Search results for "JOB DEMANDS"
showing 10 items of 34 documents
From job demands and resources to work engagement, burnout, life satisfaction, depressive symptoms, and occupational health
2016
This study investigated the cross-lagged associations between work engagement and burnout, and life satisfaction and depressive symptoms, their demands (i.e., workload) and resources (i.e., servant leadership, self-efficacy, resilience) and relationships with occupational health outcomes (i.e., recovery, number of mental health diagnoses, workaholism). This study is a part of an ongoing Occupational Health Study in which 1 415 employees (586 men, 829 women) were followed twice during two years 2011–12 through their occupational health services. The participants filled in a questionnaire on their work engagement, burnout symptoms, well-being, personal and work environmental resources and dem…
Intensified job demands and job performance: does SOC strategy use make a difference?
2019
We examined intensified job demands (IJDs) and selecting-optimizing-compensating (SOC) strategies as predictors of job performance (task performance, organizational citizenship behavior). We also investigated SOC strategy use as a moderator in the linkages between IJDs and performance. We sampled three disparate occupational groups (N=4,582). We found that certain dimensions of IJDs showed significant associations with the indicators of job performance but there were also scale-based variations in these linkages, depending on the type of performance and on the sub-scale of IJDs. Specifically, some dimensions of IJDs (e.g., work intensification) related to poorer task performance whereas som…
Aviation Crew Recovery Experiences on Outstations
2016
Abstract ACMI flight crews spend considerable time away from home on outstations. This study suggests that this long term stay carries its own considerations in regards to rest recovery with practical implications for Fatigue Risk Management as prescribed by ICAO. Four recovery experiences, Work Detachment, Control, Relaxation and Mastery, are identified and correlated with 28 crew behaviours on base. The results indicate improvement considerations for airline management organizing a long term contract with ACMI crews, in particular to increase schedule stability to improve the crew member’s sense of Control.
Does job design make workers happy?
2019
Using linked employer‐employee data for Finland we examine associations between job design, employee well‐being and job‐related stress. Three key findings stand out. First, in accordance with the theory of Karasek and Karasek and Theorell, job control and supervisory support are positively correlated with employee well‐being and negatively correlated with job‐related stress. Second, as predicted by theory, job demands are positively correlated with job‐related stress. Third, there is no association between job demands and employee well‐being and, contrary to expectations, neither job control nor supervisory support alleviate the negative relationship between job demands and job‐related stre…
FAMILY FIRMS: WELL-BEING OF EMPLOYEES AND ENTREPRENEURS. FAMILY RELATIONSHIPS AND WORK-RELATED STRESS
2014
The general aim of the present dissertation is to gain more insight into the phenomenon of family firms, the well-being of employees and entrepreneurs and the role of family relationships at work. These objectives have been pursued by means of three empirical studies presented in the three chapters respectively: Chapter 1 focuses on comparing the employees of family and non-family firms to identify clearly the distinctive features. Chapter 2 focuses on the Job demands-resources model and on the role of the emotional experience as an important variable in attempt to understand whether there is a different pattern of relationships in the model depending on the fact that the people work with o…
Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)
2014
Previous studies measuring different aspects of the quality of life have, as a rule, presumed linear relationships between a dependent variable and its predictors. This article utilizes non-parametric statistical methodology to explore curvilinear relations between work engagement and its main predictors: job demands, job control and social support. Firstly, the study examines what additional information non-linear modeling can reveal regarding the relationship between work engagement and the three predictors in question. Secondly, the article compares the explanatory power of non-linear and linear modeling with regard to work engagement. The generalized additive model (GAM), that makes pos…
Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes
2006
Abstract In modern Western life it is difficult to avoid work–family conflict. Therefore the resources that might reduce its negative outcomes on well-being and job attitudes come into focus. Our study contributes to the work–family conflict literature by exploring the indirect (moderator) and direct role of three work- and organization-related resources, i.e., job control, family supportive climate, organization-based self-esteem (OBSE), in the work-to-family conflict and well-being/job attitude relationship. Theoretically, the study tested the recently developed Job Demands–Resources (JD-R) model in the Scandinavian context. Data for the study were gathered from three differing Finnish or…
How and When Do Leaders Influence Employees' Well-Being? Moderated Mediation Models for Job Demands and Resources
2019
Following the call of recent reviews on leadership and well-being, the purpose of this study is to examine how and when two contrasting leadership styles, transformational leadership (TFL) and passive-avoidant leadership (PAL), are related to employees’ anxiety and thereby either promote or inhibit employees’ well-being. Using the prominent job demands-resources (JD-R) model as a theoretical framework, we propose that the relationship between leadership behavior and anxiety is mediated by organizational job demands, namely, role ambiguity (RA), and job resources, namely, team climate for learning (TCL), as well as moderated by autonomy as important job characteristic. A sample of 501 knowle…
Job demands and resources as antecedents of work engagement: A longitudinal study
2007
Abstract By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel ( n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be t…
Increasing the probability of finding an interaction in work stress research: A two-wave longitudinal test of the triple-match principle
2010
Research into work stress has attempted to identify job resources that can moderate the effects of job demands on strain. The recently developed triple-match principle (TMP) proposes that job demands, resources, and strain can be conceptualized as being composed of cognitive, emotional, and physical dimensions. When a psychological imbalance is induced by job demands, individuals activate corresponding resources to reduce the effects of the demands. A closer match occurs when the resources are processed in the same psychological domain as the demands. The further away from a match, the less likely an interactive effect will become. Put simply, the likelihood of finding an interactive effect…