Analysis of Job-Related Demands and Resources in Ambulatory Youth Welfare Services: A Qualitative and Quantitative Approach

In this study, we investigated health-relevant job characteristics of social workers in ambulatory youth welfare services, combining qualitative and quantitative methods. Based on a systematic literature review, expert workshops, and focus group discussions with 9 experts of the target group, we identified target group-specific job demands and job resources, which we compiled into a questionnaire using content-valid scales. The target group-specific survey tool comprises 9 scales for assessing job demands and 10 scales for assessing job resources. Analyses of data from 209 social workers demonstrated desirable psychometric properties and substantial correlations of the scales with coping behaviours and indicators of employee well-being. The scales for assessing job demands were negatively related to psychological well-being and job satisfaction and positively related to burnout and depressiveness. The scales for assessing job resources showed positive correlations with indicators of positive well-being and negative correlations with indicators of impaired well-being. Regression analyses revealed that job resources explained a higher amount of variance in the positive well-being indicators compared to job demands. The study identified a broad range of health-relevant job characteristics for social workers in ambulatory youth welfare. Applying the target group-specific survey tool allows organisations to derive suitable implications for the design of health promotion programs.

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In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and Their Implications for Employee’s Well-Being

Frontiers in Psychology ◽

10.3389/fpsyg.2021.708309 ◽

2021 ◽

Vol 12 ◽

Author(s):

Peikai Li ◽

Maria C. W. Peeters ◽

Toon W. Taris ◽

Yejun Zhang

Keyword(s):

Employee Engagement ◽

Job Demands ◽

Well Being ◽

Job Characteristics ◽

Job Resources ◽

Future Research ◽

Appraisal Theory ◽

Beneficial Effects ◽

Future Research Directions ◽

Detrimental Impact

Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined: (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation sample (Study 1, n = 514), we found that job demands and resources can be appraised as both challenges and hindrances. In addition, challenge appraisals can mitigate the detrimental impact of job demands on engagement and burnout; and hindrance appraisals can strengthen the detrimental effects of job demands on burnout. Further, hindrance appraisals of job resources reduce their beneficial effects on engagement and burnout. Study 2 (n = 316 nurses in a hospital) further showed that challenge appraisals of job demands can reduce their impact on burnout while challenge appraisals of job resources will strengthen their positive effect on employee engagement and burnout. We discuss study implications as well as future research directions.

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Gender discrimination and job characteristics

Career Development International ◽

10.1108/cdi-10-2015-0136 ◽

2016 ◽

Vol 21 (3) ◽

pp. 230-245 ◽

Cited By ~ 5

Author(s):

Lonneke Dubbelt ◽

Sonja Rispens ◽

Evangelia Demerouti

Keyword(s):

Gender Discrimination ◽

Job Demands ◽

Well Being ◽

Job Characteristics ◽

Job Resources ◽

Cross Sectional ◽

Content Type ◽

Negatively Associated ◽

Male Dominated ◽

The Relationship

Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.

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Engaging leadership in the job demands-resources model

Career Development International ◽

10.1108/cdi-02-2015-0025 ◽

2015 ◽

Vol 20 (5) ◽

pp. 446-463 ◽

Cited By ~ 80

Author(s):

Wilmar B. Schaufeli

Keyword(s):

Structural Equation ◽

Work Performance ◽

Online Survey ◽

Job Demands ◽

Well Being ◽

Organizational Outcomes ◽

Job Resources ◽

Equation Modeling ◽

Cross Sectional ◽

Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

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Impact of BYOD on organizational commitment: an empirical investigation

Information Technology and People ◽

10.1108/itp-11-2017-0378 ◽

2019 ◽

Vol 32 (2) ◽

pp. 246-268 ◽

Cited By ~ 12

Author(s):

Melina Seedoyal Doargajudhur ◽

Peter Dell

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Job Performance ◽

Job Demands ◽

Well Being ◽

Job Resources ◽

Job Autonomy ◽

Self Assessment ◽

Content Type ◽

Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

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Employees’ Job Characteristics and Job Crafting Behavior: The Mediating Role of Perceived Opportunities to Craft

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v8i4.13764 ◽

2018 ◽

Vol 8 (4) ◽

pp. 65

Author(s):

Jessica Van Wingerden ◽

Rob Poell

Keyword(s):

Health Care Professionals ◽

Structural Equation ◽

Job Demands ◽

Job Characteristics ◽

Job Crafting ◽

Job Resources ◽

Mediating Role ◽

Dutch Health ◽

The Relationship

The present study was designed to gain knowledge about the relationship between job characteristics in the workplace (job demands and job resources), employees’ perceived opportunities to craft, and subsequently their actual job crafting behavior. Specifically, the potential mediating role of perceived opportunities to craft could shed better light on the mechanisms that lead employees to job craft in the context of particular work characteristics. We collected data among a group of Dutch health care professionals working in an organization that offers care for patient with mental disabilities (N=522). Participants of the study reported their job demands; workload, emotional demands and work-home interference, their job resources; role clarity, communication and team cohesion, their perceived opportunities to craft, and their job crafting behavior. We tested the hypothesized antecedents of job crafting perceptions and behavior model with structural equation modelling (SEM) analyses. Results indicated that perceived opportunities to craft mediates the relationship between job resources and employees actual job crafting behavior. The insights provided in this study do not only build on job crafting literature but are also helpful to understand which aspects of the workplace influence employees’ job crafting behavior. Therefore, these insights may be useful for the deliberate cultivation of job crafting behavior within organizations.

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The effects of job demands, job resources, and personal resources on the psychological well-being of middle-aged workers in the United States: assessing latent profile differences

International Journal for Educational and Vocational Guidance ◽

10.1007/s10775-019-09414-2 ◽

2019 ◽

Vol 20 (3) ◽

pp. 501-521 ◽

Cited By ~ 1

Author(s):

Yunsoo Lee ◽

Daeyeon Cho

Keyword(s):

United States ◽

Job Demands ◽

Well Being ◽

The United States ◽

Job Resources ◽

Personal Resources ◽

Middle Aged ◽

Psychological Well Being ◽

Latent Profile

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Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽

10.1136/bmjopen-2019-031053 ◽

2019 ◽

Vol 9 (11) ◽

pp. e031053 ◽

Cited By ~ 1

Author(s):

Lara Solms ◽

Annelies E M van Vianen ◽

Tim Theeboom ◽

Jessie Koen ◽

Anne P J de Pagter ◽

...

Keyword(s):

The Netherlands ◽

Work Engagement ◽

Psychological Capital ◽

Job Demands ◽

Psychological Flexibility ◽

Well Being ◽

Medical Residents ◽

Job Resources ◽

Survey Study ◽

Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

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Using the Job Demands–Resources Model to Evaluate Work-Related Outcomes Among Norwegian Health Care Workers

SAGE Open ◽

10.1177/2158244020947436 ◽

2020 ◽

Vol 10 (3) ◽

pp. 215824402094743

Author(s):

Sabine Kaiser ◽

Joshua Patras ◽

Frode Adolfsen ◽

Astrid M. Richardsen ◽

Monica Martinussen

Keyword(s):

Job Satisfaction ◽

Health Care ◽

Service Quality ◽

Health Care Professionals ◽

Turnover Intention ◽

Structural Equation ◽

Job Demands ◽

Well Being ◽

Job Resources ◽

Work Related

The job demands-resources (JD-R) model was used to evaluate work-related outcomes among 489 health care professionals working in public health services for children and their families in Norway. In accordance with the JD-R model, the relationship of job demands and job resources with different outcomes (turnover intention, job satisfaction, and service quality) should be mediated through burnout and engagement. The results of the multilevel structural equation model analysis indicated good model fit: The χ2/degrees of freedom ratio was 1.54, the root mean square error of approximation was .033, and the Tucker Lewis index and comparative fit index were both .92. Job demands were positively associated with burnout; job resources were positively related to engagement and negatively related to burnout. Burnout was positively related to turnover intention and negatively related to job satisfaction and service quality. Engagement was inversely related to the outcome variables. Both job demands and job resources are important predictors of employee well-being and organizational outcomes.

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