scholarly journals PROCESS OF WORK ABILITY DEVELOPMENT IN THE LIGHT OF JOB DEMANDS-RESOURCES MODEL

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Łukasz Baka ◽  
Keyword(s):  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Job Resources ◽  
Cognitive Demands ◽  
Emotional Demand ◽  
Organizational Resource ◽  
State Administration ◽  
Emotional Demands ◽  
Positive Effect

Drawing from job demand – resources model the study aimed to identify the mechanism of development work ability. Specifically, the direct effect of job resources on work ability and the indirect effects of work engagement were investigated. Three types of job resources (e.g. task resource, organizational resource and interpersonal resource) were taken into account. The moderation effects of cognitive and emotional demand on the job resources – work engagement link were also tested. Data were collected among 414 employees of the state administration. The results confirmed both the direct and indirect effect, but the last one was more stronger. The three types of job resources intensified work engagement and this, in turn increased level of work ability. Two-way interactional effects (resources x demands) were supported weakly. Only two of the six effects were statistically significant. Cognitive demands intensified the positive effect of interpersonal resources on work engagement. Emotional demands, in turn reduced the relation. The three-way interactional effect turned out to be significant. The highest level of work engagement was observed in group of employees with high interpersonal resources, high cognitive demands and low emotional demands. The findings provide further insight into processes leading to development of work ability. Key words: work ability, work engagement, job demands – resources model

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 Investigating Work Engagement of Highly Educated Young Employees through Applying the Job Demands-Resources Model

2021 ◽  
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Job Demands ◽  
Job Resources ◽  
Employee Voice ◽  
Highly Educated ◽  
Older Employees ◽  
Private And Public ◽  
Emotional Demands ◽  
Public Sectors

This study aims to investigate the applicability of the job demands and resources (JD-R) model. While prior studies tend to focus on older employees, we investigate the potentially effective job resources and demands specifically for the highly educated young individuals that are the future of any organization. We collected primary cross-sectional data from 155 respondents in Indonesia with master’s or doctoral degrees, under 40 years of age, currently working in public and private sectors. Participants completed an online questionnaire by following a link distributed by email. PLS-SEM was used to analyze data regarding the relationships between job resources (perceived organizational support (POS) and employee voice), job demands (emotional demands), and work engagement. Our results indicated the relationships for POS positively and emotional demands negatively with work engagement, while employee voice was not significantly correlated with work engagement. Emotional demands are considered to be perceived as stress rather than opportunity. Furthermore, emotional demands did not moderate the correlation of POS and employee voice with work engagement. A multi-group analysis found no significant differences between employees in the private and public sectors. The results showed the JD-R model was partially applicable. This study is one of few seeking to apply the JD-R model to highly educated young employees in the private and public sectors. The specific results of this study will provide insight for the organizations employing such individuals.

scholarly journals De invloed van werkeisen en hulpbronnen op uitputting en bevlogenheid

2008 ◽  
Vol 24 (3) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
Peter Smulders ◽  
John Taverniers
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Task Complexity ◽  
Job Demands ◽  
Work Load ◽  
Job Resources ◽  
Significant Positive Effect ◽  
Negative Effect ◽  
Main Effects ◽  
Positive Effect

Job demands and job resources and their relation to emotional exhaustion and work engagement Job demands and job resources and their relation to emotional exhaustion and work engagement In this study we perform an additive (only main effects) and a multiplicative (also interactions between all work characteristics) test of the JD-R model on a large, heterogeneous and representative sample of the Dutch working population. All job demands under investigation – work load, WHI, task complexity, emotional and physical demands – have a significant positive effect and all job resources – autonomy, learning possibilities, job security and social support from management and colleagues – have a significant negative effect on emotional exhaustion. Also, these job resources, but not the job demands, have a significant positive effect on work engagement. Contrary to our hypothesis, task complexity has a significant positive effect on work engagement. Our results show that the multiplicative variant of the JD-R model has no surplus value over the additive variant. Only a small amount of the interaction effects based on the buffer hypothesis prove to be significant. However, as assumed in our amplifier hypothesis, some of the interactions between job demands and between job resources are significant.

scholarly journals Burnout and engagement of reformed church ministers

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Chenelle Buys ◽  
Sebastiaan Rothmann
Keyword(s):  
Work Engagement ◽  
Survey Design ◽  
General Health Questionnaire ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Well Being ◽  
Job Resources ◽  
Reformed Church ◽  
Emotional Demands ◽  
Job Demands And Resources

Orientation: The ministry is one occupation where burnout is increasingly considered to be a consequence of the problems with which ministers have to cope. However, few studies focused on the positive antipode of a minister’s work.Research purpose: The objective of this study was to investigate the effects of job-demands and job-resources on ministers’ burnout and engagement. Congregational commitment and health were included as possible consequences of burnout and engagement.Motivation for the study: Ministers’ well-being has become an important topic for both researchers and practitioners.Research design, approach and method: A survey design with a non-probability, purposive voluntary sample of 115 ministers was used. The Job-Demands–Resources Questionnaire, Maslach Burnout Inventory, Work Engagement Scale, General Health Questionnaire, and Congregational Commitment Scale were administered.Main findings: Regression analysis indicated that the pace, amount of work and emotional demands were indicators of burnout while growth opportunities, social support and job significance were indicators of engagement. Furthermore, it was found that exhaustion predicted somatic symptoms and depression, while mental distance predicted depression. Engagement predicted social functioning and affective commitment.Practical implications: Interventions should be implemented to help ministers deal more effectively with any burnout symptoms experienced in order to prevent ministers who are already showing signs of burnout from getting sick to increase their engagement and to rehabilitate individuals who are ill as a result of the work place.Contribution: The study contributes to knowledge regarding the effects of job-demands and resources on the well-being of ministers.

scholarly journals The Impact Of Job Demands And Resources On Job Crafting

2017 ◽  
Vol 33 (4) ◽  
pp. 827 ◽  
Author(s):  
Sang-Hoon Lee ◽  
Yuhyung Shin ◽  
Seung Ik Baek
Keyword(s):  
Job Stress ◽  
Work Engagement ◽  
Organizational Context ◽  
Job Demands ◽  
Rate Of Change ◽  
Job Crafting ◽  
Job Resources ◽  
Survey Method ◽  
Emotional Demands ◽  
The Impact

Organizations are constantly under pressure for survival in the current highly volatile work environment. This change has been accelerated by trends such as smart work environments and artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical data extracted from 172 subjects currently working in organizations. By commissioning a questionnaire survey method and hierarchical regression analysis, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context induce job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress. In general, job resources (i.e., job autonomy and performance feedback) predicted work engagement, while job demands (i.e., work overload, emotional demands, and technology demands) affected job stress. Also, job demands and job resources both influenced task job crafting, while emotional demands were related to cognitive and relational job crafting, implying different paths between demands and resources and various job crafting activities. In addition, three job crafting dimensions affected work engagement, while only relational job crafting positively affected job stress. 

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

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.

Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships

2017 ◽  
Vol 59 (4) ◽  
pp. 369-376 ◽  
Author(s):  
Anja Van den Broeck ◽  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Maarten Sercu ◽  
Martijn Schouteden ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Resources

Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

2006 ◽  
Vol 19 (4) ◽  
Author(s):  
Jan de Jonge ◽  
Maria C.W. Peeters ◽  
Pascale M. Le Blanc
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Job Demands ◽  
Emotion Work ◽  
Job Resources ◽  
Work Outcomes ◽  
Care Workers ◽  
Emotional Demands ◽  
Positive Work

Emotion work and positive work outcomes: The role of specific job resources Emotion work and positive work outcomes: The role of specific job resources J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367 This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

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