A longitudinal examination of generic and occupational specific job demands, and work-related social support associated with burnout among nurses in Sweden

Work ◽  
2011 ◽  
Vol 38 (4) ◽  
pp. 389-400 ◽  
Author(s):  
L. Sundin ◽  
J. Hochwälder ◽  
J. Lisspers
Keyword(s):  
Social Support ◽  
Job Demands ◽  
Work Related ◽  
Longitudinal Examination

Psychological and physical job demands, decision latitude, and work-related social support among Iranian waste collectors

2019 ◽  
Vol 95 ◽  
pp. 377-387
Author(s):  
Mansour Ziaei ◽  
Alireza Choobineh ◽  
Mohammad Abdoli-Eramaki ◽  
Haleh Ghaem ◽  
Omid Jaberi
Keyword(s):  
Social Support ◽  
Job Demands ◽  
Decision Latitude ◽  
Work Related ◽  
Physical Job Demands

Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn

2014 ◽  
Vol 27 (2) ◽  
Author(s):  
Ellen R. Peeters ◽  
Bart Van de Ven ◽  
Nele De Cuyper ◽  
Peter Vlerick ◽  
Hans De Witte
Keyword(s):  
Social Support ◽  
Indirect Effect ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Job Demands ◽  
Work Behavior ◽  
Role Behavior ◽  
Work Related ◽  
Perceived Employability ◽  
Motivational Process

The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice This study examines the motivational process of the Job Demands-Resources (JD-R) Model in a sample of recently dismissed (voluntary and involuntary) Flemish employees (N = 213). Specifically, the relations between three work-related resources (perceived employability, social support, and acceptance of feedback given during the exit conversation) and work-related behavior (in-role and extra-role behavior) were examined. We hypothesized (1) that this relationship is mediated by dedication, and (2) there would be a difference between voluntary and involuntary dismissed employees. The results showed that the resources had an indirect effect on in-role and extra-role behavior, (partially) mediated by dedication. There was a positive relationship and a negative relationship between perceived employability and dedication for voluntary and involuntary dismissed employees, respectively. In summary, the JD-R Model serves as a relevant framework for studying employees’ work behavior and motivational process during their term of notice.

scholarly journals The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction

2019 ◽  
Vol 148 (1) ◽  
pp. 251-280 ◽  
Author(s):  
Joachim Gerich ◽  
Christoph Weber
Keyword(s):  
Social Support ◽  
Working Conditions ◽  
Time Pressure ◽  
Work Satisfaction ◽  
Job Demands ◽  
Job Control ◽  
Cross Sectional ◽  
Stress Theory ◽  
Work Related ◽  
The Relationship

Abstract Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support.

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

2003 ◽  
Vol 33 (2) ◽  
pp. 319-326 ◽  
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.

Relationship of Sense of Coherence to Other Psychosocial Indices

2004 ◽  
Vol 20 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Sara Holmberg ◽  
Anders Thelin ◽  
Eva-Lena Stiernström
Keyword(s):  
Social Support ◽  
Psychosocial Factors ◽  
Sense Of Coherence ◽  
Living Conditions ◽  
Strong Negative Correlation ◽  
Cross Sectional ◽  
Positive Correlation ◽  
Work Related ◽  
Job Demand ◽  
The Mean

Summary: The concept of “sense of coherence” (SOC) has been widely recognized since it was first introduced by Antonovsky. The originality and usefulness of the SOC scale and its relation to other psychosocial measures has been the subject of lively debate. The aim of this paper was to test for associations between SOC and work-related psychosocial factors (mainly the Job Demand-Control model), general living conditions, education, and social network factors. Cross-sectional data from a population-based sample of 1782 rural males from nine counties in Sweden were analyzed with a multiple regression technique. The subjects were occupationally active at inclusion and the mean age was 50 years (range 40-60). SOC was assessed with the original 29-item questionnaire. Psychosocial variables and lifestyle factors were assessed using questionnaires and structured interviews. The mean SOC among the subjects was 152.3 (standard deviation, 19.4). A strong negative correlation was found between SOC and job demand, whereas a positive correlation with job control was demonstrated. A positive correlation with general living conditions and with social support was also found. However, there was no correlation to education and occupation. Thus, SOC was shown to be strongly correlated to work-related psychosocial factors and social support, but independent of sociodemographic factors.

Pushed Together or Pulled Apart? Economic Stressors and Romantic Relationship Quality

2020 ◽  
pp. 073112142097844
Author(s):  
Amy Lucas ◽  
Jessica Halliday Hardie ◽  
Sejung Sage Yim
Keyword(s):  
Social Support ◽  
Relationship Quality ◽  
Romantic Relationship ◽  
Romantic Partners ◽  
Material Hardship ◽  
Work Related ◽  
Process Perspective ◽  
Romantic Relationship Quality ◽  
Over Time ◽  
Economic Stressors

Previous research indicates that romantic partners’ relationship quality is associated with poverty and material hardship. Few studies have used longitudinal data to incorporate changing economic circumstances over time, included a range of economic factors, or investigated the role of social support in this association, however. Using five waves of data from the Fragile Families and Child Wellbeing Study, we extend prior work by evaluating the association between multiple economic stressors and romantic relationship quality over time, and whether social support explains or alters this association. Changes in economic stressors are associated with changes in romantic relationship quality over time, particularly nonstandard work and material hardship. Social support neither explains nor moderates this association in most cases. This study confirms the stress process perspective, showing how economic and work-related stress can proliferate into family life, but does not support the contention that social support buffers families against stress proliferation.

scholarly journals The relative importance of work-related and non-work-related stressors and perceived social support on global perceived stress in a cross-sectional population-based sample

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Jes Bak Sørensen ◽  
Mathias Lasgaard ◽  
Morten Vejs Willert ◽  
Finn Breinholt Larsen
Keyword(s):  
Public Health ◽  
Social Support ◽  
Perceived Stress ◽  
Perceived Social Support ◽  
Population Based ◽  
Relative Importance ◽  
Work Situation ◽  
Explanatory Variables ◽  
Work Related ◽  
Work Related Stressors

Abstract Background High levels of perceived stress have a negative bearing on health and well-being, and stress is a major public health issue. According to the Stress Process Model, stressors are socially patterned and combine to produce strain. Despite this, most studies on stress have focused on work-related stressors leaving non-work determinants under-investigated. The aim of the present study was to determine the relative importance of work-related and non-work-related stressors and perceived social support for the overall perceived stress level. Methods Self-reported data were drawn from the 2017 population-based health survey “How are you?” conducted in the Central Denmark Region (N = 32,417). Data were linked with data drawn from national administrative registers. Work- and non-work-related stressors assessed included major life events, chronic stressors and daily hassles. Perceived social support was assessed using a single question. Overall perceived stress was assessed by the 10-item Perceived Stress Scale. We conducted dominance analyses based on a multiple linear regression model to determine the most important explanatory variables of overall perceived stress. Analyses were weighted and adjusted. Results Work- and non-work-related stressors along with perceived social support explained 42.5% of the total variance (R2) in overall perceived stress. The most important explanatory variables were disease, perceived social support and work situation. The stratified analyses produced slightly varying results (“dominance profiles”) of perceived stress between subgroups. Work situation was the most important explanatory variable in the employed group. However, adding non-work-related explanatory variables to the analysis tripled the explained variance. Conclusions The overall level of perceived stress can be statistically explained by a combination of work- and non-work-related stressors and perceived social support both at population level and in subgroups. The most important explanatory variables of overall perceived stress are disease, perceived social support and work situation. Results indicate that public health strategies aiming to reduce stress should take a comprehensive approach and address a variety of stressor domains rather than focus on a single domain. Trial registration The study was approved by the Danish Data Protection Agency (r. no. 2012-58-0006) and registered in the Central Denmark Region (r. no. 1-16-02-593-16).

scholarly journals The job demands-resources model and the international work context – a systematic review

2014 ◽  
Vol 2 (3) ◽  
pp. 260-279 ◽  
Author(s):  
Lucy T.B. Rattrie ◽  
Markus G. Kittler
Keyword(s):  
Systematic Review ◽  
Empirical Studies ◽  
Domestic Work ◽  
Job Demands ◽  
Empirical Literature ◽  
Future Research ◽  
Content Type ◽  
International Work ◽  
Work Related ◽  
Work Contexts

Purpose – The purpose of this paper is to provide a synthesis and evaluation of literature surrounding the job demands-resources (JD-R) model (Demerouti et al., 2001) in the first decade since its inception, with particular emphasis on establishing an evidence-based universal application towards different national and international work contexts. Design/methodology/approach – The study uses a systematic review approach following the stages suggested by Tranfield et al. (2003). Based on empirical data from 62 studies, the authors systematically analyse the application of the JD-R model and queries whether it is applicable outside merely domestic work contexts. Findings – The authors find convincing support for the JD-R model in different national contexts. However, the authors also found an absence of studies employing the JD-R model in cross-national settings. None of the empirical studies in the sample had explicitly considered the international context of today’s work environment or had clearly associated JD-R research with the IHRM literature. Research limitations/implications – Based on the wide acceptance of the JD-R model in domestic work contexts and the increased interest in work-related outcomes such as burnout and engagement in the IHRM literature, the study identifies a gap and suggests future research applying the JD-R model to international work and global mobility contexts. Originality/value – This study is the first to systematically assess the application of the JD-R model in domestic and international work contexts based on a systematic review of empirical literature in the first decade since the inception of the model. The study identifies a lack of internationally focussed JD-R studies and invites further empirical research and theoretical extensions.

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