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 De oudere werknemer na de kredietcrisis

2009 ◽  
Vol 25 (1) ◽  
Author(s):  
Peter Smulders
Keyword(s):  
The Netherlands ◽  
Empirical Evidence ◽  
Work Stress ◽  
Practical Implication ◽  
Job Demands ◽  
Interaction Effects ◽  
Job Resources ◽  
Negative Effects ◽  
Work Related ◽  
Related Stress

The effect of demands and resources on work stress in the Netherlands and Flanders The effect of demands and resources on work stress in the Netherlands and Flanders In this article, four large samples of the Dutch (2002 and 2004) and Flemish (2004 and 2007) working population are used to test the robustness of a research model, based on the Job Demands-Resources model. The aim is to find empirical evidence for the context independence and generalisability of the main and interaction effects in the model. Results are compared both in time and between regions. The hypothesised main effects proved to be significant in all four datasets: job demands induce and job resources reduce work related stress. No empirical evidence is found for the generalisability of the hypothesised interaction effects. We conclude that these buffering and amplifying interaction effects seem to be context dependent, i.e., dependent on measurement year and country or region. The practical implication of the study is that one may not assume that job resources buffer the negative effects of job demands on work stress. Thus, managing work stress is best helped by limiting work pressure and home-work interference.

Onderzoeksnotitie: De voorspelling van werkstress in Nederland en Vlaanderen

2009 ◽  
Vol 25 (1) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
John Taverniers ◽  
Peter Smulders
Keyword(s):  
The Netherlands ◽  
Empirical Evidence ◽  
Work Stress ◽  
Practical Implication ◽  
Job Demands ◽  
Interaction Effects ◽  
Job Resources ◽  
Negative Effects ◽  
Work Related ◽  
Related Stress

The effect of demands and resources on work stress in the Netherlands and Flanders The effect of demands and resources on work stress in the Netherlands and Flanders In this article, four large samples of the Dutch (2002 and 2004) and Flemish (2004 and 2007) working population are used to test the robustness of a research model, based on the Job Demands-Resources model. The aim is to find empirical evidence for the context independence and generalisability of the main and interaction effects in the model. Results are compared both in time and between regions. The hypothesised main effects proved to be significant in all four datasets: job demands induce and job resources reduce work related stress. No empirical evidence is found for the generalisability of the hypothesised interaction effects. We conclude that these buffering and amplifying interaction effects seem to be context dependent, i.e., dependent on measurement year and country or region. The practical implication of the study is that one may not assume that job resources buffer the negative effects of job demands on work stress. Thus, managing work stress is best helped by limiting work pressure and home-work interference.

scholarly journals Using the Job Demands–Resources Model to Evaluate Work-Related Outcomes Among Norwegian Health Care Workers

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402094743
Author(s):  
Sabine Kaiser ◽  
Joshua Patras ◽  
Frode Adolfsen ◽  
Astrid M. Richardsen ◽  
Monica Martinussen
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Service Quality ◽  
Health Care Professionals ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Work Related

The job demands-resources (JD-R) model was used to evaluate work-related outcomes among 489 health care professionals working in public health services for children and their families in Norway. In accordance with the JD-R model, the relationship of job demands and job resources with different outcomes (turnover intention, job satisfaction, and service quality) should be mediated through burnout and engagement. The results of the multilevel structural equation model analysis indicated good model fit: The χ2/degrees of freedom ratio was 1.54, the root mean square error of approximation was .033, and the Tucker Lewis index and comparative fit index were both .92. Job demands were positively associated with burnout; job resources were positively related to engagement and negatively related to burnout. Burnout was positively related to turnover intention and negatively related to job satisfaction and service quality. Engagement was inversely related to the outcome variables. Both job demands and job resources are important predictors of employee well-being and organizational outcomes.

scholarly journals Prospective study of job stress and risk of infections in Swedish adults

2020 ◽  
Vol 77 (10) ◽  
pp. 681-690
Author(s):  
Francesca Ghilotti ◽  
Torbjörn Åkerstedt ◽  
Rino Bellocco ◽  
Hans-Olov Adami ◽  
Ylva Trolle Lagerros
Keyword(s):  
Job Strain ◽  
Cox Model ◽  
Job Control ◽  
Upper Respiratory Tract ◽  
Swedish Version ◽  
Work Related ◽  
Job Demand ◽  
National Patient ◽  
Related Stress ◽  
Tract Infections

ObjectivesPsychological stress may influence both susceptibility and severity of infections. Although work-related stress is a widespread concern among many employees, few studies have been conducted with the focus on work stressors and infections. We therefore aimed to investigate this association in a prospective cohort study.MethodsOur study included 25 029 employed individuals who filled-out a questionnaire in September 1997 and were followed through record linkages until retirement or December 2016. Work stress was assessed at baseline using a Swedish version of the Demand-Control Questionnaire, whereas hospital contacts related to infections were identified from the National Patient Register. We fitted extensions of the standard Cox model to account for recurrent infections.ResultsIn total, we observed 8257 infections. Individuals in the third tertile of job demand had a 13% higher hazard of infections (HR=1.13; 95% CI=1.03 to 1.24) compared with individuals in the first tertile, specifically an increased incidence of upper respiratory tract infections (HR=1.15; 95% CI=1.00 to 1.33) and urinary tract infections (HR=1.31; 95% CI=1.09 to 1.57) was found. Employees with the highest job control (third tertile) had no lower risk of infections than individuals in the lowest tertile (HR=1.02; 95% CI=0.92 to 1.13). When combining the demand and control dimensions into job strain scale, no association between high job strain and infections was observed (HR=1.08; 95% CI=0.97 to 1.21).ConclusionHigh job demand, but not low job control, is associated with an increased occurrence of infections. No difference was observed in workers with high strain jobs compared with those with low strain jobs.

scholarly journals Mentally tiring work and type 2 diabetes in women: a 22-year follow-up study

2019 ◽  
Vol 180 (4) ◽  
pp. 257-263
Author(s):  
Guy Fagherazzi ◽  
Gaelle Gusto ◽  
Douae El Fatouhi ◽  
Francesca Romana Mancini ◽  
Beverley Balkau ◽  
...  
Keyword(s):  
Type 2 Diabetes ◽  
Job Demands ◽  
Diabetes Risk ◽  
Work Related Stress ◽  
Overweight Women ◽  
Work Related ◽  
Increased Risk ◽  
Related Stress ◽  
Incident Cases

Hypothesis Previous work suggested no or inconsistent associations between components of work-related stress and type 2 diabetes risk, but suggested sex-specific differences should be further investigated, as women potentially had higher risks. Methods We analyzed data from 73 517 women, mostly teachers, from the E3N cohort study followed for 22 years (1992–2014), to study the association between mentally tiring work, used as a proxy of job demands, and type 2 diabetes risk. Univariate and multivariable Cox regression models were used to estimate hazard ratios and 95% confidence intervals. Results A total of 4187 incident cases of type 2 diabetes cases were observed. There was a higher type 2 diabetes risk for women with a ‘Very mentally tiring work’ when compared to women with ‘Little or not mentally tiring work’ (HR = 1.21 (1.09–1.35)). This association was independent of unhealthy lifestyle and traditional metabolic factors. An interaction between mentally tiring work and BMI was detected (P < 0.0001), with a stronger association being observed in non-overweight women, HR = 1.26 (1.08–1.47) vs HR = 1.14 (0.98, 1.32), in overweight women. Conclusions We observed an increased risk of type 2 diabetes associated with mentally tiring work, used as a proxy of job demands. These observational results suggest the importance of taking into consideration the potential long-term metabolic impact of work-related stress for women working in a demanding environment. Increased support for such women should be investigated in intervention studies.

La dissonanza emotiva: un ulteriore fattore di stress lavorativo?

RISORSA UOMO ◽  
2009 ◽  
pp. 375-386
Author(s):  
Guido Sarchielli ◽  
Stefano Toderi ◽  
Ivan Gaetani ◽  
Carla Carvalho
Keyword(s):  
Work Environment ◽  
Cognitive Symptoms ◽  
Affective Experience ◽  
Emotional Dissonance ◽  
Stress Indicators ◽  
Psychosomatic Symptoms ◽  
Work Related ◽  
Job Demand ◽  
Related Stress ◽  
Demand Control

- Emotional dissonance has been conceptualized as a stressor anchored to the work environment. Coherently some researches showed that it predicts burnout beyond what is explained by classical stressors (job demand, control, support). The aim of the research was to evaluate on 134 teachers if the same results can be provided considering five indicators of stress, and if burnout mediates this relationship. Results showed that emotional dissonance predicts all the stress indicators. Burnout (emotional exhaustion) mediates for cognitive symptoms and positive affective experience, but not for psychosomatic symptoms, job satisfaction and negative affective experience. It is concluded that emotional dissonance should be included in work related stress management and prevention intervention.

Self-employment and work-related stress: The mediating role of job control and job demand

2017 ◽  
Vol 32 (2) ◽  
pp. 178-196 ◽  
Author(s):  
Jolanda Hessels ◽  
Cornelius A. Rietveld ◽  
Peter van der Zwan
Keyword(s):  
Job Control ◽  
Work Related Stress ◽  
Work Related ◽  
Mediating Role ◽  
Job Demand ◽  
Self Employment ◽  
Related Stress

scholarly journals A Job Demand–Resource Model of Satisfaction With Work–Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110061
Author(s):  
Farhan Sarwar ◽  
Siti Aisyah Panatik ◽  
Mohammad Saipol Mohd Sukor ◽  
Noraini Rusbadrol
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Psychological Capital ◽  
Job Demands ◽  
Job Resources ◽  
Resource Model ◽  
Job Demand ◽  
Family Balance ◽  
Work Family ◽  
Family Enrichment

Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct effect as well as an indirect effect on balance satisfaction via work-to-family conflict and work-to-family enrichment but not via psychological capital as a single mediator or one of the two serial mediators. Job resources had a direct effect and an indirect effect on balance satisfaction via work-to-family enrichment and work-to-family conflict and psychological capital. However, cross-over indirect effect was lower than differential salient hypothesized relationships. Importance performance analysis revealed work-to-family enrichment, job demands, psychological capital, and job resources as the most important predictors of balance satisfaction, work-to-family conflict, work-to-family enrichment, and psychological capital, respectively. The study found the importance of psychological capital as a developable personality resource along with contextual factors in shaping work–family outcomes. Several implications for theory and practice are also discussed.

scholarly journals RISK OF COVID-19 INFECTION AT WORK AND PSYCHO-PHYSICAL STRAIN: THE MODERATING ROLE OF NEGATIVE AFFECTIVITY

2021 ◽  
Author(s):  
Damiano Girardi ◽  
◽  
Alessandro De Carlo ◽  
Laura Dal Corso ◽  
Annamaria Di Sipio ◽  
...  
Keyword(s):  
Job Performance ◽  
Perceived Risk ◽  
Negative Affectivity ◽  
Well Being ◽  
Physical Symptoms ◽  
Self Report ◽  
Risk Of Infection ◽  
Physical Strain ◽  
Work Related ◽  
Job Demand

"The ongoing outbreak of COVID-19 is severely affecting many areas of everyday life, including family, education, and work. Hence, safety at work – both physical and psychological – plays a central role for organizations, which need to be productive while, at the same time, preserving employees' health and well-being. 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). We also proposed that negative affectivity (i.e., a dispositional dimension that reflects pervasive individual differences in negative emotionality and self-concept; NA) may be conceived as a personal demand, that is, an individual characteristic that hinders employees' abilities to effectively cope with their work environment. Hence, according to the health impairment process of the JD-R, in this study we hypothesized that the perceived risk of being infected at work (PRIW) is positively associated with psycho-physical strain (i.e., stress-related psycho-physical symptoms), which, in its turn, is negatively associate with employees’ job performance. We also hypothesized that NA affects the association between PRIW and psycho-physical strain, which is expected to be stronger for high-NA individuals. The study was carried out on a sample of 353 workers who completed a self-report questionnaire aimed at determining PRIW, NA, psycho-physical strain, and job performance. Data were analyzed using path analysis. Results showed that PRIW was positively associated with psycho-physical strain, which, in its turn, was negatively associate with job performance. The association between PRIW and job performance was not significant. Interestingly, NA moderated the association between PRIW and psycho-physical strain, which was stronger for high-NA individuals, and not significant for low-NA individuals. Overall, this study suggests that the JD-R can be successfully applied to safety at work during the ongoing outbreak of COVID-19. In line with the JD-R, PRIW (a job demand) was negative associated with workers' health and job performance, although indirectly in the latter case. Moreover, NA (a personal demand) exacerbated the association between PRIW and psycho-physical strain. From a practical standpoint, this study suggests that organizations should provide workers with adequate job resources to manage the risk of infection and achieve their objectives safely (i.e., primary prevention). Furthermore, in terms of secondary prevention, interventions could help high-NA employees to develop skills to cope effectively with the risk of infection at work."

scholarly journals A Dual Path Model of Work-Related Well-Being in Healthcare and Social Work Settings: The Interweaving Between Trait Emotional Intelligence, End-User Job Demands, Coworkers Related Job Resources, Burnout, and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Alessio Tesi
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Equation Modeling ◽  
Trait Emotional Intelligence ◽  
End User ◽  
Work Related

Framing the job demands-resources (JD-R) model, the present study deepened how trait emotional intelligence (TEI, i.e., perception about one's own emotional realm) contributes to the work-related well-being of healthcare professionals. A total of 302 healthcare professionals were involved in the study and completed an anonymous self-report questionnaire. The results of the structural equation modeling revealed that TEI was directly and indirectly—mediated by end-user job demands—negatively associated with burnout, and directly and indirectly—mediated by coworkers related job resources— associated with work engagement. According to the health impairment and motivational processes of JD-R, the present study highlights that TEI could targets burnout and work engagement through different paths. The first path revealed that TEI would reduce burnout protecting by the insurgence harmful relationships with service end-users and the second showed that TEI would support work engagement sustaining the development of positive relationship with coworkers.

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