The Role of Self-Compassion in the Job Demands-Resources Model, an Explorative Study among Crisis Line Volunteers

The job demands-resources (JD-R) model has hardly been studied in volunteer organizations and there is a scarcity of studies evaluating self-compassion as a personal resource within the JD-R model. The present study addresses these gaps in current knowledge, first by examining the applicability of the JD-R model in a crisis line volunteer organization. Second, self-compassion is examined, both in terms of its moderating role on the exhaustion process as well as its role on the motivation process. Structural equation modelling was used for the analyses. The influence on the organizational outcome ‘compassion towards others’ was examined using a multiple regression analysis. The results showed that the JD-R model has an acceptable fit on this sample and supports the central assumption that exhaustion and motivation are two independent but related processes. This study provides evidence that self-compassion is a valuable addition to the JD-R model, as it has an indirect effect on both processes, and increases the explained variance in compassion towards others by 7% through the exhaustion process and by 3% through the motivational process. These findings point to the importance of focusing on self-compassion in training and supervision in volunteer organizations.

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Assessment of Occupational Health and Job Satisfaction in Workers with Intellectual Disability: A Job Demands–Resources Perspective

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18042072 ◽

2021 ◽

Vol 18 (4) ◽

pp. 2072

Author(s):

Noelia Flores ◽

Carmen Moret-Tatay ◽

Belén Gutiérrez-Bermejo ◽

Andrea Vázquez ◽

Cristina Jenaro

Keyword(s):

Job Satisfaction ◽

Intellectual Disability ◽

Structural Equation ◽

Supported Employment ◽

Group Analysis ◽

Job Demands ◽

Equation Model ◽

Job Resources ◽

Health Impairment ◽

Motivational Process

In the contexts where people with intellectual disability work, there are factors that determine their job satisfaction. The objective of this study was to test the adequacy of the central assumptions of the Job Demands–Resources (JD-R) theory in workers with intellectual disability employed in different work alternatives. Data from 362 workers in sheltered workshops and 192 workers in supported employment were utilized. The model was contrasted using a structural equation model and a multi-group analysis. The results supported the suitability of the model and confirmed that job demands and job resources evoke two relatively independent processes such as health impairment and motivational process. The multi-group analysis confirmed the invariance of the model between the two work alternatives. Thus, the JD-R model offers a useful framework to explain the job satisfaction of workers with intellectual disability. Implications for the improvement of personal and job results are discussed.

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Individual factors in the relationship between stress and resilience in mental health psychology practitioners during the COVID-19 pandemic

Journal of Health Psychology ◽

10.1177/13591053211059393 ◽

2021 ◽

pp. 135910532110593

Author(s):

Constantina Panourgia ◽

Agata Wezyk ◽

Annita Ventouris ◽

Amanda Comoretto ◽

Zoe Taylor ◽

...

Keyword(s):

Mental Health ◽

Health Psychology ◽

Online Survey ◽

Job Demands ◽

Individual Factors ◽

Mediation Effects ◽

Extreme Stress ◽

Self Compassion ◽

Training And Supervision ◽

The Relationship

Utilising an online survey, this study aimed to investigate the concurrent effects of pre-pandemic and COVID-19 stress on resilience in Mental Health Psychology Practitioners (MHPPs) ( n = 325), focussing on the mediation effects of specific individual factors. Optimism, burnout and secondary traumatic stress, but not coping strategies, self-efficacy, compassion satisfaction, or self-compassion, mediated both the relationship between pre-pandemic stress and resilience and COVID-19 stress and resilience. Increased job demands caused by the pandemic, the nature and duration of COVID-19 stress may explain this finding. Training and supervision practices can help MHPPs deal with job demands under circumstances of general and extreme stress.

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Psychological Capital, Workload, and Burnout: What’s New? The Impact of Personal Accomplishment to Promote Sustainable Working Conditions

Sustainability ◽

10.3390/su12198124 ◽

2020 ◽

Vol 12 (19) ◽

pp. 8124

Author(s):

M. Inmaculada López-Núñez ◽

Susana Rubio-Valdehita ◽

Eva M. Diaz-Ramiro ◽

Marta E. Aparicio-García

Keyword(s):

Working Conditions ◽

Structural Equation ◽

Protective Factor ◽

Psychological Capital ◽

Job Demands ◽

Well Being ◽

Personal Accomplishment ◽

Personal Resource ◽

The Impact ◽

The Relationship

Research on burnout has traditionally focused on job demands, with less attention paid to protective factors. From the emerging and innovative area of psychology of sustainability and sustainable development, this study aimed to analyze the relationship that job demands (workload), and personal resources (psychological capital) have with burnout. The sample includes 517 workers from various professional sectors. Results of the structural equation analysis show that (1) psychological capital and workload are related to burnout, and (2) personal accomplishment is more a personal resource than burnout dimension. The results confirm the role of psychological capital as a protective factor for burnout. Finally, the importance of examining the relationship between the components of psychological capital, personal accomplishment, and positive emotions is pointed out due to the importance of organizations promoting the development of psychological strengths and resources to promote well-being and sustainable working conditions.

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Werkplekleren en emotionele uitputting in het Job Demands-Resources -model

Gedrag & Organisatie ◽

10.5117/2010.023.002.002 ◽

2010 ◽

Vol 23 (2) ◽

Author(s):

Joris Van Ruysseveldt ◽

John Taverniers

Keyword(s):

Workplace Learning ◽

Emotional Exhaustion ◽

Structural Equation ◽

Negative Relationship ◽

Job Demands ◽

Learning Opportunities ◽

Research Model ◽

Work Related ◽

Motivational Process ◽

Competencies Development

Workplace learning and emotional exhaustion in the Job Demands-Resources model Workplace learning and emotional exhaustion in the Job Demands-Resources model J. Van Ruysseveldt en J. Taverniers, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 118-135 Researching the strain-reducing potential of workplace learning, a research model was developed in which the motivational process in the Job Demands-Resources model was conceptualised as a competencies development process, adding learning opportunities as additional job resources and competencies development as motivational outcome. We assumed a significant negative relationship between learning opportunities and/or actual competency development and emotional exhaustion. Using Structural Equation Modelling, a research model was tested on Dutch survey data obtained in three sectors: industry (N = 159), private services (N = 368) and public services (N = 451). Results show that the availability of more learning opportunities was negatively related to emotional exhaustion, but this relationship was mediated by the actual development of new work-related competencies. This research confirms that in the (re)design of jobs, a double gain could be achieved by considering work places at the same time as learning places.

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“What did you do this weekend?” Relationships between weekend activities, recovery experiences and changes in work-related well-being

10.31236/osf.io/4k8vz ◽

2020 ◽

Author(s):

Clément Ginoux ◽

Sandrine Isoard-Gautheur ◽

Philippe Sarrazin

Keyword(s):

Latent Variable ◽

Structural Equation ◽

Current Knowledge ◽

Job Demands ◽

Past Research ◽

Well Being ◽

Equation Modeling ◽

Work Related ◽

Recovery Experiences ◽

Before And After

Recovery refers to the process of replenishing resources that occurs when employees distance themselves from their work, leading to improvements in work-related well-being indicators (WRWB), such as burnout and vigor. Research has shown that weekend activities are related to changes in WRWB, and that recovery experiences could mediate these relationships. This study aims to examine the indirect relationships of recovery activities on changes in burnout and vigor, through weekend recovery experiences. It extends past research by considering a greater number of recovery activities and experiences, and by controlling for job demands. 249 employees from various occupations completed two online surveys before and after the weekend, assessing their WRWB, weekend recovery activities and experiences, and job demands. Structural equation modeling revealed that after controlling for job demands, changes in burnout and vigor were positively predicted by a latent variable – the weekend recovery experience – subjacent to perceptions of detachment, relaxation, mastery, control and relatedness. In addition, four out of six weekend activities predicted negative (work-related activities) or positive (social, physical, and creative activities) recovery experiences. Additional analyses showed that the recovery experience was a full mediator of the relationships between weekend activities and vigor change. These results confirm the importance of weekend activities and recovery experience for improving WRWB. They contribute to expanding current knowledge on recovery from work, highlighting the importance of considering creative activities and relatedness in future studies.

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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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How can organizations foster job crafting behaviors and thriving at work?

Journal of Management & Organization ◽

10.1017/jmo.2020.31 ◽

2020 ◽

pp. 1-18

Author(s):

Sari Mansour ◽

Diane-Gabrielle Tremblay

Keyword(s):

Structural Equation Modeling ◽

Structural Equation ◽

Job Demands ◽

Social Resources ◽

Job Crafting ◽

Equation Modeling ◽

Bootstrap Analysis ◽

Mediating Role ◽

Thriving At Work

Abstract This study investigates whether the perceived opportunity to craft (POC) is related to job crafting (JC) strategies and whether these strategies are related to thriving at work, in terms of both vitality and learning. It aims to verify the mediating role of JC between POC and thriving. Data were collected from 424 accounting professionals in Canada. The structural equation modeling based on bootstrap analysis was used to test mediation. The results indicate that POC is positively related to increasing structural and social resources and challenging job demands and negatively to decreasing hindering job demands. They reveal that increasing structural and social resources enhances learning and mediates the relation between POC and vitality and learning, as do challenging job demands, whereas decreasing hindering job demands does not. This study is one of the first to confirm that POC influences vitality and learning via JC behaviors as mediators.

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Investigation of the Structural Relationships Between Social Support, Self-Compassion, and Subjective Well-Being in Korean Elite Student Athletes

Psychological Reports ◽

10.1177/0033294116658226 ◽

2016 ◽

Vol 119 (1) ◽

pp. 39-54 ◽

Cited By ~ 11

Author(s):

Hyunsoo Jeon ◽

Keunchul Lee ◽

Sungho Kwon

Keyword(s):

Social Support ◽

Structural Equation ◽

Group Analysis ◽

Well Being ◽

School Level ◽

Subjective Well Being ◽

Multiple Group ◽

Self Compassion ◽

Structural Relationships ◽

The Relationship

The study examined whether self-compassion mediates the relationship between social support and subjective well-being, as perceived by athletes. It also investigated the structural relationships between these variables. Participants were 333 athletes attending high school or university. Structural equation analysis showed that self-compassion partially mediated the relationship between social support and subjective well-being. To test the stability of the model, a multiple group analysis was performed according to sex of participant and school level, and this demonstrated that the model had similar fit to the data regardless of group. The confirmation that self-compassion plays an intermediary role in the relationship between social support and subjective well-being demonstrates that self-compassionate attitudes can be fostered by social support, and that, in turn, has a positive effect on an individual’s subjective well-being.

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Workplace spirituality, self-compassion and mindfulness as antecedents of employee mental wellbeing

South Asian Journal of Business Studies ◽

10.1108/sajbs-07-2020-0258 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Jnaneswar K ◽

M.M. Sulphey

Keyword(s):

Structural Equation ◽

Workplace Spirituality ◽

Mental Wellbeing ◽

Equation Modeling ◽

Content Type ◽

Self Compassion ◽

R Program ◽

Decision Making Capacity ◽

Broaden And Build Theory ◽

Relationship Of

PurposeMental wellbeing brings in multiple benefits to employees and their organizations like better decision-making capacity, greater productivity, resilience and so on. The purpose of this paper is to examine the relationship of a few antecedents of mental wellbeing like workplace spirituality, mindfulness and self-compassion, using structural equation modeling (SEM).Design/methodology/approachUsing the convenience sampling method, data were collected from 333 employees of various organizations in India and SEM was performed using the R Program to test the hypotheses.FindingsResults suggest that mindfulness and self-compassion influenced the mental wellbeing of employees. It was also observed that workplace spirituality has a significant influence on both mindfulness and self-compassion.Originality/valueAn in-depth review of the literature revealed that no previous studies had examined the complex relationship between workplace spirituality, mindfulness, self-compassion and the mental wellbeing of employees. This research suggests that workplace spirituality, mindfulness and self-compassion are important factors that influence employees' mental wellbeing, and it empirically tests this in a developing country context. The present study enriches the literature studies on mental wellbeing, mindfulness, self-compassion and workplace spirituality by integrating “mindfulness to meaning theory”, “socio-emotional selectivity theory”, and “broaden and build theory”.

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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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