scholarly journals Health status as a personal resource: Analyzing associations between perceived illness severity, burnout, and work engagement amongst employees with autoimmune diseases

2021 ◽  
Author(s):  
Alexandra Cook ◽  
Alexander Zill
Keyword(s):  
Health Status ◽  
Autoimmune Diseases ◽  
Work Engagement ◽  
Job Demands ◽  
Epidemiological Data ◽  
Illness Severity ◽  
Chronic Illnesses ◽  
Future Research ◽  
Personal Resource ◽  
Perceived Illness

Epidemiological data suggest that the prevalence of autoimmune diseases is increasing. Although evidence implies that people with chronic illnesses experience higher levels of burnout, there are few available insights for developing preventative interventions. This paper builds on the job-demands resources model (JD-R) to investigate the association between impaired health, burnout, and work engagement. In two longitudinal studies, we test the effects of job demands and resources among employed people with autoimmune diseases and identify individual health status as a personal resource within the JD-R model to investigate the incremental effects of autoimmune illness severity on burnout. Study 1 investigated the effects of illness severity amongst 87 employees with inflammatory bowel diseases. Controlling for job characteristics, perceived illness severity was the strongest predictor of e burnout and predicted the vigor subdimension of work engagement. In study 2, we analyzed the effects of illness severity amongst 129 employees with multiple sclerosis and found similar effects of illness severity on both outcomes. Our studies provide important insights for employees with chronic illnesses and the organizations in which they work and give indications for theory development, future research, and the development of interventions.

The Conceptualization and Measurement of Job Crafting

2016 ◽  
Vol 60 (4) ◽  
pp. 173-186 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Future Research ◽  
Validity Study ◽  
German Version ◽  
Total N ◽  
Structure Reliability ◽  
German Speaking

Abstract. This research redefined the job demands–resources (JD-R) job crafting model ( Tims & Bakker, 2010 ) to resolve theoretical and empirical inconsistencies regarding the crafting of job demands and developed a German version of the Job Crafting Scale (JCS; Tims, Bakker, & Derks, 2012 ) in two separate studies (total N = 512). In Study 1 the German version of the JCS was developed and tested for its factor structure, reliability, and construct validity. Study 2 dealt with the validity of our redefined JD-R job crafting model. The results show that, like the original version, the German version comprises four job crafting types, and the German version of the JCS is a valid and reliable generic measure that can be used for future research with German-speaking samples. Evidence for the redefined JD-R job crafting model was based on findings relating job crafting to work engagement and emotional exhaustion.

Het Job Demands-Resources model

2013 ◽  
Vol 26 (4) ◽  
Author(s):  
Anja Van den Broeck
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Characteristics ◽  
Employee Motivation ◽  
Underlying Mechanism ◽  
Self Determination Theory ◽  
Doctoral Dissertation ◽  
Self Determination ◽  
Personal Resource ◽  
Job Challenges

The Job Demands-Resources model: A motivational analysis from Self-Determination Theory The Job Demands-Resources model: A motivational analysis from Self-Determination Theory This article concerns the doctoral dissertation of Van den Broeck (2010) which details employee motivation from two different recent perspectives: the job demands-resources model (JD-R model) and the self-determination theory (SDT). This article primarily highlights how the studies of this dissertation add to the JD-R model by relying on SDT. First, a distinction is made between two types of job demands: job hindrances and job challenges. Second, motivation is shown to represent the underlying mechanism of all relationships from job characteristics to burnout and work engagement, as detailed in the JD-R model. Finally, motivation is considered as a personal resource protecting employees from detrimental environmental influences and assisting them in making maximum use of beneficial job characteristics. In conclusion, this article highlights how the dissertation, based on a positive view on mankind, puts motivation to the fore in the JD-R model.

scholarly journals Perfectionistic Cognitions as Antecedents of Work Engagement: Personal Resources, Personal Demands, or Both?

2021 ◽  
Vol 7 (1) ◽  
Author(s):  
Marcel C. Schmitt ◽  
Elisabeth Prestele ◽  
Dorota Reis
Keyword(s):  
Work Engagement ◽  
Time Pressure ◽  
Job Demands ◽  
Personal Resources ◽  
Multilevel Regression ◽  
Daily Work ◽  
Personal Resource ◽  
Daily Diary Study ◽  
Unique Effect ◽  
Daily Time

Whereas personal resources have been established as a counterpart to external job resources in the Job Demands–Resources Theory, personal demands as a counterpart to job demands have been rather neglected. In this study, we propose that multidimensional perfectionism—in the form of daily perfectionistic cognitions—is a relevant personal characteristic for predicting daily work engagement in addition to and in its interplay with daily time pressure as a common job demand. 157 employees participated in a daily diary study for 15 workdays. As hypothesized, multilevel regression analyses yielded a positive unique effect of perfectionistic strivings cognitions and a negative unique effect of perfectionistic concerns cognitions on daily work engagement. Furthermore, we found that both unique perfectionistic strivings cognitions and perfectionistic concerns cognitions moderated a quadratic relationship between daily time pressure and daily work engagement. Building on the Job Demands–Resources Theory, we propose that the dimension of perfectionistic strivings constitutes a personal resource and the dimension of perfectionistic concerns constitutes a personal demand in the prediction of work engagement.

scholarly journals Entrepreneurial orientation and the job demands-resources model

2018 ◽  
Vol 47 (3) ◽  
pp. 745-764 ◽  
Author(s):  
Ralph Kattenbach ◽  
Simon Fietze
Keyword(s):  
Job Satisfaction ◽  
Entrepreneurial Orientation ◽  
Empirical Support ◽  
Job Demands ◽  
Job Resources ◽  
Future Research ◽  
Negative Effects ◽  
Cross Sectional ◽  
Content Type ◽  
Personal Resource

Purpose The purpose of this paper is to examine the influence of entrepreneurial orientation (EO) within the framework of the job demands-resources (JD-R) model. Design/methodology/approach The sample of N=597 white-collars in the German media and IT industry is drawn via the professional network XING. Cross-sectional mediator models are used to test the hypothesis. Findings The processes proposed by the JD-R model find empirical support. Job demands primarily cause exhaustion while job resources increase job satisfaction. Besides, job demands reduce job satisfaction and job resources lead to less exhaustion. An exception is found for cognitive workload which rather acts like a job resource. EO mediates these effects in a favorable way. High job resources foster EO, which in turn reduces exhaustion and enhances job satisfaction. For job demands, EO shows a negative mediation reducing the health-impairment process and increasing job satisfaction. Research limitations/implications Future research should broach the issue of adverse effects related to extreme employee entrepreneurship and potential negative effects. Practical implications Supporting and supervising an EO may help employees to cope with modern job profiles in agile organizations. Originality/value The findings provide support for a favorable mediating role of an entrepreneurial personal resource within the JD-R model. This knowledge may be used to consider individual work orientations and to organize work in a “healthy” way.

Work Engagement in Nonprofit Organizations: A Conceptual Model

2018 ◽  
Vol 17 (1) ◽  
pp. 5-33 ◽  
Author(s):  
Sunyoung Park ◽  
Junghwan Kim ◽  
Jiwon Park ◽  
Doo Hun Lim
Keyword(s):  
Nonprofit Organizations ◽  
Conceptual Model ◽  
Work Engagement ◽  
Job Demands ◽  
Theoretical Framework ◽  
Job Resources ◽  
Future Research ◽  
For Profit ◽  
Ideological Resources ◽  
Practical Implications

Using the revised job demands–resources (JD-R) model as a theoretical framework, our article aims to develop a conceptual model of the work engagement of paid workers in nonprofit organizations (NPOs) by identifying its antecedents and outcomes discussed in the literature. We found that job resources are prevalent antecedents for work engagement, while three categories of the JD-R model are all significant with work engagement. Although some findings are similar with existing studies for for-profit organizations, others implied that we need a different approach to work engagement of NPO workers. We finally offer a proposed JD-R model of work engagement in NPOs that has a new category, ideological resources. At the end of this article, we discuss the findings and academic/practical implications, along with recommendations for future research.

scholarly journals Factors affecting the turnover intention among employees in Penang manufacturing industry

2021 ◽  
Vol 1 (1) ◽  
pp. 29-40
Author(s):  
Tin Phang Ooi ◽  
◽  
Kok Ban Teoh ◽  
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Job Demands ◽  
Future Research ◽  
Manufacturing Companies ◽  
Online Questionnaire ◽  
Factors Affecting ◽  
Industry Research

Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach will be used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, the future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastation effects of turnover and be equipped with strategies to decrease the turnover rate. Keywords: Employee, Job demands, Manufacturing industry, Organizational commitment, Turnover intention, Work engagement

scholarly journals Examining Burnout and the Relationships Between Job Characteristics, Engagement, and Turnover Intention Among U.S. Educators

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402097236
Author(s):  
Mia B. Russell ◽  
Prince A. Attoh ◽  
Tyrone Chase ◽  
Tao Gong ◽  
Jinhee Kim ◽  
...  
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Job Demands ◽  
Job Characteristics ◽  
Work Environments ◽  
Job Resources ◽  
Future Research ◽  
Organizational Strategies ◽  
The Relationship ◽  
Underlying Processes

As a modern epidemic, burnout is the leading reason educators leave the profession. Guided by the job demands–resources theory, this study empirically examines the underlying processes associated with burnout and the direct relationships between job characteristics (i.e., job demands and job resources), turnover intention, and work engagement among a U.S. sample of educators ( n = 855). Although both job demands and job resources were positively related to work engagement, job demands had a stronger influence. Job demands and job resources were related to burnout; however, job resources had a stronger effect. Burnout mediated the relationship between job demands and work engagement as well as job resources and turnover intention. This study shows that job demands and job resources play an important role in burnout and work engagement. As a workplace phenomenon, addressing burnout requires leaders and managers to create organizational strategies that strengthen and support the work environment. Findings from this study may help inform practice and policy changes, including the intentional development of supportive work environments, carefully crafted positions with person-fit in mind, and effective monitored paid time off policies and processes. Other recommendations and future research are also offered.

scholarly journals The Job Demands-Resources model: Further evidence for the buffering effect of personal resources

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Maxime A. Tremblay ◽  
Deanna Messervey
Keyword(s):  
Protective Factor ◽  
Job Strain ◽  
Job Demands ◽  
Compassion Satisfaction ◽  
Role Overload ◽  
Future Research ◽  
Personal Resources ◽  
Personal Resource ◽  
Managerial Implications ◽  
The Relationship

Orientation: In work and organisational psychology, the adverse effects of job demands have often been demonstrated empirically for various indicators of job strain.Research purpose: Using the Job Demands-Resources (JD-R) model as a theoretical framework, the present study examined the role of compassion satisfaction, conceptualised as a personal resource, in buffering the relationship between job demands and job strain.Motivation for the study: Accordingly, four demanding aspects of the job (i.e. role overload, insufficiency, ambiguity and conflict) and one personal resource (i.e. compassion satisfaction) were used to test the central hypothesis that the interaction between (high) job demands and (low) personal resources produces the highest levels of anxiety and depression as indicators of job strain.Research design, approach and method: Hypotheses were tested amongst 122 military chaplains.Main findings: Results showed that compassion satisfaction partially moderated the relationship between job demands and job strain. More specifically, when compassion satisfaction was high, the effect of role overload on job strain was significantly reduced. However, the relationships between the other three role stressors and job strain were not offset by compassion satisfaction.Practical/managerial implications: The theoretical and practical implications of these findings for the JD-R model are discussed.Contribution/value-add: Despite the limitations of this study, the present findings still have important implications for future research and practice. Our findings highlight the fact that the empowerment of employees’ personal resources, as outlined in the JD-R model, may not only be of value for employees to thrive, but may also be particularly beneficial in terms of compassion satisfaction being viewed as a protective factor to adverse working conditions.

scholarly journals The work-related well-being of social workers: Framing job demands, psychological well-being, and work engagement

2018 ◽  
Vol 19 (1) ◽  
pp. 121-141 ◽  
Author(s):  
Alessio Tesi ◽  
Antonio Aiello ◽  
Enrichetta Giannetti
Keyword(s):  
Social Workers ◽  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Regression Analyses ◽  
Measurement Scales ◽  
Psychological Well Being ◽  
Personal Resource ◽  
Work Related

Summary Social workers’ occupational health has become a central theme in the psychosocial literature. This study aimed at exploring how specific job demands and psychological well-being are related to work engagement. A sample of 140 Italian social workers was analyzed in accordance with the job demands–resources model. Participants were asked to complete a written questionnaire containing several measurement scales. Findings Multiple regression analyses showed that social workers’ psychological well-being was positively related to work engagement. Moderation analyses also indicated that, when psychological well-being was high (vs. low), job demands were associated to higher levels of work engagement, thus highlighting the buffering role of psychological well-being as a specific personal resource. When job demands were high (vs. low), the psychological well-being appeared to be strongly related to lowest levels of work engagement, showing that high job demands could reduce the fostering role of psychological well-being on social workers’ work engagement. Applications While administration of job demands may often be difficult in social work contexts, managers should be encouraged, as part of a systemic approach to training, to promote specific measures for improving social workers’ psychological well-being as a personal resource for promoting work engagement.

Sign in / Sign up

Export Citation Format

Share Document