Search results

Taking job demand-resource (JD-R) and self-determination perspective, the current study focused to see how basic need satisfaction (BNS) – as a personal demand – impacts work engagement directly and indirectly through personal resource (i.e. self-efficacy). Moreover, the aim was to test the dimension-wise impact of BNS, i.e. the need for autonomy, need for belongingness and need for competence in the aforementioned relationship.

This research is a time-lagged survey in which three-wave data of 398 white-collar employees were collected from the service and manufacturing sector of Pakistan through convenience sampling. Each wave of data collection was two months apart. The matched responses yielded an overall response rate of 66.33%. The collected responses were duly analysed using partial least squares structural equation modeling (PLS-SEM).

Results of the study confirmed all direct and indirect hypotheses encompassing the impact of the combined BNS construct on work engagement via self-efficacy. Nonetheless, in the dimension-wise analysis, the indirect impact of the need for job autonomy on work engagement was not validated. This depicted that the need for competence and relatedness are more important predictors of work engagement through the self-efficacy path.

It has been observed that prior research on work engagement was mainly focused on the role of job demands (JDs) and personal resources; however, the role of personal demands along with personal resources has little been discussed. The authors tested the total as well as the specific impact of each component of basic need on work engagement making it possible to examine the total predicting role of basic need satisfaction and the specific contribution of satisfaction of each need on work engagement.

The purpose of this paper is to extend the job demands-resources (JD-R) model by including the factor of “personal demands” and conceptualise experience on personal and job dimensions separately as personal thrust and job thrust. Further, different psychological work states that individuals experience through intra-dimensional balance across personal and job dimensions are proposed.

The paper explains various possible psychological work states experienced by a job incumbent by conceptually developing intra-dimensional fluctuations within the person and job dimensions, respectively, as the new concepts of person and job thrust.

Personal thrust and job thrust have been identified as the two dimensions which impact the work state. Complete engagement and complete disengagement have been identified as two ends of a continuum. Complete work engagement is defined as the balance across these two dimensions. Various combinations of balances and imbalances across these two dimensions results in four different states of disengagement identified as work exhaustion, work boredom, work search and work neutrality.

This paper suggests a novel approach to using personal demand to look at work states which would significantly impact existing research in the JD-R model. This paper tries to bridge the gap between work engagement as a construct and the psychological work states as a phenomenon. Further, it is contended that the psychological work states are manifestations of the interactions between the two dimensions identified as personal and job thrust, which could further be developed into various work-related attitudes and behaviours.

Instead of only relying on the engagement/disengagement dichotomy to plan interventions, managers can plan the appropriate interventions depending on the specific disengagement state analysed through personal and job thrust.

The newly developed model of work states explains the fluctuation of an individual across different work states and links the personal and job-related demand–resource balance at the workplace with distal work-related outcomes, thereby significantly extending the JD-R model.

This study aims to investigate school principals' well‐being by using the job demands‐resources (JD‐R) model as a theoretical framework. It aims at making a significant contribution to the development of this model by considering not only job demands and job resources, but also the role of personal resources and personal demands as predictors of work engagement and burnout. In particular, it was hypothesised that job demands may mediate the relationship between workaholism and burnout, whereas job resources may mediate the relationship between self‐efficacy and work engagement and burnout.

A survey study was conducted. In total, 224 school principals (67 percent women) during training activities completed a questionnaire.

The results of SEM analyses largely supported the hypotheses by showing that personal variables operate as initiators of health impairment and motivational processes.

The study lends support to the literature on individual resources that underlines the role that personal resources play in work engagement and burnout. It contributes to the JD‐R model by highlighting the role of personal demands (i.e. workaholism), which has an effect on the development of burnout in school principals.

The implications of these findings for interventions aimed at the promotion of school principals' well‐being are discussed.

This study advances the understanding of the role played by personal resources and personal demands in the job demands‐resources model. The value added is represented by the study of workaholism as personal demand, which in turn influences job demands and also the health impairment it triggers.

The COVID-19 pandemic has highlighted the relevance of the intersections between work and personal life. Measures introduced to slow the spread of COVID-19 have included an increase of working from home and the temporary closure of schools and child-care facilities, leading to a lighter workload for some and a heavier workload for others. These consequences are likely to affect employees’ work–life balance (WLB), although the impact may differ across groups of employees depending on the nature of their work, family and personal demands and resources. This mixed-method study examined how Dutch government employees perceive their WLB during the pandemic and how differences in what employees are experiencing can be explained. In May/June 2020, an online survey (N = 827) and an interview study (N = 17) were conducted at a government organization whose employees were obliged to work from home partly or exclusively. Results indicate that demands changed when working entirely from home and resources became more important to maintain WLB satisfaction. Being able to manage boundaries across life domains and find a new routine also appeared to be crucial for WLB satisfaction.

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.

The purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.

In this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.

The results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.

This study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.

This is the first study employing the job demands resources model in a cross-sectional study in Thailand.

This paper aims to provide an empirical test of theories proposed in the literature stating that turnover and retirement (two kinds of work withdrawal) involve different employee decisions. It also aims to provide a more general theoretical framework understanding turnover and retirement intentions integrating insights from different theories.

Research hypotheses are tested using the Study on Transitions in Employment, Ability and Motivation (STREAM). This dataset includes information from approximately 15,000 respondents in The Netherlands. Respondents between the age of 45 and 64 were the target group in order to model transitions in the labor market for older workers. This dataset provides a unique opportunity to test turnover and retirement intentions.

First, the results show that personal characteristics such as income, age or health, add more to the explanation of retirement intentions compared to turnover intentions and that work characteristics provide a better explanation of the turnover intention compared to retirement intention. Second, by focusing more closely on retirement intentions, the results show that organizational motivators can increase older workers' labor market participation.

First, it is acknowledged that the study investigates intentions rather than actual behavior. Second, given that the data are cross sectional, we cannot make claims about causality. Finally, some of the measures can be improved in future studies.

This paper aims at integrating different perspectives on two kinds of work withdrawal (turnover and retirement) into one theoretical model.

The purpose of this study is to examine the effect of job, organizational and personal factors on exhaustion (EXH) in early career construction professionals in India.

A survey questionnaire was developed and circulated among early career construction professionals in India. The responses on job, organizational and personal demands (role ambiguity, stakeholder management and work-family conflict respectively) and job, organizational and personal resources (job autonomy (JA), perceived organizational support and emotional intelligence respectively) were sought using standard measures. The valid data (N = 187) thus collected, was analysed using structural equation modelling (SEM).

The study finds that in terms of demands, stakeholder management and work family conflict have a significant positive effect on EXH. In other words, EXH level increases with the increase in these two. With respect to resources, JA has a negative effect on EXH. This implies that as JA increases, the EXH level goes down.

This study is the first to examine factors causing EXH in early career construction professionals in India. This study is significant on two counts. First, it proposes a comprehensive theoretical model based in job demands-resources (JD-R) theory customized for construction sector. Second, the empirical examination is situated in the Indian context, which remains underexplored despite its economic and demographic significance.

The purpose of this study was to investigate the moderating effect of chronic job discrimination on the relationships among job demands, job resources, personal resources and psychological well-being among aged workers.

This study used “National Survey of Midlife Development in the United States (MIDUS Refresher)” data collected from 862 aged workers in the United States from 2011-2014. A moderated multiple regression analysis was adopted.

The results of the multiple regression analysis show that skill discretion, self-esteem, optimism and active coping had positive effects on psychological well-being, while chronic job discrimination had a negative effect on psychological well-being. Co-worker support, supervisor support, job demands and decision-making authority were not significant. Among the interaction terms, the moderating effect between optimism and chronic job discrimination was significant.

Based on the results, this study offers implications for understanding the effects of job discrimination in the workplace among aged workers and their perceived psychological well-being, in the context of job demands and resources (JD-R) model.