◽  
Work Enjoyment ◽  
Health Impairment ◽  
Motivational Process

Orientation: Job characteristics play a major role in shaping employees’ early retirement decisions.Research purpose: The objective of this study was to examine the mechanisms through which job characteristics associate with early retirement intention, using the Job Demands-Resources (JD-R) model as a theoretical framework.Motivation of the study: Early retirement presents a threat to existing health and pension systems, and to organisational functioning. Therefore, it is important to examine how workrelated factors contribute to early retirement decisions.Research design, approach and method: Two parallel processes were theorised to shape early retirement intention: a health impairment process (i.e. job demands → recovery need → early retirement intention) and a motivational process (i.e. job resources → work enjoyment → early retirement intention). Survey data were collected from a heterogeneous sample of 1812 older workers (age > 45). Structural equation modeling was used to test the hypotheses.Main findings: Job demands and job resources were both associated with work enjoyment, which was associated with early retirement intention. Recovery need did not add to the prediction of early retirement intention.Practical/managerial implications: To retain older workers, companies should promote work conditions and practices that keep older workers motivated. Good health may be a necessary condition for retaining older workers, but it does not appear to be a sufficient one.Contribution/value-add: The results suggest that – for early retirement intention – the motivational process is more prominent than the health impairment process.

Beyond the Demand-Control Model

2010 ◽  
Vol 9 (1) ◽  
pp. 3-16 ◽  
Author(s):  
Arnold B. Bakker ◽  
Marc van Veldhoven ◽  
Despoina Xanthopoulou
Keyword(s):  
Organizational Commitment ◽  
Performance Feedback ◽  
Structural Equation ◽  
Strong Support ◽  
Job Demands ◽  
Well Being ◽  
Control Model ◽  
Job Resources ◽  
Equation Modeling ◽  
Demand Control

This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were significant for task enjoyment and 13 of the 16 interactions were significant for organizational commitment. Job resources (skill utilization, learning opportunities, autonomy, colleague support, leader support, performance feedback, participation in decision making, and career opportunities) predicted task enjoyment and organizational commitment particularly under conditions of high job demands (workload and emotional demands). These findings clearly expand the Demand-Control model and support the JD-R model. Moreover, the results illustrate what managers can do to secure employee well-being.

scholarly journals Job Demands-Control model and employees’ mental health: The mediate role of work-family conflict

Psicologia ◽  
2020 ◽  
Vol 34 (1) ◽  
pp. 13-23
Author(s):  
Maria José Chambel ◽  
Vânia Sofia Carvalho ◽  
Mariana Neto
Keyword(s):  
Mental Health ◽  
Family Conflict ◽  
Structural Equation ◽  
Service Sector ◽  
Job Demands ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

This paper has two goals: examine the effect of job characteristics proposed in the Job Demands-Control (JDC) model on work-family conflict (WFC) and the effect of this variable on employees’ mental health; examine the mediate role of WFC between these job characteristics and employees’ mental health. The hypotheses, using structural equation modeling, were tested with cross-lagged analyses based on two waves over a 6-months period in a sample of 958 employees with different functions in a Portuguese organization from service sector. The findings show that job demands are significant in determining WFC, which in turn mediates the relationship between these job characteristics and employees’ mental health six months later. No relationship is found between job control and WFC. The paper highlights the relevance to intervene on job demands and WFC to control employees´ mental health.

Reciprocal Relationships Between Job Demands, Job Resources, and Recovery Opportunities

2012 ◽  
Vol 11 (2) ◽  
pp. 86-94 ◽  
Author(s):  
Alfredo Rodriguez-Muñoz ◽  
Ana I. Sanz-Vergel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Structural Equation ◽  
Time Lag ◽  
Job Demands ◽  
Job Resources ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Reciprocal Relationships ◽  
Positive Effects ◽  
Negative Effect ◽  
Longitudinal Relationships

The aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job demands, job resources, and recovery opportunities over time. The sample was composed of 502 employees from a chemical processing company in the Netherlands, and we used a time lag of 1 year. Results of structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workload was negatively related and autonomy positively related to Time 2 (T2) recovery opportunities. Additionally, T1 recovery opportunities had a negative effect on T2 workload and positive effects on autonomy and feedback. Overall, the findings suggest the presence of a positive upward spiral between job demands, job resources, and recovery opportunities.

Organizational resources, organizational engagement climate, and employee engagement

2018 ◽  
Vol 23 (1) ◽  
pp. 67-85 ◽  
Author(s):  
Simon Albrecht ◽  
Emil Breidahl ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Resources ◽  
Equation Modeling ◽  
Organizational Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Engagement ◽  
Positive Direct

Purpose The majority of job demands-resources (JD-R) research has focused on identifying the job demands, job resources, and personal resources that influence engagement. The purpose of this paper is to assess the significance of proposed associations between organizationally focused resources, organizational engagement climate, and engagement. Design/methodology/approach The authors tested a model proposing that six specific organizational resources would have positive associations with organizational engagement climate, and positive direct and indirect associations with job resources and employee engagement. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were conducted on cross-sectional survey data provided by 1,578 employees working in a range of different organizations. Findings The CFA and SEM analyses yielded good fit to the data. As proposed, all six organizational resources were positively associated with organizational engagement climate. Four were positively associated with job resources, and two were positively associated with engagement. Organizational engagement climate was positively associated with job resources and employee engagement. Significant indirect relationships were also observed. Research limitations/implications Despite self-reported data and a cross-sectional design, tests of common method variance did not suggest substantive method effects. Overall, the results contribute new insights about what may influence engagement, and highlight the importance of organizational engagement climate as a motivational construct. Practical implications The research offers up potentially useful measures of six organizational resources and a measure of organizational engagement climate that can complement and broaden the current focus on job-level diagnostics. As such, targeted management action and survey feedback processes can be used to identify processes to build sustainable organizational engagement capability. Originality/value No previous research has identified a comprehensive set of organizational resources, operationalized organizational engagement climate, or examined their relationships within a JD-R context. The results suggest that the JD-R can perhaps usefully be extended to include more organizationally focused constructs.

scholarly journals The determinants of burnout and professional turnover intentions among Canadian physicians: application of the job demands-resources model

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Denis Chênevert ◽  
Steven Kilroy ◽  
Kevin Johnson ◽  
Pierre-Luc Fournier
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Job Demands ◽  
Intention To Leave ◽  
Job Resources ◽  
Equation Modeling ◽  
Physician Burnout ◽  
Work Family Conflict ◽  
Cross Sectional Survey ◽  
Cross Sectional

Abstract Background Burnout among physicians is growing at an exponential rate and many are leaving the profession. Nevertheless, the specific antecedents and intermediary stages involved in predicting their professional turnover intentions are not fully clear. Purpose We apply the Job Demands-Resources model and investigate an innovative model which predicts physician burnout and its ultimate consequences on professional turnover intentions. Methodology/approach Structural equation modeling was used on cross-sectional survey data from a sample of 407 Canadian physicians. Results/conclusions Job demands (work stress, work overload, and work-family conflict) and job resources (patient recognition and meaning at work) influence intention to leave the profession through a two stage health-impairment and motivational process related to health problems and professional commitment, respectively. Practical implications This study identifies key job resources and job demands which predict physician burnout and professional turnover intentions thereby pinpointing which levers managers can use improve their health and retain them in the profession.

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