Cognitive Job Demands Research Articles

Does the Impact of Episodic Memory Declines on Future Changes in Perceived Control Vary Based on Individuals' Experience With Cognitively Demanding Jobs?

This study proposes and evaluates a scenario wherein cognitive demands experienced at work can amplify the positive cross-lagged association of a shift in control beliefs following changes in episodic memory. From the Health and Retirement Study (2006-2018) for 9,998 participants aged 50 or above, we used repeated observations of memory and control beliefs, assessed with the Telephone Interview for Cognitive Status-modified (TICS-m) and self-mastery and perceived constraints questionnaires. A dual-Latent Change Score Model estimated the cross-lagged effects between memory and control beliefs, separately for individuals with prior high cognitive job demands and those without. A decline in memory led to decreased control beliefs in terms of perceived constraints, only among those with experiences in cognitively demanding jobs. High cognitive job demands may lead to a more cognitively oriented awareness of aging, thus amplifying the impact of memory decline on control constraints.

Cognitive Job Demands and Sports Participation among Young Workers: What Moderates the Relationship?

Cognitive job demands are theoretically and empirically associated with sports participation in various ways. Workers may be overwhelmed by stress and fatigue from their workload and therefore refrain from sports activities, but they can also feel the need to use sports as a way to recover and detach from work. The strategy to which workers adhere can depend on workers' resources that moderate the cognitive job demands and sports participation relationship, such as educational attainment, being a parent, or having worktime and work location control. To test our expectations, we used recent information on sports participation by young working adults from the Netherlands (N = 2032). Using multinomial logistic regression modelling, we found that workers in mentally demanding jobs were more likely to participate in sports more than three times a week. In particular, workers without children reported a higher likelihood of participating in sports more than three times a week when they experienced high cognitive job demands. Among the higher-educated, workers with high cognitive job demands were less likely to participate in sports one to three times a week. We reflect on the academic and policy-related implications of our findings.

Characteristics of the job demands of healthcare workers in different segments of the healthcare sector

Healthcare workers are exposed to various demands at their workplace (physical, psychological, social or organizational aspects of work) that impose constant physical and/or psychological effort on a worker. The aim of this study was to determine the characteristics of the job demands of healthcare workers in different segments of the health sector in RNM, categorized into three groups: healthcare workers in hospital activity, healthcare workers in outpatient activity and technical support and administrative staff. Material and methods: This is a cross-sectional descriptive-analytical study, in which 418 employees participate, classified into three groups according to their work tasks in health institutions: healthcare workers in hospital activity, healthcare workers in outpatient activity and technical support and administrative staff. The statistical analysis has been done in statistical programs: STATISTICA 12.0; IBM SPSS Statistics 20.0, and the processed data are presented in tabular forms. Results: The difference among the three groups of respondents in terms of the following demographic characteristics and job characteristics: gender, marital status, type of employment contract, total years of service, length of service at the current workplace and number of working hours per week, is insignificant, i.e. the three groups of respondents are homogeneous on these issues. The average value of the physical job demands at the level of the entire analyzed sample is significantly higher compared to the average values of all other job demands. The most common job demands for each of the groups (physical, organizational, emotional and cognitive job demands) have been determined, and a comparison has been made among the three groups of respondents regarding the most significant job demands. Conclusions: The difference registered in the physical job demands in relation to the three groups of respondents is statistically significant. Healthcare workers in hospital activity, compared to the technical support and administrative staff and the healthcare workers in outpatient activity, are more exposed to the different types of job demands. The higher average values of the physical job demands among respondents employed in hospital activity and outpatient activity in relation to technical support and administrative staff are also highlighted.

성장혼합모형을 이용한 중⋅고령자의 일자리 만족도 변화 유형화 및 영향요인 검증

The purpose of this study is to derive Trajectories in older adult’s job satisfaction and to identify how each type has a relationship with demographic characteristics, job characteristics, and job perception. For this purpose, the 5th, 6th, and 7th year data of the Korean Longitudinal Study of Ageing(KLoSA) was used, and the dependent variables were wages satisfaction, employment stability, working environment satisfaction, work content satisfaction, and overall job satisfaction. Demographic variables included sex, age, education level, household total asset and job characteristics variables include occupational status, industry, occupation, weekly working hours, and regularity of working hours. Job recognition related variables are the appropriateness of working hours, education-job match, skill-job match, physical job demands, cognitive job demands, and reasons for continuing work.…

The impact of informal communication on the quality and productivity of digital collaborative work.

Working via databases has become an integral and necessary part of work in businesses. The availability of knowledge and information from any location contributes to better networking and more transparency in companies and enables collaborative work regardless of the location. In the wake of the COVID-19 pandemic in 2020/21, physical distancing and digital work have become imperative for a greater number of people. This, in turn, can severely restrict both formal and informal means of communication, which can lead to rising cognitive job demands and decreasing productivity at work. Against this background, the question of whether and to what extent digital databases are able to guarantee effective task fulfilment without parallel communication has acquired new relevance. The relationship between informal communication via four communication channels and a) the efficiency of work via databases and b) their necessity for the quality of work are investigated. Employee surveys are evaluated in the form of cross-sectional data from three medium-sized German companies using econometric regression analyses. A clear relationship is revealed between informal communication and the effectiveness of work via databases as well as their necessity for work quality. The level of this relationship, however, varies depending on the type and purpose of informal communication. This article highlights the necessity of informal communication for digital collaborative work and hence has significant implications for business practice.

Demand-specific work ability among employees with migraine or frequent headache

Headache disorders have serious implications for employees’ work ability (WA). However, there is inadequate knowledge of what specific work-related activities that are affected by headache. We investigated demand-specific WA among individuals with migraine or frequent headache. We used cross-sectional questionnaire-data (n = 5,551) containing information about “migraine or frequent headache” and difficulties handling seven different job demands. In subgroup analyses (n = 4,028), we added information on medication. In ordinal logistic regression, we adjusted for sex, age, education, depressive symptoms and musculoskeletal pain. Individuals with previous or current migraine/headache had poorer WA, particularly with respect to the ability of handling physical and cognitive job demands. No use of medication as well as overuse of medication—both signalling suboptimal treatment—might aggravate the difficulties complying with job demands. Additionally, depressive symptoms and musculoskeletal pain seem to play a major role for the level of disability. Employees with headache disorders need adequate diagnosis and treatment. Rehabilitation should also address mental health as well as concurrent (musculoskeletal) pain conditions, which potentially benefit from non-medical interventions. Adjustment of the working conditions (physical and cognitive job demands) is likely to improve the work ability in this group of employees.

The Effects of Physical, Emotional, and Cognitive Demands on Academic Leaders’ Performance in Malaysian Research Universities

This study attempted to investigate the possible impact of physical, emotional, and cognitive job demands on burnout among Malaysian academic leaders at Research Universities (RU). Another objective of the study was to study the direct and mediating role of burnout on the job performance of the target population. Through a quantitative study and by using a five-Likert point, 250 academic leaders in Malaysian Research Universities (MRUs) were surveyed. The obtained primary data were subject to quantitative analysis through outer loading of the items using Smart PLS software. The exploratory and confirmatory tests applied to the primary data earlier to the inferential tests started with testing the direct hypotheses structured followed by the indirect effect. Findings indicated that based on the model extracted and the loaded factors, it was found that cognitive, emotional, and physical demands have a significant impact on burnout. Burnout also showed a significant effect on in-role and extra-role performance of the academic leaders and an indirect effect of burnout between job demands and job performance was observed. As an implication, this study can have pedagogical implications for educational policymakers, education syllabus designers, and academic leaders. Assessing the interaction role of gender type suggests further research, which benefit the policymakers in diversifying the job demand for each type.

Challenging, Hindering Job Demands and Psychological Well-Being: The Mediating Role of Stress-Related Presenteeism

When individuals are under stress, they cannot fully expend all their energies at work because they are distracted due to stress. This concept is termed stress-related presenteeism. The primary purpose of this research was to analyze the relationship of challenging job demands (i.e., workload) and hindering job demands (i.e., cognitive job demands) with stress-related presenteeism, and the subsequent relationship of stress-related presenteeism with psychological well-being, by using the job-demands resource model and conservation of resource theory. Data (n=211) were collected in two-time waves from bank employees of three major cities of Pakistan. The collected data were analyzed by using bootstrapping mediation analysis. Findings revealed that workload was negatively associated with stress-related presenteeism, whereas cognitive job demands were positively related to stress-related presenteeism. Stress-related presenteeism also mediated the relationships of challenging job demands and hindering job demands with psychological well-being. Implications for managers and recommendations are discussed towards the end of this study...

Cognitive Job Demands, Presenteeism and Procrastination: The Moderating Role of Psychological Capital

Using the job-demands resource theory, the basic purpose of this article was to study the relationship between cognitive job demands, stress-related presenteeism, and procrastination. Stress-related Presenteeism is a kind of psychological state in which individuals are present at work but due to stress are not able to expend their full energies at work and remain distracted. We also tested for the combined effect of psychological capital and cognitive job demands on stress-related presenteeism. Data were collected from 192 full-time working professionals and analyzed using step-wise regression and bootstrapping. Results revealed that individuals with strenuous job demands were facing stress-related presenteeism and were involved in procrastination. Findings also supported the moderating role of psychological capital as an effective personal resource in reducing stress-related presenteeism. In the end implications for practice have been discussed.

Cognitive abilities - a new direction in burnout research

ABSTRACT The prominent burnout models overlook cognitive abilities, that is quite surprising when we consider a) the emerging body of evidence suggesting that burnout is negatively associated with cognitive functioning and b) the tremendous positive role of cognitive abilities in the world of work. Thus, in this conceptual paper, drawing inspiration from the cognitive abilities scholarship and the Job Demands-Resources theory (JD-R), we attempt to put forward a model of the role of the general cognitive ability in burnout formation. We challenge the view that burnout merely impairs cognitive functioning. We propose that the cognitive ability decreases burnout by fostering job resources and buffering cognitive job demands but also that the cognitive ability might generate specific types of job demands. Our theoretical elaboration might help to clarify the emerging burnout – cognitive functioning research, offering insights into how and why the cognitive ability, as a type of personal resources within the JD-R framework, might affect burnout. The proposed conceptual model might spark critique and provoke further debate over the role of cognitive abilities in burnout, inspiring new cognitive directions in burnout research.

Disuse as time away from a cognitively demanding job; how does it temporally or developmentally impact late-life cognition?

Cognitive aging and disuse atrophy during a non-working period are often indiscernible due to retirement. This study uses a latent growth curve model that estimates cognitive change, independently and jointly by time over a period, time away from work, and the cognitive job demands of the latest job, while adjusting for attrition biases. Data consist of 14,124 Health and Retirement Study participants whose cognition was assessed at least twice between 1996 and 2016, with the word-recall and the vocabulary tests. Independently of cognitive aging, the word-recall score temporarily declines for the following 17 years of a disuse period while the vocabulary score slightly and constantly improves. In both tests, cognitive aging accelerates over time away from work, and leaving a more cognitively demanding job attenuates cognitive decline during a disuse period and does not slow cognitive aging itself.

Impact of Quantitative, Emotional, and Cognitive Job Demands on Work-to-Family Conflict of University Faculty in Pakistan

University academic faculty in Pakistan are facing greater pressures and higher workload from their jobs. It was hypothesized that faculty face quantitative, cognitive, and emotional demands on their jobs which would positively impact their experience of conflict arising from work and affecting family roles. A sample of 425 public sector faculty member from Pakistan filled an online survey questionnaire. The questionnaire consisted of demographic information, Work to Family Conflict Scale-Short Form (Kacmar, Wayne, Carlson, Ferguson, & Whitten, 2014), and Job Demands Scale consisting of four items adopted by Experience and Evaluation of Work (Van Veldhoven & Meijman, 1994). Findings of t-test revealed that female faculty perceived significantly higher work-to-family conflict and cognitive demands compared to male faculty, while there was no gender difference in perceptions of quantitative and emotional demands. The hypothesized model was tested using structural equation modeling and a good fit was achieved. The direct relationship between quantitative and emotional job demands with work to the family conflict was significant and between cognitive job demands and work to family conflict was insignificant. No gender-based variance was found in the hypothesized model. The results can provide guidelines for the university administration to device effective work-family policies.

The Effects of Job Characteristics on Retirement.

Along with data about actual, desired and anticipated job characteristics, this paper uses a novel data element, the subjective conditional probability of working at age 70, to estimate the causal effects of job characteristics on retirement in the U.S. Having flexible work hours is the most consistent predictor of retirement preferences and expectations: if all current workers had flexible hours, the fraction working at age 70 would be 0.322, but it would be just 0.172 if none had this option. Job stress, physical and cognitive job demands, the option to telecommute, and commuting times were additional predictors of retirement expectations.

Supplemental Material for Gender Discrimination in Hiring: Intersectional Effects With Ethnicity and Cognitive Job Demands

Supplemental Material for Gender Discrimination in Hiring: Intersectional Effects With Ethnicity and Cognitive Job Demands

Gender discrimination in hiring: Intersectional effects with ethnicity and cognitive job demands.

Gender discrimination in hiring: Intersectional effects with ethnicity and cognitive job demands.

Age-sensitive job design antecedents of innovative work behavior

PurposeIntegrating the lifespan perspectives on job design and creativity/innovation, the purpose of this paper is to examine the moderating role of chronological age in the relationship between cognitive job demands (i.e. job complexity and job innovation requirements) and individual innovative work behavior (IWB).Design/methodology/approachMultilevel regression analyses are employed to analyze survey data of 336 employee–supervisor dyads from 61 departments across three organizations.FindingsResults demonstrate that age was a significant moderator of the cognitive job demands-IWB relationship. Under the condition of high job complexity, younger employees outperformed their older counterparts. Conversely, older employees attained the same level of IWB as younger colleagues when more job innovation requirements were placed upon them.Practical implicationsIWB needs to be stimulated following different paths and by making job design decisions with regards to cognitive job demands that are dependent on employee age.Originality/valueEmpirical evidence has been provided to support the lifespan perspective on job design, with a special focus given to the cognitive job demands–IWB relationship.

Managers' Well-Being in the Digital Era: Is it Associated with Perceived Choice Overload and Pressure from Digitalization? An Exploratory Study.

Due to the current digital transition, companies are under pressure to pursue digitalization and often initiate far-reaching transformation processes. As a result, managers must drive change within a company and are involved in important decision-making processes. In the present study, we focused on two cognitive job demands in managers related to change due to digital transformation: perceived choice overload and pressure from digitalization. We assumed that the extent of challenging cognitive demands at work is rising and negatively influencing managers’ psychological well-being. We conducted an online survey with a sample of 368 upper-level managers from a large ICT-company, where, at the time of the study, extensive transformation processes were taking place. Using multivariate regression analysis, potential prognostic effects on well-being were tested. Results showed that lower well-being was significantly associated with higher choice overload, but not with perceived pressure from digitalization. In our explorative study, we investigated two potential job demands in managers that, to our knowledge, have not yet been scientifically tested. Given the unsettled state of the field, it is important to try to further understand when choice overload and pressure from digitalization occur and when these may trigger negative health consequences.

Different motivations for knowledge sharing and hiding: The role of motivating work design

SummaryLittle research to date has focused on understanding employee motivation to share and hide knowledge. Using self‐determination theory, we tested the premise that knowledge sharing and hiding might be differentially motivated and that work design characteristics might influence the motivation to share knowledge with colleagues. In a panel survey of Australian knowledge workers and in a Chinese knowledge‐intensive organization, we asked knowledge workers, using time‐lagged designs, about perceptions of work design, motivation to share knowledge, and self‐reported knowledge sharing and hiding behaviors. Results, largely replicated across both samples, indicated that cognitive job demands and job autonomy were positively related to future reports of knowledge‐sharing frequency and usefulness via autonomous motivation to share knowledge. Unexpectedly, task interdependence was positively related to the three forms of knowledge hiding (evasive and rationalized hiding, and playing dumb) via external regulation to share knowledge. Implications for the design of jobs that motivate knowledge sharing and demotivate knowledge hiding are discussed.

Thinking, Young and Old: Cognitive Job Demands and Strain Across the Lifespan

This research is supported by an Australian Government Research Training Program (RTP) Scholarship.

Job Demands, Burnout, and Teamwork in Healthcare Professionals Working in a General Hospital that Was Analysed At Two Points in Time

AIM:The purpose of the paper was to assess job demands, burnout, and teamwork in healthcare professionals (HPs) working in a general hospital that was analysed at two points in time with a time lag of three years.METHODS:Time 1 respondents (N = 325) were HPs who participated during the first wave of data collection (2011). Time 2 respondents (N = 197) were HPs from the same hospital who responded at Time 2 (2014). Job demands, burnout, and teamwork were measured with Hospital Experience Scale, Maslach Burnout Inventory, and Hospital Survey on Patient Safety Culture, respectively.RESULTS:Significantly higher scores of emotional exhaustion (21.03 vs. 15.37, t = 5.1, p < 0.001), depersonalization (4.48 vs. 2.75, t = 3.8, p < 0.001), as well as organizational (2.51 vs. 2.34, t = 2.38, p = 0.017), emotional (2.46 vs. 2.25, t = 3.68, p < 0.001), and cognitive (2.82 vs. 2.64, t = 2.68, p = 0.008) job demands were found at Time 2. Teamwork levels were similar at both points in time (Time 1 = 3.84 vs. Time 2 = 3.84, t = 0.043, p = 0.97).CONCLUSION:Actual longitudinal study revealed significantly higher mean values of emotional exhaustion and depersonalization in 2014 that could be explained by significantly increased job demands between analysed points in time.