scholarly journals Job Stress, Depression and Work-to-Family Conflict

2006 ◽  
Vol 60 (3) ◽  
pp. 510-539 ◽  
Author(s):  
Jean E. Wallace
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Job Control ◽  
Full Time ◽  
Support Functions ◽  
Stress Effects ◽  
Domain Specific ◽  
Job Demand ◽  
Main Effect ◽  
Demand Control

In this paper, the Job Demand-Control (JDC) model is used to predict depression and work-to-family conflict for married lawyers working full-time. The objectives of this paper are: (1) to determine whether the JDC model applies to work-to-family conflict; (2) to incorporate domain-specific job demand and job control variables; and (3) to examine a wider array of different forms of social support. First, the JDC model also helps explain work-to-family conflict. Second, domain-specificity does not appear key to documenting the buffering effects for job control. Third, spouse’s support of one’s career has the strongest main effect on both depression and work-to-family conflict, whereas coworker support functions as a moderator of lawyers’ job demands and has both buffering and amplifying effects. This paper closes by discussing the possible conditions under which members of support systems may transfer or exacerbate stress effects rather than alleviate them.

scholarly journals Relationship between job stress and fatigue based on job demand-control-support model in hospital nurses

2019 ◽  
Vol 10 (1) ◽  
pp. 56 ◽  
Author(s):  
Alireza Choobineh ◽  
Hamed Jalilian ◽  
FatemehKargar Shouroki ◽  
Hiva Azmoon ◽  
Akbar Rostamabadi
Keyword(s):  
Job Stress ◽  
Hospital Nurses ◽  
Job Demand ◽  
Demand Control ◽  
Support Model

scholarly journals The Impact of Employee’s Job Stress on Staff’s Job Performance at Administrative Office in Bahagian Samarahan, Sarawak

2020 ◽  
Vol 15 (1) ◽  
pp. 89-97
Author(s):  
Norlina Mohamed Noor ◽  
Juliza Salleh ◽  
Aida Nabilah Abdul Rafil ◽  
Aiza Johari
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Time Pressure ◽  
Two Dimensions ◽  
Job Control ◽  
Stress Factors ◽  
Future Research ◽  
Job Demand ◽  
The Impact ◽  
Skill Discretion

Job performance refers to an employee’s proficiency to perform well in achieving goals and behaviors which involve deliberate arts that are useful to the organization. Job performance can be improved if the employees manage to handle their job stress. This study investigates the significant effects and the relationships between job stress factors and job performance among the staffs at Pejabat Residen, Bahagian Samarahan, Sarawak. This study utilizes Job Demands-Control (JDC) Model by Karasek, which focuses on job demand and job control groups. Job demand consists of two dimensions; workload and time pressure while job control incorporates skill discretion and decision authority. One hundred questionnaires were conveniently distributed, and only 91 were returned and considered usable. This study used correlation and Multiple Linear Regression (MLR) analysis using SPSS version 25. The results show that job demand, job control, workload and time pressure had a significant relationship towards job performance. When the candidates had adequate time, decision-making empowerment and task-related skills, the employees could perform better. Among the predictors investigated, workload and skill discretion showed a significant effect on job performance. The recommendation for future research was also discussed and highlighted.

The Importance of Social Support in Workers’ Lay Conceptualizations of Stress

2010 ◽  
Vol 69 (1) ◽  
pp. 65-69 ◽  
Author(s):  
Laurent Guillet ◽  
Danièle Hermand ◽  
Etienne Mullet
Keyword(s):  
Social Support ◽  
Work Stress ◽  
Job Control ◽  
Assessment Technique ◽  
Job Demand ◽  
The Social ◽  
Support Factor ◽  
Stress At Work ◽  
Demand Control ◽  
Male Workers

The present study examined workers’ lay conceptualizations of stress. The framework used was Karasek and Theorell’s (1990) “job demand-control-support” model of stress at work. It assessed the importance workers attribute to the social support factor as a determinant of work stress compared with the importance attributed to job demand and job control. It used an assessment technique – the AVERAGE program – that allows for an estimation of the weight of each factor independent of the levels of these factors. A total of 61 female and 41 male workers participated in the study. They judged the stressfulness of work situations described in terms of the three factors. Social support was found to be, by far, the most important factor for judging the stressfulness of work situations.

scholarly journals Exploring the Link between Work Addiction Risk and Health-Related Outcomes Using Job-Demand-Control Model

2020 ◽  
Vol 17 (20) ◽  
pp. 7594 ◽  
Author(s):  
Frédéric Dutheil ◽  
Morteza Charkhabi ◽  
Hortense Ravoux ◽  
Georges Brousse ◽  
Samuel Dewavrin ◽  
...  
Keyword(s):  
High Risk ◽  
Job Demands ◽  
Control Model ◽  
Job Control ◽  
Low Risk ◽  
Work Addiction ◽  
Job Demand ◽  
Addiction Risk ◽  
Health Related ◽  
Demand Control

Purpose of the study: Work addiction risk is a growing public health concern with potential deleterious health-related outcomes. Perception of work (job demands and job control) may play a major role in provoking the risk of work addiction in employees. We aimed to explore the link between work addiction risk and health-related outcomes using the framework of job-demand-control model. Methods: Data were collected from 187 out of 1580 (11.8%) French workers who agreed to participate in a cross-sectional study using the WittyFit software online platform. The self-administered questionnaires were the Job Content Questionnaire by Karasek, the Work Addiction Risk Test, the Hospital Anxiety and Depression scale and socio-demographics. Data Analysis: Statistical analyses were performed using the Stata software (version 13). Results: There were five times more workers with a high risk of work addiction among those with strong job demands than in those with low job demands (29.8% vs. 6.8%, p = 0.002). Addiction to work was not linked to job control (p = 0.77), nor with social support (p = 0.22). We demonstrated a high risk of work addiction in 2.6% of low-strain workers, in 15.0% of passive workers, in 28.9% of active workers, and in 33.3% of high-strain workers (p = 0.010). There were twice as many workers with a HAD-Depression score ≥11 compared with workers at low risk (41.5% vs. 17.7%, p = 0.009). Sleep quality was lower in workers with a high risk of work addiction compared with workers with a low risk of work addiction (44.0 ± 27.3 vs. 64.4 ± 26.8, p < 0.001). Workers with a high risk of work addiction exhibited greater stress at work (68.4 ± 23.2 vs. 47.5 ± 25.1) and lower well-being (69.7 ± 18.3 vs. 49.3 ± 23.0) compared with workers at low risk (p < 0.001). Conclusions: High job demands are strongly associated with the risk of work addiction. Work addiction risk is associated with greater depression and poor quality of sleep. Preventive strategies should benefit from identifying more vulnerable workers to work addiction risk.

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