Who cares for the doctor? Job demands and resources as predictors of junior physician well-being

2014 ◽  
Vol 2014 (1) ◽  
pp. 13354
Author(s):  
Yseult Miriam Freeney ◽  
Martin R. Fellenz
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Job Demands And Resources

scholarly journals Sometimes It Drains, Sometimes It Sustains: The Dual Role of the Relationship with Students for University Professors

2019 ◽  
Vol 2019 ◽  
pp. 1-8 ◽  
Author(s):  
Mara Martini ◽  
Gloria Guidetti ◽  
Sara Viotti ◽  
Barbara Loera ◽  
Daniela Converso
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Psychological Health ◽  
Job Demands ◽  
Well Being ◽  
University Teachers ◽  
Work Meaning ◽  
The Relationship ◽  
Job Demands And Resources

University organizational contexts have been changing significantly in recent years, and academic staff are expected to manage larger workloads at an increased pace. This can threaten their well-being and exacerbate work-related stress—possibly creating negative impacts on their mental and physical states. Surprisingly, academic occupational psychological health is still rarely studied. By referring to the Job Demands-Resources (JD-R) conceptual model, this study aimed to analyze the relationship between university teachers’ well-being and job demands and resources, with a particular focus on the role of the relationship with students. Specifically, 550 associate and full professors were studied to determine the impact of job characteristics, quality of relationships in the work environment, and negative and positive relations with students regarding emotional exhaustion and work engagement. Hierarchical multiple regression models allowed us to highlight the fact that emotional exhaustion was positively and significantly associated with workload, conflicts with colleagues, and requests from students, and it was negatively associated with work meaning. Work engagement was positively and significantly associated with work meaning and social support from students. Our study points out that the flexible and renowned JD-R model can successfully be used to analyze the occupational psychological health of academics. Further, our study underscores the fact that, among job demands and resources, the often-neglected relations with external users (the students) can play an important role in university teachers’ perceptions of exhaustion and engagement.

Well-being in open space offices: The role of office features and psychosocial working conditions

Work ◽  
2021 ◽  
pp. 1-16
Author(s):  
Sarah S. Lütke Lanfer ◽  
Cathrin Becker ◽  
Anja S. Göritz
Keyword(s):  
Working Conditions ◽  
Open Space ◽  
Job Demands ◽  
Well Being ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Psychosocial Working Conditions ◽  
Office Size ◽  
Job Demands And Resources

BACKGROUND: There has been a trend to implement open space offices: wide-spread office floors with modern and colourful furniture. However, there is limited scientific knowledge on the effects of Open Space Offices (OSO). Studies are scare and show heterogeneous results. OBJECTIVE: By using the Job Demands-Resources model as a conceptual framework, the present study aimed at investigating the influence of subjective and objective features of the OSO (i.e., office size, desk-sharing, openness) next to classical psychosocial working conditions (i.e., demands, resources) on irritation and subjective well-being. METHODS: Cross-sectional and longitudinal data out of four different organisations (490 participants, 43.73 years of age, SD = 12.02) were used. RESULTS: Results showed that both features of the OSO and working conditions play a role in well-being at work. In line with current studies, job demands and resources contributed more to irritation and subjective well-being than features of the OSO. CONCLUSION: The influence of traditional psychosocial working conditions has so far been neglected in research on OSOs. However, their contribution to employees’ well-being next to features of the OSO could explain the heterogeneous findings of the existing research on well-being in OSOs. Thus, when implementing OSOs, employees’ well-being can only be enhanced if working conditions are targeted in parallel.

scholarly journals Job demands, resources and work-related well-being in UK firefighters

2019 ◽  
Vol 69 (8-9) ◽  
pp. 604-609
Author(s):  
N Payne ◽  
G Kinman
Keyword(s):  
Problem Solving ◽  
Job Demands ◽  
Well Being ◽  
Working Environment ◽  
Role Clarity ◽  
Work Related ◽  
Recovery Strategies ◽  
Relationship Conflicts ◽  
The Impact ◽  
Job Demands And Resources

Abstract Background There is evidence that firefighters are at risk of work-related stress and mental health problems, but little is known about the organizational hazards they experience. Insight is needed into the work-related factors that are most likely to threaten or protect their work-related well-being. Aims To identify levels of job demands and resources (including demands relating to workload, work patterns and the working environment, relationship conflicts, control, support, role clarity and change management) among firefighters, and to use a job demands–resources framework to examine their impacts on work-related well-being. The role played by recovery strategies in predicting work-related well-being was also considered. Methods Job demands and resources were assessed by the Health & Safety Executive (HSE) Management Standards Indicator Tool. Validated scales measured recovery strategies (detachment, affective rumination and problem-solving pondering) and work-related well-being (anxiety–contentment and depression–enthusiasm). The impact of job demands, resources and recovery strategies was tested by multiple linear regression. Results The sample comprised 909 firefighters across seven Fire and Rescue Services in the UK (85% male). Levels of job demands and resources did not meet HSE benchmarks. The main risk factors for poor work-related well-being were relationship conflicts and affective rumination, but resources such as role clarity and job control and the use of problem-solving pondering and detachment were beneficial. Conclusions Interventions that aim to reduce relationship conflicts at work and promote problem-solving rather than affective rumination, and detachment from work when off-duty, are likely to improve work-related well-being. Attention to enhancing job resources may also be beneficial.

scholarly journals Value-Based Healthcare From the Perspective of the Healthcare Professional: A Systematic Literature Review

2022 ◽  
Vol 9 ◽  
Author(s):  
Veerle van Engen ◽  
Igna Bonfrer ◽  
Kees Ahaus ◽  
Martina Buljac-Samardzic
Keyword(s):  
Healthcare Professional ◽  
Psychosocial Factors ◽  
Thematic Analysis ◽  
Organizational Support ◽  
Healthcare Professionals ◽  
Job Strain ◽  
Job Demands ◽  
Well Being ◽  
Use Of Resources ◽  
Job Demands And Resources

Introduction: Healthcare systems increasingly move toward “value-based healthcare” (VBHC), aiming to further improve quality and performance of care as well as the sustainable use of resources. Evidence about healthcare professionals' contributions to VBHC, experienced job demands and resources as well as employee well-being in VBHC is scattered. This systematic review synthesizes this evidence by exploring how VBHC relates to the healthcare professional, and vice versa.Method: Seven databases were systematically searched for relevant studies. The search yielded 3,782 records, of which 45 were eligible for inclusion based on a two-step screening process using exclusion criteria performed by two authors independently. The quality of the included studies was appraised using the Mixed Methods Appraisal Tool (MMAT). Based on inductive thematic analysis, the Job Demands-Resources (JD-R) model was modified. Subsequently, this modified model was applied deductively for a second round of thematic analysis.Results: Ten behaviors of healthcare professionals to enhance value in care were identified. These behaviors and associated changes in professionals' work content and work environment impacted the experienced job demands and resources and, in turn, employee well-being and job strain. This review revealed 16 constructs as job demand and/or job resource. Examples of these include role strain, workload and meaning in work. Four constructs related to employee well-being, including engagement and job satisfaction, and five constructs related to job strain, including exhaustion and concerns, were identified. A distinction was made between job demands and resources that were a pure characteristic of VBHC, and job demands and resources that resulted from environmental factors such as how care organizations shaped VBHC.Conclusion and Discussion: This review shows that professionals experience substantial job demands and resources resulting from the move toward VBHC and their active role therein. Several job demands are triggered by an unsupportive organizational environment. Hence, increased organizational support may contribute to mitigating or avoiding adverse psychosocial factors and enhance positive psychosocial factors in a VBHC context. Further research to estimate the effects of VBHC on healthcare professionals is warranted.

Psychological capital as a personal resource in the JD-R model

2018 ◽  
Vol 47 (4) ◽  
pp. 968-984 ◽  
Author(s):  
Steven L. Grover ◽  
Stephen T.T. Teo ◽  
David Pick ◽  
Maree Roche ◽  
Cameron J. Newton
Keyword(s):  
Psychological Capital ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Healthcare Sector ◽  
Personal Resources ◽  
Content Type ◽  
Personal Resource ◽  
The Impact ◽  
Job Demands And Resources

Purpose The purpose of this paper is to demystify the role of the personal resource of psychological capital (PsyCap) in the job demands-resources model. The theory suggests that personal resources directly influence perceptions of job demands, job resources, and outcomes. Alternatively, personal resources may moderate the impact of job demands and job resources on outcomes. Design/methodology/approach A survey of 401 nurses working in the Australian healthcare sector explores the relations among PsyCap, job demands and resources, and psychological well-being and work engagement. Findings The results suggest that PsyCap directly influences perceptions of job demands and resources and that it directly influences the outcomes of well-being and engagement. Furthermore, job demands and job resources mediate the relation of PsyCap with well-being and engagement, respectively. Research limitations/implications The moderation effect of PsyCap was not supported, which suggests that PsyCap relates to perceptions as opposed to being a coping mechanism. This finding therefore narrows the scope of personal resources in this important model. Originality/value The importance of this study lies in its exploration of various ways that personal resources can influence this dominant model and in analyzing the global construct of PsyCap as opposed to some of its constituent parts.

scholarly journals An exploration of the prevalence and predictors of work-related well-being among psychosocial oncology professionals: An application of the job demands–resources model

2015 ◽  
Vol 14 (1) ◽  
pp. 33-41 ◽  
Author(s):  
Adrienne Turnell ◽  
Victoria Rasmussen ◽  
Phyllis Butow ◽  
Ilona Juraskova ◽  
Laura Kirsten ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Psychosocial Oncology ◽  
Job Resources ◽  
Online Questionnaire ◽  
Work Related ◽  
Utrecht Work Engagement Scale ◽  
High Work ◽  
Job Demands And Resources

ABSTRACTObjective:Burnout is reportedly high among oncology healthcare workers. Psychosocial oncologists may be particularly vulnerable to burnout. However, their work engagement may also be high, counteracting stress in the workplace. This study aimed to document the prevalence of both burnout and work engagement, and the predictors of both, utilizing the job demands–resources (JD–R) model, within a sample of psychosocial oncologists.Method:Psychosocial-oncologist (N = 417) clinicians, recruited through 10 international and national psychosocial-oncology societies, completed an online questionnaire. Measures included demographic and work characteristics, burnout (the MBI–HSS Emotional Exhaustion (EE) and Depersonalization (DP) subscales), the Utrecht Work Engagement Scale, and measures of job demands and resources.Results:High EE and DP was reported by 20.2 and 6.6% of participants, respectively, while 95.3% reported average to high work engagement. Lower levels of job resources and higher levels of job demands predicted greater burnout, as predicted by the JD–R model, but the predicted interaction between these characteristics and burnout was not significant. Higher levels of job resources predicted higher levels of work engagement.Significance of results:Burnout was surprisingly low and work engagement high in this sample. Nonetheless, one in five psychosocial oncologists have high EE. Our results suggest that both the positive (resources) and negative (demands) aspects of this work environment have an on impact burnout and engagement, offering opportunities for intervention. Theories such as the JD–R model can be useful in guiding research in this area.

scholarly journals The Job Demands and Resources Related to COVID-19 in Predicting Emotional Exhaustion and Secondary Traumatic Stress Among Health Professionals in Spain

2021 ◽  
Vol 12 ◽  
Author(s):  
Jennifer E. Moreno-Jiménez ◽  
Luis Manuel Blanco-Donoso ◽  
Mario Chico-Fernández ◽  
Sylvia Belda Hofheinz ◽  
Bernardo Moreno-Jiménez ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Traumatic Stress ◽  
Health Professionals ◽  
Secondary Traumatic Stress ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Cross Sectional ◽  
Psychosocial Risks ◽  
Job Demands And Resources

The current COVID-19 crisis may have an impact on the mental health of professionals working on the frontline, especially healthcare workers due to the increase of occupational psychosocial risks, such as emotional exhaustion and secondary traumatic stress (STS). This study explored job demands and resources during the COVID-19 crisis in predicting emotional exhaustion and STS among health professionals. The present study is a descriptive and correlational cross-sectional design, conducted in different hospitals and health centers in Spain. The sample consisted of 221 health professionals with direct involvement in treating COVID-19. An online survey was created and distributed nationwide from March 20 to April 15 which assessed: sociodemographic and occupational data, fear of contagion, contact with death/suffering, lack of material and human protection resources (MHRP), challenge, emotional exhaustion, and STS. Descriptive findings show high levels of workload, contact with death/suffering, lack of MHPR and challenge, and are moderately high for fear of contagion, emotional exhaustion, and STS. We found an indirect significant effect of lack of MHPR on predicting (1) emotional exhaustion through the workload and (2) on STS through fear of contagion, contact with death/suffering, and workload. To conclude, this study examines the immediate consequences of the crisis on health professionals' well-being in Spain, emphasizing the job demands related to COVID-19 that health professionals are facing, and the resources available in these health contexts. These findings may boost follow-up of this crisis among health professionals to prevent them from long-term consequences.

scholarly journals Leadership and Job Demands-Resources Theory: A Systematic Review

2021 ◽  
Vol 12 ◽  
Author(s):  
Lars G. Tummers ◽  
Arnold B. Bakker
Keyword(s):  
Systematic Review ◽  
Organizational Performance ◽  
Job Demands ◽  
Well Being ◽  
Theory Building ◽  
Job Crafting ◽  
Research Designs ◽  
The Impact ◽  
The Relationship ◽  
Job Demands And Resources

The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three main ways in which leadership may affect employees, namely by: (1) directly influencing job demands and resources, (2) influencing the impact of job demands and resources on well-being; and (3) influencing job crafting and self-undermining. We hope this review helps researchers and practitioners analyze how leadership and JD-R theory can be connected, ultimately leading to improved employee well-being and organizational performance.

scholarly journals Job Demands and Resources and Employee Well-Being in the Chinese Nonprofit Sector

2021 ◽  
Vol 12 ◽  
Author(s):  
Guosheng Deng ◽  
Chienchung Huang ◽  
Shannon P. Cheung ◽  
Shaoming Zhu
Keyword(s):  
Nonprofit Sector ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Regression Analyses ◽  
High Turnover ◽  
Negatively Associated ◽  
The Cost ◽  
Job Demands And Resources

Although the nonprofit sector in China has grown substantially in past decades, its future is threatened by high turnover and burnout. It is thus necessary to investigate the factors that contribute to employee well-being (EWB) among nonprofit employees in China. This study used 233 foundation employees in China to examine the effects of job demands and resources (JD-R) on EWB. Estimates produced by regression analyses indicated that job resources (JR) have a strong effect on EWB (Beta = 0.53), as well as on the three EWB subscales (workplace, psychological, and life well-being). While job demands (JD) had no effects on overall well-being, they were negatively associated with workplace well-being (WWB) (Beta = −0.12). Robustness tests were conducted to further examine how JD and JR dimensions affect EWB and its subscales. Based on the findings, we underscore the importance of JR for EWB among foundation employees in China as well as that of implementing interventions that may alleviate the cost of emotional workload as a JD.

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