scholarly journals The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

PLoS ONE ◽  
2021 ◽  
Vol 16 (9) ◽  
pp. e0257197
Author(s):  
Alessandra Falco ◽  
Damiano Girardi ◽  
Laura Dal Corso ◽  
Murat Yıldırım ◽  
Daniela Converso
Keyword(s):  
Decision Making ◽  
Emotional Exhaustion ◽  
Perceived Risk ◽  
Job Demands ◽  
Workplace Safety ◽  
Self Report ◽  
Job Resources ◽  
Negatively Associated ◽  
Participation In Decision Making ◽  
Safety Systems

Safety at work, both physical and psychological, plays a central role for workers and organizations during the ongoing outbreak of COVID-19. Building on the job demands-resources (JD-R) model applied to safety at work, in this study we proposed that the perceived risk of being infected with COVID-19 at work can be conceptualized as a job demand (i.e., a risk factor for work-related stress), whereas those characteristics of the job (physical and psychosocial) that help workers to reduce or manage this risk can be conceived as job resources (i.e., protective factors). We hypothesized that the perceived risk of being infected at work is positively associated with emotional exhaustion. Furthermore, we hypothesized that job resources, in terms of safety systems, communication, decision-making, situational awareness, fatigue management, and participation in decision-making, are negatively associated with emotional exhaustion. We also hypothesized that job resources buffer the association between perceived risk and emotional exhaustion. Overall, 358 workers (meanage = 36.3±12.2 years) completed a self-report questionnaire, and the hypothesized relationships were tested using moderated multiple regression. Results largely supported our predictions. The perceived risk of being infected at work was positively associated with emotional exhaustion, whereas all the job resources were negatively associated with it. Furthermore, safety systems, communication, decision-making, and participation in decision-making buffered the relationship between the perceived risk of being infected at work and emotional exhaustion. In a perspective of prevention and health promotion, this study suggested that organizations should reduce the potential risk of being infected at work, whenever possible. At same time, those characteristics of the job that can help workers to reduce or manage the risk of infection should be strengthened.

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.

Effects of job resources factors on nurses job performance (mediating role of work engagement)

2018 ◽  
Vol 31 (8) ◽  
pp. 1000-1013 ◽  
Author(s):  
Muhammad Awais Bhatti ◽  
Norazuwa Mat ◽  
Ariff Syah Juhari
Keyword(s):  
Decision Making ◽  
Job Performance ◽  
Work Engagement ◽  
Factor Model ◽  
Job Characteristics ◽  
Job Security ◽  
Job Resources ◽  
Content Type ◽  
Worker Support ◽  
Participation In Decision Making

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Practical implications The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance. Originality/value Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

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.

Test of the job demand resources model in Thailand

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.

scholarly journals The Perceived Risk of Being Infected With COVID-19 at Work, Communication, and Employee Health: A Longitudinal Application of the Job Demands-Resources Model

2021 ◽  
Author(s):  
Alessandra Falco ◽  
Damiano Girardi ◽  
Alessandro De Carlo ◽  
Elvira Arcucci ◽  
Laura Dal Corso
Keyword(s):  
Perceived Risk ◽  
Protective Factor ◽  
Job Demands ◽  
Job Resources ◽  
Quality Information ◽  
Team Members ◽  
Work Related ◽  
Job Demand ◽  
Related Stress ◽  
Over Time

The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk factor for workers during the current COVID-19 pandemic. In line with the job demands-resources (JD-R) model applied to safety at work, in this longitudinal study we propose that PRIW can be conceptualized as a job demand, whereas communication (i.e., the exchange of good-quality information across team members) can be conceived as a job resource. Accordingly, we hypothesized that PRIW at Time 1 (T1) would positively predict psychophysical strain at Time 2 (i.e., four months later). Furthermore, we hypothesized that communication at T1 would negatively predict psychophysical strain at T2. Overall, 297 workers took part in the study. The hypothesized relationships were tested using multiple regression analysis. Results supported our predictions: PRIW positively predicted psychophysical strain over time, whereas communication negatively predicted psychophysical strain over time. Also, results did not change after controlling for age, gender, and type of contract. Overall, this study suggests that PRIW and communication can be considered as a risk and a protective factor for work-related stress, respectively. Hence, to promote more sustainable working conditions, interventions should encourage organizations to optimize the balance between job demands and job resources related to COVID-19.

scholarly journals Retiring early for being emotionally exhausted or staying committed at workplace: a mediation analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Himanshu Singla ◽  
Amandeep Singh ◽  
Pooja Mehta
Keyword(s):  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Early Retirement ◽  
Banking Sector ◽  
Job Demands ◽  
Mediating Effect ◽  
Job Resources ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Retirement Intentions

Purpose Based on the job demands–resources (JD-R) model, this study aims to answer a key research question, i.e. can the job characteristics (i.e. job demands and resources) affect intention to retire early? Additionally, a mediating effect of emotional exhaustion and organizational commitment on the relationships of job demands and job resources, respectively, with early retirement intentions has been explored in the study. Design/methodology/approach The data has been collected from survey of 450 employees from the banking sector in the state of Punjab (India). A structured questionnaire adapted from past literature has been used as survey instrument for the study. Partial least squares structural equation modelling has been applied in the study using latest version of SmartPLS (version 3.2.8) software. Findings Both job resources and job demands have a direct significant impact on early retirement intentions. Moreover, a significant partial mediation effect of emotional exhaustion and affective organizational commitment has also been found out on the relationship of job demands and job resources with early retirement intentions, respectively. Originality/value The study makes incremental contribution by highlighting the role of both deterrent and motivational factors that either instigate or discourage early retirement intentions among employees. It offers valuable insights for the organizations to use efforts for curtailing the excessive job demands that lead to emotional exhaustion and further result in early retirement intentions. Besides this, adequate job resources should be provided to the employees that lead to the development of affective organizational commitment, which further helps in sustaining the workforce until their actual retirement age.

Professioni ad alto contatto: lo stress e il burnout tra carico e relazione con il cliente in un'applicazione del modello Job demands - job resources

RISORSA UOMO ◽  
2013 ◽  
pp. 509-520
Author(s):  
Stefano Taddei ◽  
Mariella Caria ◽  
Bastianina Contena ◽  
Eva Venturini
Keyword(s):  
Emotional Exhaustion ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Personal Accomplishment ◽  
Job Resources ◽  
Specific Work ◽  
General Survey ◽  
Social Stressors

Attention to the interpersonal components made it possible to extend the study of burnout in professions characterized by constant contact with the customers. Using the Job Demands (JD) - Job Resources (JR) Model, this study aims to investigate a) whether specific work and relational JD can predict exhaustion and depersonalization; b) whether JR relating to employment can predict personal accomplishment. Surveyed 350 high contact workers who were given a questionnaire composed of a) Maslach Burnout Inventory - General Survey; b) Organizational Check-Up System and c) Customer- related Social Stressors scales. The results show substantial predictability of JD than emotional exhaustion and depersonalization and of JR than personal accomplishment, suggesting specific interventions for the prevention of burnout in high contact professions.

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