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

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.

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.

De combinatie van werk en studie

2010 ◽  
Vol 26 (3) ◽  
Author(s):  
Joris Van Ruysseveldt ◽  
Karin Proost
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Equation Model ◽  
Point Of View ◽  
Work Related ◽  
Policy Interventions ◽  
Using Data ◽  
Interference Problems

The combination of work and study The combination of work and study In our modern knowledge economy employees meet growing pressure to acquire new, work related competencies. Estimates indicate that in 2004 approximately 46% of the Dutch working population participated in education outside the organization. Furthermore, employees are confronted with increasing job demands. Studies show that work pressure is problematic for 32% of the Dutch employees, or 2,2 million people (Houtman, Smulders, & Van den Bossche, 2005). For this group of workers, the combination of work with study might become an exhausting challenge. Using data from 219 employed psychology students of the Dutch Open University, we explore whether too high job demands promote interference problems between work and study (WLI). Also, we investigate to what extent WLI influences personal well-being. Tests of a structural equation model indicated that job demands, i.c. workload, are positively associated with interference problems between work and study (WLI). WLI was positively related to emotional exhaustion and fully mediated the relation between workload and emotional exhaustion. From a policy point of view, these results suggest that employees' well-being might benefit from policy interventions targeted at the facilitation of the combination of work and study (e.g. study leave). At the same time, these interventions might promote the participation of employees in long life learning-activities.

Military acceptance of the Internet of Things: a research model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rabia Saylam ◽  
Abdulkadir Ozdemir
Keyword(s):  
Internet Of Things ◽  
Technology Acceptance ◽  
Diffusion Of Innovation ◽  
Structural Equation ◽  
Negative Relationship ◽  
The Internet ◽  
Research Model ◽  
Content Type ◽  
The Military ◽  
The Internet Of Things

Purpose This study aims to examine the perception of military people regarding the use of a network of various intelligent objects, the Internet of Things (IoT), in the future battlespace. Design/methodology/approach A research model that analyzes military acceptance of the IoT is proposed. The model is created by integrating the technology acceptance model and diffusion of innovation theory. Then an empirical study is conducted through a survey, and the proposed hypotheses are tested. The findings are obtained thanks to the structural equation model (SEM), which clearly reveals the overall dependency relationship among independent and dependent variables even when a dependent variable is an independent variable in another relationship. Findings The study clearly reveals the significant factors effecting the attitude toward the use of IoT in the military. It also uncovers potential barriers to the adoption of IoT in the military domain. Especially, risk factor seems to have no significant impact on the acceptance of IoT, and also, there seems to be a positive relationship between risk and trust contrary to an expected negative relationship. Originality/value To the best of the authors’ knowledge, this study is the first research analyzing the acceptance of IoT in the military domain through hypotheses in a SEM.

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

SAGE Open ◽  
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.

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

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.

scholarly journals Investigating the reversed causality of engagement and burnout in job demands-resources theory

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Leon T. De Beer ◽  
Jaco Pienaar ◽  
Sebastiaan Rothmann
Keyword(s):  
Structural Equation ◽  
Longitudinal Design ◽  
Negative Relationship ◽  
Job Demands ◽  
Supervisor Support ◽  
Managerial Implications ◽  
Major Attention ◽  
Value Add ◽  
Proactive Measures ◽  
Over Time

Orientation: Reversed causality is an area that has not commanded major attention within the South African context, specifically pertaining to engagement, burnout and job demands resources. Therefore, this necessitated an investigation to elucidate the potential effects.Research purpose: To investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time.Motivation for the study: Organisations and researchers should be made aware of the effects that burnout and engagement could have over time on resources and demands.Research design, approach and method: A longitudinal design was employed. The availability sample (n = 593) included participants from different demographic backgrounds. A survey was used to measure all constructs at both points in time. Structural equation modelling techniques were implemented with a categorical estimator to investigate the proposed hypotheses.Main findings: Burnout was found to have a significant negative longitudinal relationship with colleague support and supervisor support, whilst the negative relationship with supervisor support over time was more prominent. Engagement showed only one significant but small, negative relationship with supervisor support over time. All other relationships were statistically non-significant.Practical/managerial implications: This study makes organisations aware of the relationship between burnout and relationships at work over time. Proactive measures to promote relationships at work, specifically supervisor support, should be considered in addition to combatting burnout itself and promoting engagement.Contribution/value-add: This study provides insights and information on reversed causality, namely, the effects that engagement and burnout can have over time.

scholarly journals Job Demands and Exhaustion in Firefighters: The Moderating Role of Work Meaning. A Cross-Sectional Study

2021 ◽  
Vol 18 (18) ◽  
pp. 9819
Author(s):  
Andra Cătălina Roșca ◽  
Alexandru Mateizer ◽  
Cristina-Ioana Dan ◽  
Evangelia Demerouti
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Meaning ◽  
The Impact

Emotional exhaustion and other symptoms of burnout are often found among emergency services professions, such as firefighting. Given the social importance of this activity and the high responsibility it requires, prevention and alleviation of burnout symptoms become primary concerns in ensuring the well-being of firefighters. Although work meaning is one of the factors associated with a lower risk of developing burnout, its protective role has not been studied in firefighters. Therefore, the purpose of this study was to assess the buffering role of work meaning in the health-impairment process of the Job Demands-Resources model, targeting the relationship between job demands and related emotional exhaustion. A cross-sectional survey design was used to collect data from a sample consisting of Romanian firefighters (n = 1096). Structural equation modeling indicated a positive link between job demands and exhaustion. In addition, deriving personal meaning from work was associated with lower levels of exhaustion in firefighters. A small but significant interaction effect between work meaning and job demands showed that higher levels of work meaning attenuated the positive relationship between job demands and exhaustion. In conclusion, our findings suggest that work meaning has a buffering effect on the impact of various job demands on job-related exhaustion. Nevertheless, the small effect sizes warrant further research on this topic.

scholarly journals The Influence of Workload and Work Flexibility on Work-Life Conflict and the Role of Emotional Exhaustion

2020 ◽  
Vol 10 (11) ◽  
pp. 174
Author(s):  
Gabriele Buruck ◽  
Anna-Lisa Pfarr ◽  
Marlene Penz ◽  
Magdalena Wekenborg ◽  
Nicole Rothe ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Large Population ◽  
Secondary Analysis ◽  
Job Demands ◽  
Work Life ◽  
Related Factors ◽  
Study Results ◽  
Work Life Conflict

The purpose of this study is to examine the relationship between contextual work-related factors in terms of job demands (workload—WL) and job resources (work flexibility—WF), work–life conflict (WLC) and the burnout dimension emotional exhaustion (EE) in a large population-based sample. Building on the job demands resources model (JDRM), we have developed the hypothesis that WL has an indirect effect on EE that is mediated by WLC. We conducted a secondary analysis using data from the Dresden Burnout Study (DBS, N = 4246, mean age (SD) = 42.7 years (10.5); 36.4% male). Results from structural equation modelling revealed that EE is positively associated with WL (β = 0.15, p = 0.001) and negatively associated with WF (β = −0.13, p = 0.001), also after accounting for potential confounding variables (demography, depressive symptoms, and lifetime diagnosis of burnout). Both effects are mediated by WLC (β = 0.18; p = 0.001 and β = 0.08; p = 0.001, respectively) highlighting the important role of WLC in employee health. In summary, WF may help to reduce burnout symptoms in employees, whereas WL may increase them. Study results suggest that both associations depend on WLC levels.

scholarly journals Leader–member exchange fosters work engagement: The mediating role of job crafting

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Mirjam Radstaak ◽  
Ayla Hennes
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Leader Member Exchange ◽  
High Quality ◽  
Work Related ◽  
Member Exchange ◽  
Quality Relationships

Orientation: The right balance between job demands and job resources are essential for employees to bring energy and enthusiasm to work. Employees who experience high-quality relationships with their supervisors may actively craft their job demands and job resources and feel more engaged.Research purpose: The current study examined the associations between leader–member exchange (LMX), job crafting and work engagement. Motivation: This study attempts to gain more insight in the associations between LMX, job crafting and work engagement. It was hypothesised that high-quality relationships with supervisors fosters work engagement because it stimulates employees to craft their jobs by increasing social and structural job resources and challenging job demands and by decreasing hindering job demands.Research approach, design and methodology: Participants (N = 402) working for a leading mail and parcels company in the Netherlands completed questionnaires measuring LMX, work engagement and job crafting. Structural equation modelling was used to examine the hypotheses.Main findings: Increasing social job resources (β = 0.01, SE = 0.00, p < 0.001) and increasing challenging job demands (β = 0.08, SE = 0.04, p < 0.05) were significant mediators in the association between LMX and work engagement. Increasing structural job resources (β = 0.00, SE = 0.00, p = 0.92) and decreasing hindering job demands (β = -0.00, SE 0.00, p = 0.09) were not significant mediators.Practical and managerial implications: Supervisors who are capable of building high-quality relationships with their employees based on trust, respect and loyalty will foster a positive, fulfilling work-related state of mind among employees because they are more willing to proactively craft a challenging and resourceful work environment.Contribution or value-add: The findings of this study showed the importance of high-quality relationships with supervisors and were unique in examining the association between LMX and job crafting.

Promoting boundary-spanning behavior among service personnel

2014 ◽  
Vol 48 (9/10) ◽  
pp. 1626-1647 ◽  
Author(s):  
Jaewon (Jay) Yoo ◽  
Todd J. Arnold ◽  
Gary L. Frankwick
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Survey Methodology ◽  
Developmental Process ◽  
Job Demands ◽  
Boundary Spanning ◽  
Competitive Intensity ◽  
Content Type ◽  
Job Demand ◽  
Person Organization Fit

Purpose – The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand, respectively, ultimately affect the development of frontline employee boundary-spanning behavior (BSB). Design/methodology/approach – A survey methodology was used in collecting data from a sample of bank employees in South Korea. To analyze the data, a structural equation model procedure using LISREL 8.5 was used (Jöreskog and Sörbom, 1996). Findings – Results suggest that a frontline employee’s P – O fit decreases emotional exhaustion and increases achievement-striving motivation. Competitive intensity significantly reduces achievement-striving motivation. Results also show that competitive intensity significantly attenuates the positive relationship between P – O fit and employee achievement-striving motivation, highlighting the importance of contextual industry stressors upon internal organizational behaviors. Both emotional exhaustion and achievement-striving motivation are found to ultimately affect BSBs except for the link between emotional exhaustion and service delivery. Originality/value – The current study applies the job-demands resources model to demonstrate how both an externally initiated job demand (competitive intensity) and an internally oriented job resource (person – organization fit) influence employee experience of emotional exhaustion and achievement-striving motivation. Interaction effects of P – O fit and competitive intensity on employee’s psychological states (emotional exhaustion and achievement-striving motivation) are also examined. Further, it is demonstrated that both emotional exhaustion and achievement-striving motivation will directly influence service employee boundary-spanning behaviors, but in differential manners. This highlights the importance of exhaustion and motivation as mediators for the ultimate effect of a job resource (P – O fit), answering a call for such understanding of the developmental process for BSBs (Podsakoff et al., 2000). This is the first empirical study to link both internal and external elements to illuminate the process for developing job demands and resources, as well as boundary spanning behaviors.

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