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Article
Publication date: 4 May 2012

Sukanlaya Sawang

The purpose of this paper is to examine the possibility of an inverted U‐shaped relationship between job demands and work engagement, and whether social support moderates…

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Abstract

Purpose

The purpose of this paper is to examine the possibility of an inverted U‐shaped relationship between job demands and work engagement, and whether social support moderates this relationship.

Design/methodology/approach

This study uses 307 technical and information technology (IT) managers who responded to an online survey. Multiple regressions are employed to examine linear and curvilinear relationship among variables.

Findings

Overall, results support the applicability of the quadratic effect of job demands on employee engagement. However, only supervisor support, not colleague support, moderated the relationship between job demands and work engagement.

Originality/value

The paper is the first to shed light on the quadratic effect of job demands on work engagement. The findings have noteworthy implications for managers to design optimal job demands that increase employee engagement.

Details

International Journal of Manpower, vol. 33 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 10 January 2023

Seyed Morteza Amirian, Seyedeh Khadijeh Amirian and Masoumeh Kouhsari

The purpose of this paper is to explore the critical roles of emotional intelligence, increasing job demands behaviour and subjective well-being in teachers' performance…

Abstract

Purpose

The purpose of this paper is to explore the critical roles of emotional intelligence, increasing job demands behaviour and subjective well-being in teachers' performance throughout their gender.

Design/methodology/approach

In this study, the authors used multi-group structural equation modelling and mediation analysis of a sample of 602 primary school teachers in Iran.

Findings

This study found that emotional intelligence significantly affected teachers' performance. Teachers' emotional intelligence and increasing job demands behaviour were significant predictors of teacher performance in both genders. Furthermore, increasing job demand behaviour had a stronger mediating effect than subjective well-being on the relationship between emotional intelligence and teachers' performance in both genders.

Originality/value

This model is an attempt to examine possible gender differences on the relationships between teachers' emotional intelligence and their job performance by mediating roles of subjective well-being and increasing job demands behaviours in a specific societal and educational context.

Details

International Journal of Educational Management, vol. 37 no. 1
Type: Research Article
ISSN: 0951-354X

Keywords

Book part
Publication date: 14 May 2013

Anja Van den Broeck, Joris Van Ruysseveldt, Els Vanbelle and Hans De Witte

Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset…

Abstract

Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset dissatisfaction such as social relations from job aspects that foster job satisfaction such as opportunities for advancement. While Hackman and Oldham (1976) focused on the motivational potential of job characteristics such as task identity and feedback, Karasek (1979) accentuated time pressure as a pivotal job demand. Together these models point out that various job characteristics may influence workers’ functioning.

Details

Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

Book part
Publication date: 23 September 2013

Cristina Rubino, Christa L. Wilkin and Ari Malka

Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely…

Abstract

Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely neglected in empirical stressor–strain studies. Our chapter aims to build consensus in the literature by showing that discrete emotions provide a mechanism through which stressors exert their impact on well-being. By examining a larger domain of stressors, emotions, and well-being, we begin to develop and expand upon the nomological network of emotions. In an effort to build on the job demands–resources (JD-R) model, which includes both job demands (i.e., negative stimuli such as time pressure) and resources (i.e., positive stimuli such as autonomy), we include both negative and positive discrete emotions with the expectation that negative emotions will generally be linked to demands and positive emotions will be linked to resources. We also propose that there may be circumstances where demands trigger negative discrete emotions and lead to greater experienced strain, and conversely, where resources arouse positive discrete emotions, which would positively affect well-being. The model in our chapter sheds light on how discrete emotions have different antecedents (i.e., job demands and resources) and outcomes (e.g., satisfaction, burnout, performance), and as such, respond to calls for research on this topic. Our findings will be of particular interest to organizations where employees can be trained to manage their emotions to reduce the strain associated with job stressors.

Details

The Role of Emotion and Emotion Regulation in Job Stress and Well Being
Type: Book
ISBN: 978-1-78190-586-9

Keywords

Book part
Publication date: 30 December 2004

Toon W. Taris and Michiel A.J. Kompier

This chapter examines employee learning behavior as a function of work characteristics. Karasek’s Demand-Control (DC) model proposes that high job demands and high job

Abstract

This chapter examines employee learning behavior as a function of work characteristics. Karasek’s Demand-Control (DC) model proposes that high job demands and high job control are conducive to employee learning behavior. A review of 18 studies revealed that whereas most of these supported these predictions, methodological and conceptual shortcomings necessitate further study. Perhaps the most important weakness of the DC-based research on learning is that the conceptual foundations of the DC model regarding employee learning behavior are quite rudimentary, while the role of interpersonal differences in the learning process is largely neglected. The second part of this chapter explores the relationship between work characteristics and learning behavior from the perspective of German Action Theory (AT). AT explicitly discusses how work characteristics affect learning behavior and assigns a role to interpersonal differences. We conclude by presenting a model that integrates action-theoretical insights on learning with DC-based empirical results.

Details

Exploring Interpersonal Dynamics
Type: Book
ISBN: 978-0-76231-153-8

Abstract

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Keywords

Book part
Publication date: 17 March 2010

Jason Kain and Steve Jex

Karasek's (1979) job demands-control model is one of the most widely studied models of occupational stress (de Lange, Taris, Kompier, Houtman, & Bongers, 2003). The key…

Abstract

Karasek's (1979) job demands-control model is one of the most widely studied models of occupational stress (de Lange, Taris, Kompier, Houtman, & Bongers, 2003). The key idea behind the job demands-control model is that control buffers the impact of job demands on strain and can help enhance employees’ job satisfaction with the opportunity to engage in challenging tasks and learn new skills (Karasek, 1979). Most research on the job demands-control has been inconsistent (de Lange et al., 2003; Van Der Deof & Maes, 1999), and the main reasons cited for this inconsistency are that different variables have been used to measure demands, control, and strain, not enough longitudinal research has been done, and the model does not take workers’ individual characteristics into account (Van Der Deof & Maes, 1999). To address these concerns, expansions have been made on the model such as integrating resources, self-efficacy, active coping, and social support into the model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001b; Johnson & Hall, 1988; Demerouti, Bakker, de Jonge, Janssen, & Schaufeli, 2001a; Landsbergis, Schnall, Deitz, Friedman, & Pickering, 1992). However, researchers have only been partially successful, and therefore, to continue reducing inconstencies, we recommend using longitudinal designs, both objective and subjective measures, a higher sample size, and a careful consideration of the types of demands and control that best match each other theoretically.

Details

New Developments in Theoretical and Conceptual Approaches to Job Stress
Type: Book
ISBN: 978-1-84950-713-4

Article
Publication date: 18 October 2022

Shiqi Liu, Tao Shen, Yuliang Wu, Yang Chen, Yifan Li, Yumeng Tang and Lu Lu

Extant research has paid considerable attention to the effects of enterprise social media (ESM) on employees' work attitudes and outcomes, yet the authors know little…

Abstract

Purpose

Extant research has paid considerable attention to the effects of enterprise social media (ESM) on employees' work attitudes and outcomes, yet the authors know little about the influence of job demands arising from the implementation of ESM. Drawing on resource allocation theory, the purpose of this study is to unravel how ESM-related job demands influence employee outcomes.

Design/methodology/approach

This study conducts a two-wave time-lagged survey of 223 employees from 53 teams in 14 financial service firms in China to test the conceptual model.

Findings

The findings of this paper indicate that ESM-related job demands have indirect effects on employee outcomes (i.e. job satisfaction and work–family conflict), and emotional exhaustion plays an intermediary role in these relationships. Specifically, ESM-related job demands have a U-shaped effect on emotional exhaustion.

Originality/value

This study combines job demands with ESM research and clarifies the mechanism behind how ESM-related job demands at different intensity affect employee outcomes from a new perspective. Moreover, this study’s findings suggest several beneficial courses of action for managers to take advantage of ESM.

Details

Industrial Management & Data Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0263-5577

Keywords

Book part
Publication date: 17 February 2015

Jacquelyn Boone James, Marcie Pitt-Catsouphes, Tay K. McNamara, David L. Snow and Patricia L. Johnson

We explore: (1) the effects of work unit pressure on employees’ satisfaction with work–family balance (S-WFB); (2) the effects of individual-level job and family pressures…

Abstract

Purpose

We explore: (1) the effects of work unit pressure on employees’ satisfaction with work–family balance (S-WFB); (2) the effects of individual-level job and family pressures on S-WFB; and (3) the extent to which schedule control moderates the negative influences of work unit pressure and other demands on employee S-WFB – among employees in a large healthcare system.

Methodology

The data come from employee responses to the baseline survey (n = 3,950) administered in September 2012, and from administrative unit-level data (445 units) showing the extent to which units were “on-budget” (within 5 percent), “over-budget,” or “under-budget.”

Findings

Practices associated with cost containment in a healthcare system of 10,000 employees in the United States appear to have a negative impact on employee S-WFB. Working in a unit that is “under-budget” is negatively associated with individual S-WFB. Employees with high job demands, longer hours, responsibilities for children and/or adults, also reported lower S-WFB than employees without these characteristics.

Research limitations/implications

Research is limited by lack of measures specific to healthcare workers, the use of baseline data only, and sample size for some of the analyses.

Social implications

Schedule control makes a difference even under high work pressure. The lack of interactions among variables that typically moderate relationships between work pressures and S-WFB suggests the need for more support for healthcare workers under the strain of cost containment.

Originality/value of the chapter

We include an objective indicator of unit-level job pressures on individual employees, thus identifying specific ways that work stress affects S-WFB.

Details

Work and Family in the New Economy
Type: Book
ISBN: 978-1-78441-630-0

Keywords

Article
Publication date: 1 September 2022

Caroline Ruiner, Christina Elisabeth Debbing, Vera Hagemann, Martina Schaper, Matthias Klumpp and Marc Hesenius

Digital technologies comprehensively change work processes and working conditions. However, the use of digital technologies and the modes of collaboration between…

Abstract

Purpose

Digital technologies comprehensively change work processes and working conditions. However, the use of digital technologies and the modes of collaboration between technologies and human workers differ in terms of specific work organization and automatization. Referring to the job demands-resources model (JD-R), this paper investigates job demands and resources from the workers' perspectives and develops a digital work typology according to dimensions of digitalization and forms of human–computer interaction (HCI).

Design/methodology/approach

The authors conducted a qualitative-empirical study with 49 interviews in four German production and logistics organizations, emphasizing different job demands and job resources for five digital work types identified.

Findings

The results indicate that job demands and resources are to be differentiated in relation to specific work contexts. In this sense, this paper presents an analysis of dimensions of technology use and the impact of technology use on working conditions through empirically analyzing job demands and resources in digital work settings.

Originality/value

The contribution of this paper is to empirically analyze job demands and resources in digital work settings from the workers' perspectives and to develop a digital work typology based on the dimensions of digitalization and form of HCI. This typology can set the basis for further research insights as well as management practice measures in human resources management (HRM).

Details

Employee Relations: The International Journal, vol. 45 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

1 – 10 of over 90000