Demand-control Model Research Articles

An Association Between Job Stress and Poor Social Support Among Healthcare Workers in Northeastern Malaysia.

Job stress is an important occupational health problem globally. Hence, identification of workers at risk of developing job stress is paramount to the decision-makers. This study aims to estimate the proportion of job stress and its relationship with different categories of healthcare workers (HCWs) in the primary care and public health settings in northeastern Malaysia. A cross-sectional study involving 520 HCWs across all categories was conducted in Kelantan State, Malaysia. A proforma and validated Malay version of the Job Content Questionnaires were administered to obtain the data. The participants were then classified into four categories of workers according to Karasek's job demands-control model classification which were active, passive, high strain, and low strain. We found that a total of 145 (28.5%) HCWs in the study have job stress (high-strain job type). HCWs with a degree or higher qualification had the highest proportion of job stress (41.2%), while the diploma group has the lowest proportion of job stress among the four academic qualification groups (22.9%). Pearson chi-square shows a significant association between Karasek's job types and the level of social support from their supervisors (p < 0.05)but no association between job strain and the level of supervisor's social support (p > 0.05). Job stress among HCWs is prevalent, and the professional group had the highest percentage of risk job stress as compared to other groups. There is a significant association between the supervisor's social support and Karasek's job strain categories.

PERAN WORK LIFE BALANCE MEMEDIASI PENGARUH BEBAN KERJA TERHADAP STRES KERJA KARYAWAN

A company must be able to survive and compete must be supported by good human resource management. This study aims to analyze the role of work life balance in mediating the effect of workload on employee work stress at the Discovery Kartika Plaza Kuta Hotel. This study used a sample of 106 employees. The method used in this study is a survey method with questionnaire techniques and interviews with the PLS-based inferential statistical analysis tool Structural Equation Modeling (SEM). The results showed that workload has a positive effect on work stress. Workload has a negative effect on work life balance, work life balance has a negative effect on work stress, and workload can be mediated by work life balance on work stress. The implications of this research are to prove The Job Demands Control Model Theory and its relation to research variables.&#x0D; Keywords: Work Life Balance, Workload, Work Stress.

Testing the stress of higher status hypothesis. Variation of occupational stress among physicians and nurses at a German university hospital.

Studies show especially for the UK and the US that physicians experience more occupational stress than nurses. It has also been shown that a higher status within the medical and nursing hierarchy is associated with less occupational stress. Our study's aim is to examine whether these results also can be found in the context of the German university hospital sector. Thus, we test the stress of higher status hypothesis in and between the occupational groups of nurses and physicians at a German university hospital. Based on two cross-section surveys in the years of 2016 and 2019 this paper compares the perceived level of occupational stress between physicians (n = 588) and nurses (n = 735). Perceived levels of occupational stress-measured via the effort-reward imbalance model and the job demand-control model-are differentiated by status positions within and between both occupational groups. Descriptive as well as inferential statistics (Mann-Whitney U test, Kruskal-Wallis H test) are used to test the stress of higher status hypothesis. Contrary to the stress of higher status hypothesis, our main result is that physicians and nurses perceive similar levels of occupational stress. Furthermore, within each hierarchy the perceived degree of work stress decreases with increasing status for both groups. Our main conclusion is that the stress of higher status hypothesis must be rejected in the German university hospital context and the competing resources of higher status hypothesis must be assumed. The findings can be explained by the unique relationship between physicians and nurses and the role of New Public Management in the German hospital sector.

Associations between occupational stress and working conditions in a shoe and leather company

IntroductionOccupational stress (OS) is one of the major health hazards of the modern workplace. Poor working conditions are major occupational stressors and have a great impact on employees’ well-being.ObjectivesThis study aimed to assess the associations between OS and working conditions.MethodsWe conducted an exhaustive cross-sectional study among workers in a shoe and leather company. We used the Job Demand Control model of Karasek to measure occupational stress. Workers were asked about their perception of working conditions such as the noise, heat generated by certain tools and machines, fabric smells and uncomfortable workspaces. Data were analysed using SPSS software.ResultsThe study involved 310 workers (58 men and 252 women) with an average age of 34.2 ± 10.3 years. Workers reported different concerns about working conditions. The noise was the major complaint reported by 73.7% of workers. Workspaces were uncomfortable according to 48.7% of workers. Job strain and isostrain situations were found in 56.5% and 44.5% respectively. Unpleasant smell from leather products was associated with job strain (p= 0.004, OR = 1.9, 95%; CI [1.2-3.1]) and isostrain (p= 0.043, OR = 1.6, 95%; CI [1.03-2.6]) situations. Heat generated by certain tools and machines was associated to isostrain situation (p= 0.009, OR = 2.7, 95%; CI [1.2-5.9]). Perceiving workspaces as uncomfortable was associated with isostrain situation (p= 0.004, OR = 1.9; 95%; CI [1.2-3.09]).ConclusionsWorking conditions have an important impact on workers’ mental health. Thus, improving job conditions is a key way to improve workers’ health and well-being.Disclosure of InterestNone Declared

COVID-19 in School Teachers: Job Satisfaction and Burnout through the Job Demands Control Model.

The recent pandemic has influenced teachers' mental health and well-being. The present work follows the Job-Demands-Control model, analyzing changes in the demands, control, and social support during COVID-19, and how they influence job satisfaction, emotional exhaustion, depersonalization, and personal accomplishment among school teachers. The sample comprised 172 school teachers. The instruments applied were The Maslach Burnout Inventory (MBI), The Job Satisfaction Teacher Index (Organization for Economic Cooperation and Development (OECD), 2014), and The Demand Control Support Questionnaire (DCSQ). Job satisfaction was predicted exclusively by social support, revealing the importance of social interactions at work. Emotional exhaustion and depersonalization were predicted by job demands, showing that an increase in job demands (i.e., COVID) affects individuals' feelings of burnout. The results show that it would be interesting to design strategies that guarantee job control in the teaching context. This would open multiple pathways to implement healthier methodological processes for teachers and the consequent research to support these processes.

Association between low back pain perception and occupational in hospital nursing professionals.

Low back pain can be defined as pain and/or discomfort between the coastal margins of the lowest rib and the gluteal fold, and it can cause motor dysfunction, loss of productivity, and changes in job function. There is a greater number of nursing professionals in hospital environments, and, regardless of their numerical contingent, they have the highest percentage of absenteeism due to this condition. To evaluate the association between perception of low back pain and occupational stress in hospital nursing professionals. Eleven nurses and 95 practical nurses (n = 106) were evaluated on their perception of low back pain (Visual Analogue Scale) and occupational stress (job stress scale) using the Demand-Control Model. The chi-square test was used to assess associations between categorial variables (p < 0.05). Low back pain was reported by 74% of the study sample (n = 81). Assessment of occupational stress using the Demand-Control Model showed that 54.7% (n = 58) had low psychological demand and 63.2% (n = 67) had high control at work. Active work was observed in 33% (n = 35) and low demand at work in 30.2% (n = 32). There were no significantly associations between the perception of low back pain and the occupational stress domains described by the Demand-Control Model (p = 0.721). Although there was a high prevalence of low back pain in this sample of nursing professionals, it was not associated with occupational stress.

Increased job strain and cardiovascular disease mortality: a prospective cohort study in U.S. workers.

Job strain is considered a potential risk factor of cardiovascular disease (CVD). Our objective was to examine prospective associations of job strain with CVD mortality using data from the national, population-based Mid-life in the United States (MIDUS) cohort study, while considering changes in job strain. Job strain measure was based on Demand-Control model at Wave 1 in 1995-1996 and Wave 2 in 2004-2006, and CVD mortality data through 2018 were retrieved through linkage to the National Death Index (NDI). Cox proportional hazards regression was applied to assess prospective associations between job strain across MIDUS I and MIDUS II and CVD mortality at follow-up in 1,870 workers free from CVD at MIDUS I. After adjustment for relevant covariates, single measurement of job strain at MIDUS I or MIDUS II, and two measurements of job strain between the two waves were not significantly associated with CVD mortality, while the increase in scores between the two waves (increase vs. no increase) demonstrated stronger prospective associations with CVD mortality (HR and 95% CI = 2.37 [0.88, 6.42]). Our findings suggest increased job strain may pose a stronger risk to CVD mortality than single exposure measurement.

PSYCHOSOCIAL WORKING CONDITIONS IN MID-LIFE AND COGNITIVE AND PHYSICAL IMPAIRMENT IN OLDER AGE

Abstract Background Psychosocial working conditions have been associated with cognitive and physical impairment among older adults. However, less is known on whether psychosocial working conditions are associated with a combination of cognitive and physical impairments. The aim of this study was to investigate the associations between midlife psychosocial working conditions and physical and cognitive impairment among older adults, and to assess whether there are sex differences in these associations. Methods The data were derived from two Swedish nationally representative surveys (n=839) with a follow-up time of 20-24 years. Multinomial and binary logistic regressions were used to assess the associations between work stressors according to the job demand-control model, and a combination of cognitive and physical impairment. Results Low control jobs were significantly associated with higher odds of both cognitive and physical impairment as well as a combination of cognitive and physical impairment. Passive jobs (low control, low demand) were associated with higher odds of cognitive impairment, and cognitive and physical impairment in combination. Active jobs (high control, high demand) were associated with lower odds of cognitive impairment. Sex-stratified analyses showed stronger associations among men than among women. Among men passive jobs were significantly associated with both cognitive and physical impairment. Low strain jobs were significantly associated with less physical impairment. Conclusions These results highlight the importance of midlife psychosocial working conditions for late-life physical and cognitive impairment, and especially among men. Jobs characterised by higher control, lower strain and active jobs may promote resilience and cognitive reserve among older populations.

Association of psychological symptoms with job burnout and occupational stress among coal miners in Xinjiang, China: A cross-sectional study.

The study aimed to investigate the influencing factors of psychological symptoms in relation to job burnout and occupational stress among coal miners in Xinjiang, so as to provide data support for enterprises in an effort to help them identify internal psychological risk factors and improve the mental health of coal miners. A cross-sectional study was carried out. A total of 12 coal mines were selected using the stratified cluster random sampling method and 4,109 coal miners were investigated by means of online electronic questionnaires. The Symptoms Check List-90 (SCL-90), Chinese Maslach Burnout Inventory (CMBI), and Job Demand-Control (JDC) model were respectively used to measure the status of psychological symptoms, job burnout, and occupational stress among coal miners. The mediation analysis was performed through structural equation modeling (SEM) by using Analysis of Moment Structure (AMOS). The prevalence of psychological symptoms was higher in the occupational stress group than in the non-occupational stress group, and increased with job burnout (P < 0.05). The multivariate logistic regression analysis results showed that mild (OR = 1.401, 95% CL: 1.165, 1.685), moderate (OR = 2.190, 95% CL: 1.795, 2.672), or severe levels of burnout (OR = 6.102, 95% CL: 3.481, 10.694) and occupational stress (OR = 1.462, 95% CL: 1.272, 1.679) were risk factors for psychological symptoms in coal miners. The results of structural equation modeling indicated that occupational stress (β = 0.11, P = 0.002) and job burnout (β = 0.46, P = 0.002) had significant positive direct effects on psychological symptoms, and job burnout was an intermediate variable between occupational stress and psychological symptoms. High levels of job burnout and occupational stress were risk factors for psychological symptoms. Both occupational stress and job burnout had direct effects on psychological symptoms, and occupational stress could also have an indirect effect on coal miners' psychological symptoms through the intermediate variable of job burnout.

The mediating effect of psychosocial factors in the relationship between self-organizing teams and employee wellbeing: A cross-sectional observational study

BackgroundSeveral benefits of working in a self-organizing team, such as higher job satisfaction and better engagement to work have been demonstrated in previous studies. ObjectiveTo examine whether those employees working in a self-organizing team have higher job satisfaction and lower turnover intentions compared to those in non-self-organized teams. Further, to test whether psychosocial factors defined by the Job Demand-Control model would function as mediators. DesignA cross-sectional survey study. Setting(s)Home care and assisted living facilities (with 24-h assistance). ParticipantsLicensed practical nurses (N = 377), registered nurses, therapists and managers (N = 183), and other employees (N = 31) in services for older people. MethodsA survey for employees working in services for older people and who were either in the self-organized teams or in the non-self-organized teams. Data was analyzed using linear regression and mediation analyses. ResultsThose employees who worked in a self-organizing team were more satisfied with their job and had lower turnover intentions compared to those in a non-self-organizing team (mean [SD] 3.9 [1.0] vs. 3.7 [1.0], p = 0.006 and 2.2 [1.2] vs. 2.5 [1.3], p = 0.006, respectively). Moreover, job demands and job strain partially mediated the effect of self-organizing teamwork on job satisfaction (Average causal mediation effect [95%CI] 0.09 [0.02–0.15] and 0.10 [0.03–0.18], respectively), as well as on turnover intentions (Average causal mediation effect [95%CI] −0.08 [−0.15 to −0.01] and −0.20 [−0.18 to −0.03], respectively). ConclusionsIn the context of older people care services, working in self-organizing teams may enhance employee wellbeing by lowering job demands and job strain, but not by improving job control. Based on the findings of this study, self-organization seems beneficial, however, it requires real autonomy for the teams and team building. Tweetable abstractSelf-organizing teamwork increases job satisfaction and decreases turnover intentions via lower job demands and strain in older people care.

The Influence of Technostress, Learning Goal Orientation, and Perceived Team Learning Climate on Intra-Team Knowledge Sharing and Innovative Practices Among ICT-Enabled Team Members.

In ICT-enabled teams, innovation involves intensive adoption of ICTs and knowledge sharing among all members rather than a few experts. However, ICTs bring not only efficiency but also technostress, which hinders knowledge sharing and innovative practices among team members. To investigate this paradox, we drew on the job demand-control (JDC) model derived from the control theory of occupational stress to construct a theoretical framework regarding the collective influence of technostress, learning goal orientation, perceived team learning climate, and intra-team knowledge sharing on the innovative practices of ICT-enabled team members. Our multiple regression analyses of 481 ICT consultants' responses show that intra-team knowledge sharing positively influenced innovative practices; perceived team learning climate positively moderated this relationship. Further, technostress negatively influenced intra-team knowledge sharing; learning goal orientation positively influenced intra-team knowledge sharing, although the relationship demonstrated an inverted U-shape. Finally, learning goal orientation negatively moderated the relationship between technostress and intra-team knowledge sharing. Our results shed light on the paradox regarding ICT adoption, with theoretical implications for employee-driven innovation, team learning climate, intra-team knowledge sharing, learning goal orientation, and managerial practices about the design and adoption of ICT-enabled jobs.

In search of the ‘buffering’ effect in the job demands–control model: The role of teamwork HRM practices and occupations

The job demands–control/support (JDC/JDCS) models are highly influential in the HRM and employee well-being literature. Despite the high face validity, however, research has failed to find convincing empirical support for the ‘buffer’ hypothesis suggested by the JDC/JDCS models. In this article the authors explore this issue from three perspectives. First, they test the controversial ‘buffer’ hypothesis using a large nationally representative matched employer–employee sample from Britain. Second, they examine the role of teamwork HRM practices as a moderator of the buffering effect of job control against job demands on employee well-being. Finally, incorporating occupational level data into the analysis, the authors further explore the moderating effects of teamwork under different occupation-specific work intensity. The analysis suggests that there is strong evidence supporting the ‘buffering’ hypothesis. Also, it was found that teamwork moderates the buffering effect for employee intrinsic job satisfaction. Finally, the moderating effect of teamwork differs between occupations with different levels of work intensity.

Relationship between job satisfaction, burnout syndrome and depressive symptoms in physicians: a cross-sectional study based on the employment demand–control model using structural equation modelling

ObjectiveTo evaluate the relationship between job satisfaction, burnout syndrome (BS) and depressive symptoms (DS) based on the job demand–control framework model on a nationally representative sample of physicians working in...

Predicting Perceived Stress in Students: A Comparison of Two Theoretical Models

ABSTRACT As stress in students has increased in the last years, factors predicting stress need to be investigated. The aim of the present study was to replicate previous findings using the demand-control model and to examine the role of emotional distress in a transactional model (inspired by Lazarus’ transactional stress model). Stress, mental health, demands and control and several additional attributes were assessed. Different multiple linear hierarchical regressions were examined. The demand-control model explained a total of 55% in variance (including depression and anxiety as confounding variables). The transactional model explained a total of 62% in variance. All in all, the predictive validity of the transactional model exceeded that of the demand-control model in predicting students’ perceived stress. Especially intraindividual aspects like self-efficacy, coping and resources are of relevance for student interventions.

Association of organisational factors with work-related musculoskeletal disorders and psychological well-being: a job demand control model study

Musculoskeletal disorders (MSDs) are a major work-related problem affecting employees’ well-being worldwide. Employee well-being is also associated with high organisational financial and social costs. Most working adults spend a considerable amount of time at their workplace, thus making workplace conditions a critical factor affecting their physical and mental health. This study addresses the role of work-related factors on WMSDs and psychological stress. For this purpose, 210 managers working in middle-level management in an Indian telecom organisation participated in the study. Data for the study was collected using a self-reported questionnaire. 64% of employees reported WMSDs, and 60% psychological stress. Structural equation modelling was used to study the effect of work-related factors on WMSDs and psychological stress. The study reported neck and lower back pain being the most frequently reported WMSD. Job control had a significant negative effect on WMSDs, and psychological stress, while workload did not affect either. Age was significantly associated with pain in the upper back and knees. The results suggested that increasing job control will result in employees’ better physical and psychological well-being.

The Key to Work-Life Balance is (Enriched) Job Design? Three-Way Interaction Effects with Formalization and Adaptive Personality Characteristics.

The COVID-19 outbreak has blurred the boundaries between work and personal life, making the concept of work-life balance (WLB) even more important. Based on a three-source (employees, family members, and supervisors) sample (n = 436) of working professionals, we investigated the importance of enriched job design for employee WLB. In addition, on the basis of the job demand-control (JD-C) model, we examined whether organizationally imposed formalization and employees' individual adaptive personality traits (proactive personality and resilience) act as boundary conditions that strengthen this positive relationship. First, we conducted a supplementary analysis to investigate further which of the enriched job design characteristics play the most important role in our three-way interaction models predicting WLB. Then we discuss implications for theory and practice.

Psychosocial working conditions and cognitive and physical impairment in older age

BackgroundPsychosocial working conditions are associated with cognitive and physical impairments. The aim of this study was to investigate the associations between mid-late life psychosocial working conditions and the combination of physical and cognitive impairment among older adults, and the potential sex differences in these associations. MethodsData were derived from two Swedish nationally representative surveys (n = 839; follow-up: 20–24 years). Multinomial and binary logistic regressions assessed the associations between work stressors (job demand-control model), and a combination of cognitive and physical impairment. ResultsLow control jobs were significantly associated with higher odds of cognitive (OR: 1.41, CI: 1.15–1.72) and physical impairment (OR: 1.23, CI: 1.02–1.47), and cognitive and physical impairment combined (OR: 1.50, CI: 1.19–1.89). Passive jobs (low control, low demand) were associated with higher odds of cognitive impairment (OR: 1.57, CI: 1.12–2.20), and combined cognitive and physical impairment (OR: 1.59, CI: 1.07–2.36). Active jobs (high control, high demand) were associated with lower odds of cognitive impairment (OR: 0.48, CI: 0.29–0.80). Sex-stratified analyses showed stronger associations among men; passive jobs were associated with both cognitive (OR: 2.18, CI: 1.31–3.63) and physical impairment (OR: 1.78, CI: 1.13–2.81), while low strain jobs were associated with less physical impairment (OR: 0.55, CI: 0.33-0.89). No significant associations between work stressors and impairment were found for women. ConclusionsThese results highlight the importance of psychosocial working conditions for late-life physical and cognitive impairment, especially among men. Jobs characterised by low control and low demands are associated with higher risk for impairments.

How do human resource practices help employees alleviate stress in enforced remote work during lockdown?

PurposeDue to the fact that most employees have been forced to work remotely during the lockdown resulting from the COVID-19 pandemic, there is great concern about how to alleviate increased stress among employees through human resource (HR) practices. Drawing upon the job demands-control (JDC) model and the job demands-resources (JDR) model, this study empirically investigated the direct effect of HR practices on employee stress in enforced remote work and the mediating role of sources of stress (SoS) and sense of control (SoC).Design/methodology/approachData were collected through an online survey platform called Wenjuanxing from March 15 to 22, 2020 in Hubei, China and from April 22 to 29, 2022 in Shanghai, China. Respondents scanned the QR code on WeChat to enter the platform. A total of 511 valid questionnaires were received with a response rate of 75.4%. After controlling demographic variables, the authors used the mediation modeling and PROCESS tool to test the proposed hypotheses.FindingsHR practices negatively affect stress in enforced remote work among employees. Both SoS and SoC partially mediate the relationship between HR practices and stress. HR practices can alleviate stress via decreasing SoS and enhancing SoC, respectively. Moreover, employee care and training are found to be two key factors of HR practices to help employees alleviate stress in enforced remote work.Originality/valueLockdown as an extreme external condition has brought great challenges in employee work arrangement as well as HR practices. Although the relationship between HR practices and job stress was studied previously, there is a lack of research on the effects of HR practices on stress in enforced remote work due to lockdown. It advances knowledge on HR practices' stress-reducing effect in the context of remote work and provides suggestions for HR practitioners on ways of alleviating employee stress in remote work.

Enriched Job Design, Formalization and Adaptive Personality Predicting WLB: A Three-way Interaction

The COVID-19 outbreak has blurred the boundaries between work and personal life, making the concept of work–life balance (WLB) even more important. Based on a three-source (employees, family members, and supervisors) sample (n = 436) of working professionals, we investigated the importance of enriched job design for employee WLB. In addition, on the basis of the job demand-control (JD-C) model, we examined whether organizationally imposed formalization and employees’ individual adaptive personality traits (proactive personality and resilience) act as boundary conditions that strengthen this positive relationship. First, we conduct a supplementary analysis to further investigate which of the enriched job design characteristics play the most important role in our three-way interaction models predicting WLB. Then, we discuss implications for theory and practice.

Voice as Control: Integrating Voice into the Job Demand Control Model

Voice and the Job Demand Control Model (Kasarek, 1979) are integrated with voice conceptualized as an alternative form of control to autonomy/decision authority. The integrated model follows from the need to understand control in the context of increasingly team centered work and calls for examination of “control in the wider organizational environment” (Wall et al., 1996, p163). It is discussed how the integrated model differs from the Job Demand Control Support Model (Johnson and Hall, 1988), and implications for future research are addressed. The literature on stress and voice are also reviewed with focus paid to definitions.