Job Demands

The vulnerability to burnout among teachers from Penang preschool has become an intense issue to be addressed. Moreover, preschool teachers struggle with more burnout when job demands are high and when job resources are limited. Therefore, this paper aims to inspect the predictors of burnout among preschool teachers. Besides, the potential role of work engagement as a mediating variable was also examined in the paper. There was a total of 102 participants by Penang preschool teachers in the research. The study discovered that work engagement was in a significant negative relationship with burnout. Meanwhile, job demands were in a significant negative relationship with work engagement whereas job resources were in a significant positive relationship with work engagement. Furthermore, it is determined that job demands and job resources possessed a significant indirect relationship with burnout respectively, through work engagement as a mediator. The outcomes of this study are advantageous to both scholars and practitioners who wish to safeguard and minimize the burnout levels among preschool teachers.

Purpose: This study presented the construct of Work-Health Balance and the design and validation of the Work-Health balance questionnaire (WHBq). More and more workers have a long-standing health problem or a disability (LSHPD). The management of health needs and work demands is crucial for the quality of working life and work retention of these workers. However, no instrument exists measuring this process. The WHBq assesses key factors in the process of adjusting between health needs and work demands. Method: We tested the reliability and validity of 38 items with cross-sectional data from a sample of 321 Italian workers (mean age = 45 ± 11) with EFA, Rasch analyses and the correlations with other relevant variables. Results: The instrument ultimately consisted of 17 items that reliably measured three factors: Work-Health incompatibility, Health climate, and External support. These dimensions were associated with well-being in the workplace, dysfunctional behaviors at work, and general psychological health. A higher level on the Work-Health balance index was associated with lower levels of presenteeism, emotional exhaustion, workaholism, and psychological distress and with higher levels of job satisfaction and work engagement, supporting the construct validity of the instrument. Conclusion: The WHBq shows good psychometric characteristics and strong and theoretically consistent relationships with important and well-known variables. These results make the WHBq a promising tool in the study and management of health of employees, especially for the work continuation of employees returning to work with LSHPD.

A model of burnout and life satisfaction amongst nursesThis study, among 109 German nurses, tested a theoretically derived model of burnout and overall life satisfaction. The model discriminates between two conceptually different categories of working conditions, namely job demands and job resources. It was hypothesized that: (1) job demands, such as demanding contacts with patients and time pressure, are most predictive of exhaustion; (2) job resources, such as (poor) rewards and (lack of) participation in decision making, are most predictive of disengagement from work; and (3) job demands and job resources have an indirect impact on nurses’ life satisfaction, through the experience of burnout (i.e., exhaustion and disengagement). A model including each of these relationships was tested simultaneously with structural equations modelling. Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction. These findings contribute to existing knowledge about antecedents and consequences of occupational burnout, and provide guidelines for interventions aimed at preventing or reducing burnout among nurses.

Purpose -The purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism). Design/methodology/approach -Hypotheses were tested with a cross-sectional design among 747 Dutch employees from two home care organizations. Findings -Results of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two-way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout. Practical implications -The conclusions may be particularly useful for occupational settings, including home care organizations, where reducing or redesigning demands is difficult. Originality/value -The findings confirm the JD-R model by showing that several job resources can buffer the relationship between job demands and burnout.

The ongoing Corona pandemic has significantly changed the way we live and work. Much of the work done in the office has been shifted to the private sphere. At the same time, it has become apparent that mobile forms of work can lead to increased mental stress. The aim of this thesis is therefore to investigate whether the Corona pandemic and the associated mobile work lead to negative effects on mental health. To answer this question, a quantitative study is conducted among the employees of ORLEN Deutschland GmbH, a petrol station company from northern Germany. After examining the relevant literature on the topic of mental health and mobile forms of work, the theoretical model was presented using the Job-Demand-Control-Support-Model by Johnson and Hall. It examines the relationships between job demand, job control and work support and their effects on job strain. Furthermore, it suggests that there is a moderating effect for job control and work support.

In order to test these theoretical relationships for the case study, a standardized questionnaire was created. This questionnaire is based on the presented model and was additionally supplemented by further research findings. A total of 100 of the approximately 180 employees of ORLEN Deutschland GmbH took part in the survey, giving information about how the working situation changed from pre corona to intra corona, about working demand such as workloads, work-life balance and work-family conflicts, work control and flexibility, social support and social isolation as well as subjectively perceived psychological well-being. Based on this information the descriptive results were presented giving insight about the working conditions during the Corona pandemic. Furthermore, the five main variables of this paper, job demands, work-life-demands, job control, social support and psychological well-being were summarized, giving the base for the correlation and regression analysis. The bivariate analysis results that there are significant correlations between work-life demands and psychological well-being, job control and psychological well-being as well as social support and psychological well-being. Regarding the multiple regression analysis, only the impact of social support on psychological
well-being is significant. Moreover, the regression models show no moderating effect of job control or social support on the relationship between job demands and psychological wellbeing, nor for the relationship between work-life demands and psychological well-being for the
entire workforce of ORLEN Deutschland. Only in one model a moderation effect can be detected. According to this model, social support has an impact on how work-life demands affect the psychological well-being of female employees at ORLEN Deutschland.

An organization’s survival and its performance are often connected to employees’ well-being, which in intensive work conditions can be compromised by employee exhaustion. To date, the last economic crisis has forced several companies to downsize and leave the remaining employees facing higher job demands and vulnerability towards job exhaustion. The present study investigates whether resilience together with other personal resources can function as a psychological shield through a mediation and/or moderation process that mitigate the emergence of burnout. Based on a sample of employees from three different Italian companies (N=208), our results confirmed that “resilience resources” (i.e. resilience, self-efficacy, self-regulation) mediated the relationship between job demands, exhaustion and task performance (i.e. energetic process). These results suggest that organizational environments characterized by challenging demands are likely to foster the development of resilience resources in order to cope with the emergence of potentially harming processes.

The Job Demands–Resources (JD–R) model is a theoretical framework that tries to integrate two fairly independent research traditions: the stress research tradition and the motivation research tradition. According to the JD–R model, job demands are initiators of a health impairment process and job resources are initiators of a motivational process. In addition, the model specifies how demands and resources interact, and predict important organisational outcomes.

In this article, we discuss the individual employee’s role in the development of his/her job burnout. We review the antecedents and consequences of burnout, and propose a model with chronic burnout as a moderator of daily functioning in the workplace. Specifically, we argue that chronic burnout strengthens the loss cycle of daily job demands, daily exhaustion, and daily self-undermining. Additionally, we argue
that chronic burnout weakens the gain cycle of daily job resources, daily work engagement, and daily job crafting. We conclude that employees with high levels of burnout need help in structurally changing their working conditions and health status.

This study among 168 couples of dual-earner parents uses insights from previous work-family conflict and crossover research to propose an integrative model delineating how job demands experienced by men and women carry over to the home domain. The authors hypothesized that for both men and women, job demands foster their own work-family conflict (WFC), which in turn contributes to their partners' home demands, family-work conflict (FWC), and exhaustion. In addition, they hypothesized that social undermining mediates the relationship between individuals' WFC and their partners' home demands. The results of structural equation modeling analyses provided strong support for the proposed model. The hypothesis that gender would moderate the model relationships was rejected. These findings integrate previous findings on work-family conflict and crossover theories and suggest fluid boundaries between the work and home domains.

Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach was used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastating effects of turnover and be equipped with strategies to decrease the turnover rate.

Two studies including 108 nurses and 101 police officers tested the proposition that emotionally demanding interactions with recipients may result in emotional dissonance, which, in turn, may lead to job burnout and impaired performance. More specifically, on the basis of the literature on burnout and emotional dissonance, the authors hypothesized that emotional job demands would explain variance in burnout (i.e., exhaustion and cynicism/disengagement) through their influence on emotional dissonance. In addition, the authors predicted that emotional dissonance would be (negatively) related to in-role performance through its relationship with burnout. The findings of a series of structural equation modeling analyses supported both hypotheses. The implications for research and practice are discussed, as well as avenues for additional research.

Two studies were conducted to examine how home healthcare nurses stay engaged in their work and maintain their psychological well-being. In Study 1, we hypothesized that nurses would perceive work pressure more as a hindrance demand than as a challenge demand, and that the reverse would be true for emotional demands. We approached 120 home healthcare nurses who filled in a survey. Results of a series of paired sample t-tests supported our hypotheses. In Study 2, we used the JD-R model to hypothesize that weekly job demands can either facilitate or undermine the positive impact of personal resources on work engagement and flourishing, depending on the nature of the job demand (hindrance vs. challenge). A sample of 63 nurses filled in a questionnaire at the end of the working week during three consecutive weeks (N = 3 × 63 = 189 occasions). Results of hierarchical linear modeling showed that emotional job demands strengthened the effect of personal resources on weekly well-being, whereas work pressure undermined this effect. Taken together, the present findings challenge the idea that whether job demands act as hindrances or challenges is the same for all occupations and for all individuals.

Abstract 1. This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high.

This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.

The present study uses the Job Demands-Resources model to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N 071) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.

This research was conducted to determine the effect of perception towards ghost shopper and job demands towards emotional exhaustion of employee. In this study, the population are worker of Pizza Hut in Malang who work for front of the house, with the samples of 50 employees. The sampling technique that was used is purposive sampling. Job demands and emotional exhaustion were measured by using a Likert-like scale, whereas perception towards ghost shopper was measured by using a semantic differential scale. The data analysis linear regression is used to know the effect of perception towards ghost shopper and job demands towards emotional exhaustion. The result of data analysis in partial showed that perception toward ghost shopper have an effect as big as 17,23%, job demands toward emotional exhaustion 11,23% and in whole perception towards ghost shopper and job demands has an effect 28,5% towards employee's emotional exhaustion. The data also showed that employee's perception towards ghost shopper is in a medium category perception with emotional exhaustion and job demands rate are also in medium level.

The job demands–control–support model (DCS; Karasek, 1979) is an influential theory for understanding how work characteristics relate to employee well-being, health, and performance. However, previous research has largely neglected theory-building regarding the interrelationships between job demands, control, and support. We remedy such theoretical underdevelopment by reviewing and integrating theory on the relationships between demands, control, and support to develop five hypotheses. We test our hypotheses within a meta-analytic framework using a set of 106 studies. Our results show negative demands–supervisor support and demands–coworker support relationships, but no significant demand–control relationship. Our findings also indicate positive control–supervisor support and control–coworker support relationships. Using the meta-analytic effect sizes, we also estimate two competing structural equation models intended to discern which theoretical model using DCS work characteristics to predict occupational strain and well-being is more consistent with our data. Our results suggest that job control and both sources of social support should be treated independently, as opposed to indicators of a shared latent factor, in terms of their prediction of well-being and job demands. Our study offers support for the usefulness of the DCS and more modern conceptualizations of the working environment in understanding the employee work experience and for predicting important work outcomes.

This article introduces the dual-process model of work-home interference (WHI), which claims that job characteristics can be categorized in two broad categories, job demands and job resources, that are differentially related to job-related outcomes and WHI measures. The model proposes that job demands are primarily related to feelings of exhaustion, whereas job resources are primarily related to work-related flow. The central hypothesis of the current study among 1,090 employees was that exhaustion and flow, in turn, are related to negative and positive WHI, respectively. A series of structured equation modeling (SEM) analyses provided strong evidence for the dual-process model of WHI. The implications for WHI research and practice are discussed.

Purpose: This systematic review provides a synthesis and evaluation of literature surrounding the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) with particular emphasis on establishing an evidence-based universal application towards different national and international work contexts.

Design: The study uses a systematic review approach following the stages suggested by Tranfield et al. (2003). Based on empirical data from 62 studies, we systematically analyse the application of the JD-R model and query whether it is applicable outside merely domestic work contexts.

Findings: We found convincing support for the JD-R model in different national contexts. However, we also found an absence of studies employing the JD-R model in cross-national settings. None of the empirical studies in the sample had explicitly considered the international context of today’s work environment or had clearly associated JD-R research with the IHRM literature.

Research implications: Based on the wide acceptance of the JD-R model in domestic work contexts and the increased interest in work related outcomes such as burnout and engagement in the IHRM literature, our study identifies a gap and suggests future research applying the JD-R model to international work and global mobility contexts. It also provides a preview on potential job demands and resources relevant to the international work context.

Originality: This study is the first to systematically assess the application of the JD-R model in domestic and international work contexts based on a systematic review of empirical literature accumulating since the inception of the model. Our study identifies a lack of internationally focussed JD-R studies and invites further empirical research and theoretical extensions.

Aims. This paper is a report of a study with three aims:(i) to investigate whether emotional, quantitative and physical demands have a causal, negative impact on nurses' health;(ii) to examine whether work-home interference can explain this effect, by playing a mediating role; and (iii) to test the so-called loss spiral hypothesis claiming that nurses' health problems lead to even higher job demands and more work-home interference over time. Background.

This study used the Job Demands–Resources (JD-R) model, developed in the context of occupational well-being in the paid workforce, to examine the antecedents of burnout and connectedness in the formal volunteer rural ambulance officer vocation (N= 487). Structural equation modeling using self-reports provide strong evidence for the central assumptions of the JD-R model.

The purpose of this study was to investigate the antecedents and consequence of job crafting in the context of education sector and high-power distance societies, such as Indonesia where most people seem hesitant to seize on job crafting due to their appreciation to organizational hierarchies. Specifically, we examined perceived organization support, job demand, and job autonomy as the antecedents to job crafting. Further, we tested the effect of these associations on job engagement as the consequence. According to job demand resources theory, employees voluntarily modify their job aspects (job crafting) when they perceive organization support, experience high work demand, and satisfy with the degree of autonomy. Consequently, this leads to the enhancement of employee's engagement level. To investigate these relationships, a survey was conducted among 287 early childhood and primary school teachers working in 16 schools in Bandung, West Java, Indonesia. We used path analysis to test the hypothesized models. The results indicate that perceived organization support, job demand, and job autonomy are positively associated to job crafting. In addition, we found that when job crafting is present, it increases the level of employee engagement. This study highlights the importance of job crafting for early childhood and primary school teachers working in the high-power distance societies.

It is acknowledged that chronic job demands may be depleting workers' stamina resulting in burnout conditions and ultimately causing further health problems. This relation, known as health impairment process, has recently been considered as a possible explanation for the emergence of counterproductive work behavior (CWB). The present work aims to examine the role of two personality traits (i.e., Grit and Honesty-Humility) in this process. The results, based on a sample of 208 private service sector employees, confirm the presence of a fully mediated process and show how Honesty-Humility positively moderates the relationship between job demands and exhaustion, whereas Grit has a negative effect on the relation between exhaustion and CWB. Implications for assessment procedure and hiring decisions are discussed.

The increasing spread of digital technologies and respective consequences for the way we live, work, and communicate can evoke feelings of tension and discomfort. This so-called digitalisation anxiety is related to existing and future technologies, includes the process of digitalisation in everyday life, and refers to multiple levels (the individual, organisations, and society). Existing scales measuring technology-related fears due not adequately reflect these features. Therefore, we developed the German version of the Digitalisation Anxiety Scale (DAS). Having generated items based on a qualitative interview study (Study 1, n = 26), we demonstrated the DAS's factor structure, internal consistency and construct validity in Study 2a (n = 109) and test-retest reliability in Study 2b (n = 30). In Study 3 (n = 223), the scale's structure was confirmed and correlates of digitalisation anxiety were examined. The final version of the DAS consists of 35 items with a four-factor structure (societal triggers for digitalisation anxiety, triggers related to interaction and leadership, triggers within oneself and triggers resulting from the digitalisation implementation process). Digitalisation Anxiety had negative relationships with well-being and performance. The scale allows practitioners and researchers to measure and benchmark individuals' levels of digitalisation anxiety, and to track changes over time. The scale can inform interventions aiming at reducing digitalisation anxiety and stress resulting from digitalisation.

This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and attachment to work and the organization. Consistent with hypotheses derived from the JD-R model and the absenteeism literature, results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration, whereas job resources are unique predictors of organizational commitment, and indirectly of absence spells. These findings have implications for individual and organizational interventions aimed at reducing absenteeism.

Policing has long been recognized as a stressful, emotionally trying, and sometimes dangerous occupation. Job stress is related to several harmful outcomes for officers, and ultimately police organizations. The present study empirically examined the applicability of the job demands–resources model to explain levels of work stress experienced by a sample of police officers in India. Survey data collected from 827 officers in the Indian state of Haryana were examined to determine the impact of five job demands and four job resources on work stress. Our findings suggest that role ambiguity, role conflict, and role overload are associated with higher levels of officer stress, whereas organizational support, formalization, and employee input in decision
making are all associated with lower levels of stress. The implications of our findings for policing and the job demands-resources model are also discussed.

Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2).

The aim of the study was to adapt job demands and resources scale for Physical Education (PE) teachers into Turkish language. Two hundered and nineteen PE teachers participated in this study. In the scope of validity analyses of the scale, different techniques were used and expert opinion was obtained for the language content validity, while exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were performed for construct validity. Results of EFA showed that two main factors explained 34.91% of variance. CFA results revealed that the indices examined in terms of construct were at a good level with regards to data fit. In reliability analyses, internal consistency coefficient was calculated as 0.74 for the whole, 0.81 for job demands and 0.74 for job resources from the main factors. Results reveal that job demands-resources scale for PE teachers is reliable and valid for Turkish population.

This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources).