The Effects of Job Demands on Job Stress: The Moderating Effects of Job Control and Procedural Justice

The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.

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Core Self-Evaluations

European Psychologist ◽

10.1027/1016-9040.13.2.96 ◽

2008 ◽

Vol 13 (2) ◽

pp. 96-102 ◽

Cited By ~ 51

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.

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Job Demands and Job Control as Predictors of Depressive Symptoms: Moderating Effects of Negative Childhood Socioemotional Experiences

Stress and Health ◽

10.1002/smi.2632 ◽

2015 ◽

Vol 32 (4) ◽

pp. 383-394 ◽

Cited By ~ 5

Author(s):

Laura Pulkki-Råback ◽

Marko Elovainio ◽

Marianna Virtanen ◽

Mika Kivimäki ◽

Mirka Hintsanen ◽

...

Keyword(s):

Depressive Symptoms ◽

Job Demands ◽

Job Control ◽

Moderating Effects ◽

Socioemotional Experiences

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Job Strain in Physical Therapists

Physical Therapy ◽

10.2522/ptj.20080322 ◽

2009 ◽

Vol 89 (9) ◽

pp. 946-956 ◽

Cited By ~ 46

Author(s):

Marc A. Campo ◽

Sherri Weiser ◽

Karen L. Koenig

Keyword(s):

Work Environment ◽

Job Stress ◽

Job Strain ◽

Physical Therapists ◽

Job Demands ◽

Psychosocial Work Environment ◽

Job Control ◽

Psychosocial Work ◽

Work Related

BackgroundJob stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed.ObjectiveThe purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain.DesignThis was a prospective cohort study with a 1-year follow-up period.MethodsParticipants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders.ResultsCompared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain.LimitationsThe JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias.ConclusionsPhysical therapists’ views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other factors, when choosing a job.

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Association between organizational inequity and incidence of psychiatric disorders in female employees

Psychological Medicine ◽

10.1017/s0033291702006591 ◽

2003 ◽

Vol 33 (2) ◽

pp. 319-326 ◽

Cited By ~ 85

Author(s):

M. KIVIMÄKI ◽

M. ELOVAINIO ◽

J. VAHTERA ◽

M. VIRTANEN ◽

S. A. STANSFELD

Keyword(s):

Mental Health ◽

Social Support ◽

Procedural Justice ◽

Psychiatric Disorders ◽

Odds Ratio ◽

Job Demands ◽

Job Control ◽

Work Related ◽

Relational Justice ◽

Female Employees

Background. Prior research on work-related factors in the aetiology of psychiatric disorders has been concentrated on job control, job demands and social support. To broaden the view to managerial procedures, we examined whether the extent to which employees are treated with equity in the workplace predicts their mental health. Organizational equity refers to decision-making procedures, which are consistently applied, open, correctable and include input from affected parties (procedural justice). It also refers to respectful and considerate treatment of individuals by supervisors (relational justice).Method. A cohort of 1786 female hospital employees with no psychiatric disorder at baseline responded to a questionnaire on organizational equity. From the responses, both an individual score and a work unit mean score were assigned to each participant. The outcome was new reports of doctor-diagnosed psychiatric disorders during the 2-year follow-up. Odds ratios and 95% confidence intervals were corrected for clustering of the data.Results. After adjustment for age and salary, odds ratio of new psychiatric disorders for self-reported low procedural justice was 1·9 (95% CI 1·1 to 3·2). Corresponding odds ratio for low procedural justice, as assessed with work unit mean scores, was 1·7 (95% CI 1·5 to 2·0). These associations remained statistically significant after additional adjustment for mental distress at baseline and job control, job demands and social support. Relational justice did not predict psychiatric disorders.Conclusion. Research on organizational equity provides new information about potential work-related determinants of mental health. Low procedural justice seems to be an independent risk factor for psychiatric disorders in female employees.

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