scholarly journals Job Demands and Resources, Burnout, and Psychological Distress of Employees in the Chinese Non-profit Sector

2021 ◽  
Vol 12 ◽  
Author(s):  
Guosheng Deng ◽  
Chienchung Huang ◽  
Shannon P. Cheung ◽  
Congcong Zhang
Keyword(s):  
Psychological Distress ◽  
Job Demands ◽  
Work Conditions ◽  
Job Resources ◽  
Negative Effects ◽  
Non Profit ◽  
Positive Effects ◽  
The Past ◽  
Quota Sampling ◽  
Job Demands And Resources

The non-profit sector in China has expanded significantly in the past few decades. However, employees in non-profits experience high burnout rates, indicating a need to study non-profit work conditions and their effect on employees. This study applies the job demands and resources (JD-R) model and examines the effects of job demands (JD) and job resources (JR) on burnout and psychological distress experienced by non-profit employees, recruited via quota sampling, across China (n = 233). The findings from path analysis showed that JR had strong and negative effects on burnout and on psychological distress, while JD had strong and positive effects on burnout and on psychological distress. Burnout partially mediated the relations between JD-R and psychological distress. These results highlight the importance of JD-R in reducing burnout and psychological distress in non-profit employees in China. Research and practice implications are discussed.

scholarly journals Job Demands and Resources, Burnout, and Psychological Distress of Social Workers in China: Moderation Effects of Gender and Age

2021 ◽  
Vol 12 ◽  
Author(s):  
Xiaoxia Xie ◽  
Chienchung Huang ◽  
Shannon P. Cheung ◽  
Yuqing Zhou ◽  
Jingbo Fang
Keyword(s):  
Psychological Distress ◽  
Social Work ◽  
Social Workers ◽  
Job Demands ◽  
Dual Process ◽  
Job Resources ◽  
Fast Growing ◽  
Health Impairment ◽  
Gender And Age ◽  
Job Demands And Resources

Social work is a fast-growing profession in China, with the workforce numbering approximately 1.2 million in 2018. Studies have shown, however, that social workers in China experience high burnout rates and significant psychological distress. Analyzing data collected from 897 social workers in Chengdu, China, we applied the job demands and resources (JD-R) theory to examine the effects of JD-R on burnout and psychological distress in social workers, as well as whether these relations are moderated by gender and age. Results supported a dual process by which JD-R affected both social workers’ burnout and psychological distress through health impairment and motivation processes. Job demands (JD) were associated with high burnout and psychological distress. Meanwhile, job resources (JR) were associated with reduced burnout and psychological distress. Results indicated that JR had greater effects on burnout and distress than did JD. Women and younger professionals appeared to be affected most by JD and psychological distress. The findings support a need for interventions that buffer the effects of JD-R on burnout and psychological distress in social workers in China, focusing on women and younger professionals.

Looking at the Gig Picture: Defining Gig Work and Explaining Profile Differences in Gig Workers’ Job Demands and Resources

2021 ◽  
Vol 46 (2) ◽  
pp. 327-361
Author(s):  
Gwendolyn Paige Watson ◽  
Lauren D. Kistler ◽  
Baylor A. Graham ◽  
Robert R. Sinclair
Keyword(s):  
Literature Review ◽  
Service Providers ◽  
Job Demands ◽  
Organizational Psychology ◽  
Job Resources ◽  
Future Research ◽  
The Past ◽  
Different Types ◽  
Definition Of ◽  
Job Demands And Resources

Gig workers are a growing portion of the workforce and of increased interest to researchers. Recent reports suggest one in four workers is involved in gig work to some extent. Additionally, gig work has been a trending topic in organizational psychology for the past few years; however, our systematic literature review revealed the need for more attention to address definitional ambiguity and consider the intricacies of gig work. Specifically, this article identified the following gaps in the extant literature: the need for a comprehensive definition of gig work, the creation of profiles to differentiate gig workers, and the application of organizational psychology theories to explain gig workers’ experiences. This conceptual article addresses these gaps by providing clarity with a definition for gig work that captures both the primary (e.g., shared by all gig workers) and secondary (e.g., shared by some gig workers) characteristics of gig work. Further, this article describes five gig worker profiles (i.e., Gig Service Providers, Gig Goods Providers, Gig Data Providers, Agency Gig Workers, and Traditional Gig Workers) based on combinations of secondary characteristics to identify different types of gig work. Using the definition provided in this article and applying the Job Demands-Resources (JD-R) model, propositions were developed to compare gig worker profiles based on the job demands and job resources they experience. Thus, this article serves as a foundation to advance the literature through a consistent definition of gig work that paves the way for future research to better understand gig workers through the JD-R model.

scholarly journals Impact of Job Resources and Job Demands on Burnout among Physical Therapy Providers

2021 ◽  
Vol 18 (23) ◽  
pp. 12521
Author(s):  
Rupal M. Patel ◽  
John Bartholomew
Keyword(s):  
Secondary Trauma ◽  
Physical Therapists ◽  
Job Demands ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Self Determination ◽  
Job Resources ◽  
Negative Effects ◽  
Workplace Interventions

Job burnout is a threat for physical therapists. Little research has been conducted to identify possible protective factors against burnout in this population. Accordingly, we utilized the job demands-resources (JD-R) model and self-determination theory to guide our examination of basic psychological needs as factors to predict burnout in physical therapists. One hundred and two licensed physical therapists completed surveys. Higher levels of autonomy, competence and relatedness predicted burnout, even after accounting for job demands. Job resources, such as the basic psychological needs outlined by the self-determination theory, along with perceived respect, buffer the negative effects of secondary trauma on burnout. The job resource of perceived respect also buffers the negative effects of the physical demands of the job on burnout. These findings suggest that while job demands can be difficult to change, increasing the fulfillment of job resources can help ameliorate burnout in physical therapists. The present findings highlight the need for workplace interventions which cultivate the satisfaction of the basic psychological needs of autonomy, competence, and relatedness to address burnout among physical therapists.

Kan het daderschap van pesterijen verklaard worden via het Job Demands-Resources model?

2012 ◽  
Vol 25 (1) ◽  
Author(s):  
Elfi Baillien ◽  
Nele Sijmens ◽  
Hans De Witte
Keyword(s):  
Workplace Bullying ◽  
Job Demands ◽  
Job Resources ◽  
Direct Effects ◽  
Negative Consequences ◽  
Positive Relation ◽  
Theoretical Frameworks ◽  
Future Studies ◽  
The Relationship ◽  
Job Demands And Resources

Can workplace bullying be explained by the Job Demands-Resources model? Can workplace bullying be explained by the Job Demands-Resources model? Workplace bullying leads to negative consequences and should be prevented. Studies investigating antecedents of bullying showed however two shortcomings. First, they mainly focused on targets, so little is known about perpetrators. Second, they rarely used theoretical frameworks to structure the antecedents. Therefore, this study aims to apply the Job Demands-Resources (JDR) model to being a perpetrator of bullying. We hypothesized that job demands related positively and job resources related negatively to being a perpetrator of bullying. We assumed an interaction effect between demands and resources and expected exhaustion to mediate the relationship between demands, resources and being a perpetrator. The results (N = 706) showed a significant interaction: job resources buffered the positive relation between job demands and being a perpetrator. No evidence was found for the direct effects and for exhaustion as a mediator. In summary, the JDR model is a valuable framework to explain being a perpetrator of bullying: job demands and resources interact in the prediction of being a perpetrator. Future studies may focus on other mediators that could explain this relationship.

E-Government in Slovene Municipalities

2009 ◽  
pp. 163-184 ◽  
Author(s):  
Tina Jukic ◽  
Mateja Kunstelj ◽  
Mitja Decman ◽  
Mirko Vintar
Keyword(s):  
Empirical Studies ◽  
Supply Side ◽  
Negative Effects ◽  
Positive Effects ◽  
The Past

In this chapter, 3 main aspects of municipal e-government in Slovenia are investigated thoroughly: supply, demand, and the view of municipal officials. After the review of studies in the field, the results of 3 empirical studies are presented. While the supply-side aspect of municipal e-government has been investigated within several studies, the view of external (citizens) and internal (municipal officials) users of municipal e-government have been rather neglected in the past, and the same is true for effects measured in this field. This chapter fills these gaps. The results revealed that municipal Web supply is poor, which is reflected in citizens’ satisfaction as well. Surprisingly, municipal officials are not well aware of possibilities e-government offers to them and to their customers. In addition, they believe that positive effects brought about the introduction of e-government are not significant, while among negative effects larger range of tasks, heavier workload, and increased complexity of tasks are stressed. At the end of the chapter key findings are summarized.

An investigation of the relationship between lean and well-being based on the job demands-resources model

2019 ◽  
Vol 39 (12) ◽  
pp. 1295-1322 ◽  
Author(s):  
Andrea Roberto Beraldin ◽  
Pamela Danese ◽  
Pietro Romano
Keyword(s):  
Problem Solving ◽  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Conclusive Evidence ◽  
Job Resources ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to investigate how just-in-time (JIT)-related job demands, problem-solving job demands and soft lean practices (SLPs) jointly influence employee well-being in terms of work engagement and exhaustion. Design/methodology/approach Based on the job demands-resources model, lean-related job characteristics were classified as resources or demands, and a set of hypotheses was developed to test their effect on work engagement and exhaustion, including the potential interaction between job resources and demands. The hypotheses were tested using moderated hierarchical regression and structural equation modelling, based on data from 138 workers. Findings SLPs act as job resources in a lean company, increasing work engagement and reducing exhaustion. Conversely, JIT-related job demands act as a hindrance, reducing work engagement and increasing exhaustion. However, SLPs can reduce the effect of JIT-related job demands on exhaustion, and JIT-related job demands may enhance the positive effects of SLPs on work engagement. Research limitations/implications The study provides no conclusive evidence on the hypothesized role of problem-solving as a challenge job demand. Practical implications The results can guide practitioners’ understanding of how to implement lean without harm to employee well-being. Originality/value By employing a well-grounded psychological model to test the link between lean and well-being, the study finds quantitative support for: the buffering effect of SLPs on exhaustion caused by JIT-related job demands, and for the role of JIT as a hindrance. These novel findings have no precedent in previous survey-based research. In addition, it reveals the importance of studying SLPs at an individual level, as what matters is the extent to which workers perceive SLPs as useful and supportive.

Personal Resources Influence Job Demands, Resources, and Burnout: A One-year, Three-wave Longitudinal Study

2016 ◽  
Vol 44 (2) ◽  
pp. 247-258 ◽  
Author(s):  
Yansong Wang ◽  
Jie Huang ◽  
Xuqun You
Keyword(s):  
Longitudinal Study ◽  
Job Demands ◽  
Job Burnout ◽  
Job Resources ◽  
Personal Resources ◽  
Mediating Role ◽  
One Year ◽  
The Relationship ◽  
Job Demands And Resources

Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing job demands and resources, and avoiding job burnout by utilizing personal resources.

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.

scholarly journals Echoes of the hunt? An inter-continental comparison of patterns of growth and determinants of size of brown bears in Canada and Sweden.

2022 ◽  
Author(s):  
Andreas Zedrosser ◽  
Marc CAttet ◽  
Jon Swenson ◽  
Gordon Stenhouse
Keyword(s):  
Population Density ◽  
Body Length ◽  
Life Histories ◽  
Life History Traits ◽  
Reproductive Investment ◽  
Negative Effects ◽  
Brown Bears ◽  
Positive Effects ◽  
The Past ◽  
The Difference

Comparing life history traits among populations that have been separated genetically for several hundred thousand years, but live in similar habitats on different continents, may help us understand how ecological and anthropomorphic factors shape life histories. We compared patterns of growth in body length and mass, and the influence of population density, habitat quality (NDVI), and reproduction on age-specific length and mass of male and female brown bears between Alberta, Canada, and Sweden. We found that Swedish females were significantly smaller in both length and mass than Alberta females. Swedish females also reached primiparity earlier and at a smaller mass and length. However, there were no continental differences in the patterns of growth in males. We found strong positive effects of NDVI, but only weak negative effects of population density on female mass and length in both areas. Generally, especially mass of Alberta females was more strongly affected by NDVI and density than for Swedish females. Reproduction had stronger negative effects on female mass in Alberta than in Sweden. We found no effects of NDVI and population density on male mass and body length in both areas. The larger variation in female growth and size between the areas, in contrast to males, may be related to differences in female reproductive investment due to differences in population trends, i.e., earlier reproduction in increasing populations or populations below carrying capacity, or to different selection pressures in the past, potentially due to human persecution. Swedish females exhibited characteristics typical of increasing populations, whereas Alberta females exhibited characteristics typical of stable or decreasing populations. The difference in reproduction investment means that Swedish bears can be harvested at higher rates, whereas Alberta bears must be managed more conservatively.

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.

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