The effect of personality, job demand, and job control on job stress

2007 ◽  
Vol 20 (1) ◽  
pp. 1-20 ◽  
Author(s):  
박량희 ◽  
Tae-Yong Yoo
Keyword(s):  
Job Stress ◽  
Job Control ◽  
Job Demand

scholarly journals The Impact of Employee’s Job Stress on Staff’s Job Performance at Administrative Office in Bahagian Samarahan, Sarawak

2020 ◽  
Vol 15 (1) ◽  
pp. 89-97
Author(s):  
Norlina Mohamed Noor ◽  
Juliza Salleh ◽  
Aida Nabilah Abdul Rafil ◽  
Aiza Johari
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Time Pressure ◽  
Two Dimensions ◽  
Job Control ◽  
Stress Factors ◽  
Future Research ◽  
Job Demand ◽  
The Impact ◽  
Skill Discretion

Job performance refers to an employee’s proficiency to perform well in achieving goals and behaviors which involve deliberate arts that are useful to the organization. Job performance can be improved if the employees manage to handle their job stress. This study investigates the significant effects and the relationships between job stress factors and job performance among the staffs at Pejabat Residen, Bahagian Samarahan, Sarawak. This study utilizes Job Demands-Control (JDC) Model by Karasek, which focuses on job demand and job control groups. Job demand consists of two dimensions; workload and time pressure while job control incorporates skill discretion and decision authority. One hundred questionnaires were conveniently distributed, and only 91 were returned and considered usable. This study used correlation and Multiple Linear Regression (MLR) analysis using SPSS version 25. The results show that job demand, job control, workload and time pressure had a significant relationship towards job performance. When the candidates had adequate time, decision-making empowerment and task-related skills, the employees could perform better. Among the predictors investigated, workload and skill discretion showed a significant effect on job performance. The recommendation for future research was also discussed and highlighted.

scholarly journals Job Stress, Depression and Work-to-Family Conflict

2006 ◽  
Vol 60 (3) ◽  
pp. 510-539 ◽  
Author(s):  
Jean E. Wallace
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Job Control ◽  
Full Time ◽  
Support Functions ◽  
Stress Effects ◽  
Domain Specific ◽  
Job Demand ◽  
Main Effect ◽  
Demand Control

In this paper, the Job Demand-Control (JDC) model is used to predict depression and work-to-family conflict for married lawyers working full-time. The objectives of this paper are: (1) to determine whether the JDC model applies to work-to-family conflict; (2) to incorporate domain-specific job demand and job control variables; and (3) to examine a wider array of different forms of social support. First, the JDC model also helps explain work-to-family conflict. Second, domain-specificity does not appear key to documenting the buffering effects for job control. Third, spouse’s support of one’s career has the strongest main effect on both depression and work-to-family conflict, whereas coworker support functions as a moderator of lawyers’ job demands and has both buffering and amplifying effects. This paper closes by discussing the possible conditions under which members of support systems may transfer or exacerbate stress effects rather than alleviate them.

scholarly journals Domestic work stress and self-rated psychological health among women: a cross-sectional study in Japan

2019 ◽  
Vol 24 (1) ◽  
Author(s):  
Eri Maeda ◽  
Kyoko Nomura ◽  
Osamu Hiraike ◽  
Hiroki Sugimori ◽  
Asako Kinoshita ◽  
...  
Keyword(s):  
Job Stress ◽  
Work Stress ◽  
Psychological Health ◽  
Domestic Work ◽  
Job Control ◽  
Paid Work ◽  
Family Conflicts ◽  
Cross Sectional ◽  
Job Demand ◽  
Work Family

Abstract Background Despite the huge burden of domestic work on women in Japan, its effects on their health have been poorly investigated. We aimed to assess the association between domestic work stress and self-rated psychological health among women. Methods We conducted a cross-sectional survey using an online social research panel in February 2018. Participants were 2,000 women with paid work (the “workers” group) and 1,000 women without paid work (the “homemakers” group), aged between 25 and 59 years old and living with a partner. Self-rated psychological health (Mental Health and Vitality scales of the Japanese SF-36), occupational and domestic work stress (the Brief Job Stress Questionnaire), the 10-item Work–Family Conflict Scale, and sociodemographic factors were assessed. Results The workers had lower domestic job control and higher support from a partner and their parents than the homemakers (p < 0.001), whereas domestic job demand and psychological health were similar between the groups. After adjustment for the covariates using multiple linear regression models, better psychological health was significantly associated with lower domestic job demand, higher domestic job control, and having a young child in both groups. In addition, work–family conflicts and occupational job stress among the workers and caregiving among the homemakers showed negative associations with psychological health. Conclusion Self-rated psychological health in women was associated with domestic work stress regardless of employment status. To promote women’s health, we need to take into account the effects of domestic work, work–family conflicts, and social support from families, as well as occupational factors.

The Longitudinal Relationship Between Speech Recognition in Noise, Need for Recovery After Work, Job Demand, and Job Control Over a Period of 5 Years

2021 ◽  
Vol Publish Ahead of Print ◽  
Author(s):  
Lisette M. van Leeuwen ◽  
Thadé Goderie ◽  
Marieke F. van Wier ◽  
Birgit I. Lissenberg-Witte ◽  
Ulrike Lemke ◽  
...  
Keyword(s):  
Speech Recognition ◽  
Job Control ◽  
Need For Recovery ◽  
Job Demand ◽  
Speech Recognition In Noise

Job demand and control among clinical nurses in a provincial hospital and related factors: Results from a cross-sectional study in 2020.

2021 ◽  
Vol 05 (02) ◽  
pp. 20-30
Author(s):  
Thi Thu Thuy Tran ◽  
◽  
Thi Huong Nguyen ◽  
Van Bang Nguyen ◽  
Thi Thanh Xuan Le
Keyword(s):  
Well Being ◽  
Job Control ◽  
Work Environments ◽  
Related Factors ◽  
Cross Sectional ◽  
Clinical Nurses ◽  
Provincial Hospital ◽  
Job Demand ◽  
Study Participants ◽  
Night Shifts

Objective: This study aimed to examine the psychological work environments and associated factors among clinical nurses in a provincial tertiary hospital in the North of Vietnam in 2020. Methods: A cross-sectional survey was conducted among all nurses of 22 clinical wards who directly provided care to patients. 261/318 eligible nurses returned the self-reported survey questionnaires that consisted of the Vietnamese version of the Job Content Questionnaire 22 items and originally developed questions on personal characteristics and work conditions. Descriptive analysis, t-test, ANOVA, and multivariate linear regressions were applied to describe the current job demand, job control, and related factors at the significant level p less than 0.05. Results: The response rate of the current study was 82.1%. Nurses reported moderate job demand (29.39±3.64) and job control (66.86±5.79). Increased job control was significantly associated with more frequency of receiving support from superiors (p<0.001), a self-perceived opportunity of promotion (p = 0.011), and more night shifts per week (p=0.004). Less support from co-workers and more night shifts were associated with a higher job demand score among study participants (p = 0.041 and 0.002, respectively). Conclusions: Several nurses in the provincial hospital work in unfavorable work environments with high job demand and low job control, which could adversely affect nurses’ well-being. It is essential to promote social support at work to improve the psychological working conditions and performance of study participants. Keywords: Job demand, Job control, JCQ, clinical nurses, provincial hospital, Vietnam

Core Self-Evaluations

2008 ◽  
Vol 13 (2) ◽  
pp. 96-102 ◽  
Author(s):  
Geir Scott Brunborg
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Interaction Effect ◽  
Job Demands ◽  
Job Control ◽  
Job Outcomes ◽  
Southern Norway ◽  
And Control ◽  
Core Self ◽  
Main Effects

Core self-evaluations (CSE), a personality construct underlying self-esteem, locus of control, generalized self-efficacy, and neuroticism, has previously been found to relate strongly to job satisfaction. While previous research has shown relationships between personality traits and various adverse psychosocial job outcomes, no published studies have looked at the relationship between CSE and job stress. A study was conducted to test the effects of job demands, job control, and social support, as hypothesized in the job demand control support (JDCS) model, and the effect of CSE on job stress. Two hundred and twelve employees from 12 work places in southern Norway filled in a questionnaire consisting measures of job demands, job control, social support, CSE, and job stress. Initially, the results from hierarchical multiple regression analysis showed significant main effects of demands and control on job stress. However, when social support was included in the analysis, control was no longer significant. In addition, ANOVA showed that the two-way job demands × job control interaction effect, and the three way job demands × job control × social support interaction effect, as predicted by the JDCS model, were nonsignificant. The results showed a strong positive main effect of CSE on perceived job stress, and that CSE accounted for a large proportion of the variance in job stress. This is in accordance with studies that have shown relationships between other personality measures and job stress. The present study confirms the relevance of CSE for further research on links between personality and job stress.

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 The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

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