Search results for "job demands-resources model"
showing 9 items of 9 documents
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…
Tunnetyön kuormittavuus terveydenhuoltoalalla : palvelumotivaatio ja transformationaalinen johtajuus puskuroivina voimavaroina
2015
Tämän pro gradu -tutkielman tavoitteena oli kartoittaa tunnetyön kuormittavuutta suomalaisella terveydenhuoltoalalla. Työn vaatimusten ja voimavarojen mallia (JD-R) hyödyntäen tutkimme, kuinka tunnetyön kuormittavuus työn vaatimustekijänä ja transformationaalinen johtajuus sekä palvelumotivaatio työn voimavaratekijöinä ovat yhteydessä työuupumukseen. Tutkimusaineistoon valikoitui 1450 hoitotyöntekijää, joiden tunnetyön kuormittavuutta (mitattuna emotionaalisella dissonanssilla), palvelumotivaatioita, koettua transformationaalista johtajuutta ja työuupumusta (mitattuna uupumusasteisena väsymyksenä) kartoitettiin kyselylomakkeen avulla. Tutkimushypoteeseina oli, että tunnetyön kuormittavuus o…
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…
Suddenly Working From Home!
2022
Abstract. The Corona crisis and the lockdown in the spring of 2020 had various effects on working life in Europe. In this three-wave study, we assessed the trajectories of job demands and resources of 302 employees 2 weeks before the lockdown, over 1 week after lockdown start, and 6 weeks following the beginning of the lockdown. We applied a pre-post follow-up design with 129 employees who switched to telecommuting and a control group of 173 employees who remained in their on-site workplace. Results from the repeated-measures MANCOVA indicate that, despite various general changes to job characteristics because of the Corona crisis, telecommuting changes contributed to significant changes on…
The mediational role of employability in the job demands-resources model: a cross-cultural study in France and Italy
2019
International audience
Job demands-resources model in the context of recovery: Testing recovery experiences as mediators
2011
The aim of the present study was to extend the original Job Demands– Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R mode…
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…
The predicting role of self-efficacyin the Job Demands-Resources Model: A longitudinal study
2012
AbstractTaking Albert Bandura's Social Cognitive Theory as our starting point, we analysed the predicting role of self-efficacy in the Job Demands-Resources Model. We tested longitudinally the two underlying psychological processes, namely: 1) the motivational process, in which job resources (i.e., job autonomy and social support climate) foster engagement, and 2) the erosion process, in which high job demands (i.e., quantitative overload and role conflict) lead to burnout. Structural equation modelling in a sample of 274 secondary-school teachers confirmed both processes, as well as the powerful predicting role of self-efficacy. Finally, we discuss the theoretical findings and the practica…
A New Academic Quality at Work Tool (AQ@workT) to Assess the Quality of Life at Work in the Italian Academic Context
2022
Refereed/Peer-reviewed The present study provides evidence for a valid and reliable tool, the Academic Quality at Work Tool (AQ@workT), to investigate the quality of life at work in academics within the Italian university sector. The AQ@workT was developed by the QoL@Work research team, namely a group of expert academics in the field of work and organizational psychology affiliated with the Italian Association of Psychologists. The tool is grounded in the job demands-resources model and its psychometric properties were assessed in three studies comprising a wide sample of lecturers, researchers, and professors: a pilot study (N = 120), a calibration study (N = 1084), and a validation study …