Job Demands Research Articles

Trait authenticity as an “enzyme” for personal resources and work engagement: A study among teachers within the framework of the job demands-resources model

IntroductionTrait authenticity has been defined as a dispositional individual difference, and it refers to people's experience of living in accordance with their true Self. Despite research conducted in working contexts has found that trait authenticity is related to people's work engagement, it is not clear if this association may be mediated by other variables. ObjectiveFraming trait authenticity within the job demands-resources model, we hypothesized that trait authenticity allows the release of human full potential in terms of personal resources that, in turn, promote work engagement, especially in highly challenging work settings, such as educational ones. MethodWe administered a self-report questionnaire composed of several measurement scales to 446 teachers working in kindergartens, primary schools, and middle schools. Results and conclusionsA moderated mediation analysis revealed that trait authenticity can promote teachers’ emergence of personal resources, which in turn enhances their work engagement. The study highlights that the role of trait authenticity and personal resources on work engagement acquires a particular salience when teachers face high (vs. low) challenge job demands (i.e., workload), that is when this reservoir of potential is needed the most.

Moving Engagement Theory Forward: My Practical Insights on Activation's Centrality to Understanding Gender Differences in Discretionary Workplace Commitment

This article explores the concept of activation as a missing theoretical link for understanding gender differences in discretionary workplace commitment. Activation refers to an individual's readiness to take action and has been shown to influence engagement outcomes through its impact on effort and attention levels. The article first reviews key academic literature establishing engagement theory and the role of activation. It then shares real-world examples where activation helps explain observed gender differences in discretionary behaviors beyond basic job duties. Differences in situational job demands and available resources that differentially impact women's activation reserves are also examined. The article argues that conceptualizing engagement through an activation lens can help address why discrepancies occur and suggest impactful job redesign strategies. Recommendations focus on boosting activation for all employees through initiatives like flexible scheduling, social support programs, and inclusive cultures. The discussion proposes advancing engagement theory by considering the understudied yet important role of activation, particularly regarding gender.

The Impact of Remote Work on Workplace Loneliness During and after COVID-19: A Literature Review

The COVID-19 pandemic has significantly transformed work practices, making remote work a mainstream operation rather than an option. This literature review investigates the complex relationship between remote work and workplace loneliness during and post-COVID-19. The review synthesizes findings from 13 empirical studies published between January 2020 and July 2024. Remote work offers flexibility, reduces commute times, and increases feelings of loneliness due to reduced social interactions. Key factors moderating this impact include social support, communication technologies, job demands, and job control. The review highlights the importance of robust social support systems and advanced communication tools to mitigate loneliness. It emphasizes the need for longitudinal research to understand the long-term effects of remote work on workplace loneliness. Practical insights for organizational leaders are provided to design remote work policies that enhance employee well-being and engagement.

Association of the COVID-19 Pandemic on Employment Status Change for Practicing Pharmacists

ObjectiveThe COVID-19 pandemic resulted in health care workers experiencing temporary or permanent changes in employment due to layoffs, quits, and postpandemic increased job demand. Analyzing the association of the COVID-19 pandemic with employment changes and results of changes for practicing pharmacists and understanding the associations with demographic and work-related factors could inform practice, policy, and educational programs. This study aimed to explore the frequency, characteristics, and results of employment status changes (ESCs) experienced by pharmacists practicing pharmacy in March 2020 (ie, the start of the COVID-19 pandemic). MethodsA descriptive, cross-sectional survey research design was used to collect data from a random sample of 93,990 licensed pharmacists in the United States. The study team developed an online survey questionnaire designed to assess the impacts of the COVID-19 pandemic on pharmacists’ work and work-life. The survey items used for this study related to ESCs, work-life characteristics, work characteristics in March 2020 and 2022, and demographic variables. A total of 4947 usable responses were received between November 2022 and January 2023. ResultsOverall, 36.4% of respondents reported experiencing an ESC and approximately 70% of those reporting an ESC reported experiencing just 1 ECS. Overall, 39.5% of respondents who experienced an ESC stopped working (ie, were unemployed) pursuant to an ESC. Respondents who experienced an ESC reported significantly lower levels of work exhaustion and interprofessional disengagement and significantly higher levels of professional fulfillment in their current employment than respondents that did not experience an ESC. ConclusionThe overall increase in demand for workers in the health care sector appeared to provide opportunities for pharmacists, especially pharmacists with 1 to 10 years of experience, to change their employment situation, resulting in better work-life characteristics. Given projections of a pharmacist shortage, research, policy, and educational programs could determine the best practices to improve work settings and the work-life characteristics of practicing pharmacists to improve the health of the current pharmacist workforce.

Association of the COVID-19 Pandemic on Employment Status Change for Practicing Pharmacists

ObjectiveThe COVID-19 pandemic resulted in health care workers experiencing temporary or permanent changes in employment due to layoffs, quits, and postpandemic increased job demand. Analyzing the association of the COVID-19 pandemic with employment changes and results of changes for practicing pharmacists and understanding the associations with demographic and work-related factors could inform practice, policy, and educational programs. This study aimed to explore the frequency, characteristics, and results of employment status changes (ESCs) experienced by pharmacists practicing pharmacy in March 2020 (ie, the start of the COVID-19 pandemic). MethodsA descriptive, cross-sectional survey research design was used to collect data from a random sample of 93,990 licensed pharmacists in the United States. The study team developed an online survey questionnaire designed to assess the impacts of the COVID-19 pandemic on pharmacists’ work and work-life. The survey items used for this study related to ESCs, work-life characteristics, work characteristics in March 2020 and 2022, and demographic variables. A total of 4947 usable responses were received between November 2022 and January 2023. ResultsOverall, 36.4% of respondents reported experiencing an ESC and approximately 70% of those reporting an ESC reported experiencing just 1 ECS. Overall, 39.5% of respondents who experienced an ESC stopped working (ie, were unemployed) pursuant to an ESC. Respondents who experienced an ESC reported significantly lower levels of work exhaustion and interprofessional disengagement and significantly higher levels of professional fulfillment in their current employment than respondents that did not experience an ESC. ConclusionThe overall increase in demand for workers in the health care sector appeared to provide opportunities for pharmacists, especially pharmacists with 1 to 10 years of experience, to change their employment situation, resulting in better work-life characteristics. Given projections of a pharmacist shortage, research, policy, and educational programs could determine the best practices to improve work settings and the work-life characteristics of practicing pharmacists to improve the health of the current pharmacist workforce.

Association of the COVID-19 Pandemic on Employment Status Change for Practicing Pharmacists.

The COVID-19 pandemic resulted in health care workers experiencing temporary or permanent changes in employment due to layoffs, quits, and postpandemic increased job demand. Analyzing the association of the COVID-19 pandemic with employment changes and results of changes for practicing pharmacists and understanding the associations with demographic and work-related factors could inform practice, policy, and educational programs. This study aimed to explore the frequency, characteristics, and results of employment status changes (ESCs) experienced by pharmacists practicing pharmacy in March 2020 (ie, the start of the COVID-19 pandemic). A descriptive, cross-sectional survey research design was used to collect data from a random sample of 93,990 licensed pharmacists in the United States. The study team developed an online survey questionnaire designed to assess the impacts of the COVID-19 pandemic on pharmacists' work and work-life. The survey items used for this study related to ESCs, work-life characteristics, work characteristics in March 2020 and 2022, and demographic variables. A total of 4947 usable responses were received between November 2022 and January 2023. Overall, 36.4% of respondents reported experiencing an ESC and approximately 70% of those reporting an ESC reported experiencing just 1 ECS. Overall, 39.5% of respondents who experienced an ESC stopped working (ie, were unemployed) pursuant to an ESC. Respondents who experienced an ESC reported significantly lower levels of work exhaustion and interprofessional disengagement and significantly higher levels of professional fulfillment in their current employment than respondents that did not experience an ESC. The overall increase in demand for workers in the health care sector appeared to provide opportunities for pharmacists, especially pharmacists with 1 to 10 years of experience, to change their employment situation, resulting in better work-life characteristics. Given projections of a pharmacist shortage, research, policy, and educational programs could determine the best practices to improve work settings and the work-life characteristics of practicing pharmacists to improve the health of the current pharmacist workforce.

Investigating women’s work experience in hospitality with the job demands-resources theory

PurposeThis study aims to investigate the work experience of women in hospitality with the job demands-resources (JD-R) theory. By focusing on job resources, job demands (emotional and physical), work engagement, emotional exhaustion and turnover intention, this study examines (1) female workers’ perceptions of these variables; (2) how race, age and job positions affect perceptions and (3) structural relationships among these variables.Design/methodology/approachThe study collected 412 responses from American female hospitality workers via an online survey. Descriptive statistics and independent T-tests were conducted using SPSS to analyze professional experiences and differences based on individual characteristics. Path analysis was conducted using Amos 28 to assess the structural relationships among variables.FindingsFemale hospitality workers generally feel engaged, experience low emotional exhaustion and have low turnover intention. Younger or front-line women reported higher emotional exhaustion, lower engagement and greater likelihood to quit. Unexpectedly, emotional resources do not significantly affect work engagement, but physical resources increase it.Practical implicationsThe study provides directions to establish specific well-being and organizational support initiatives to retain female hospitality workers.Originality/valueThis study offers fresh insights into the JD-R theory by examining the experiences of American female hospitality employees using a non-comparative lens. Although existing literature highlights women’s unfavorable positions relative to male counterparts, this study reveals rather positive perspectives. Additionally, it presents a dual psychological process of how job resources and demands affect women’s work experience and the varying impacts of job demands on work engagement.

Staff burnout in intellectual disability services and resistance to change. Implications for leadership support.

This article aims to analyse the relationship between staff burnout and resistance to change as well as the implications for leadership. The Job Demands Resource Model, the Social Exchange Theory, and the Model of Socially Induced Burnout were used to analyse the relationship of burnout with resistance to change. Leadership support is essential in reducing the influence of job demands on staff and on overcoming burnout so that resistance to change is prevented. This lies on the development of a leadership approach based on the factors that influence burnouted staff against change.

Leveraging social supports to cope with sales complexities and facilitate value-based selling in the cross-functional sales team contexts: JD-R perspective

In today's dynamic industrial market, adoption of a value-based selling (VBS) has emerged as a crucial approach, which forces companies to establish cross-functional sales teams. Yet how sales task and team complexities, as challenging/hindrance job demands, require team social supports, as job resources, to buffer against them in implementing VBS, remains an under-researched topic. Based on job demands-resources (JD-R) model, we investigate how sales task and sales team complexities moderate the link between social supports and VBS. Findings reveal that, as challenge job demands, demand ambiguity and task non-routineness positively moderate the instrumental/emotional support–VBS link and the instrumental support–VBS link, respectively. Whereas, as hindrance job demands, team instability negatively moderates the instrumental/emotional support-VBS link, and role ambiguity negatively moderates the instrumental support-VBS link. Additionally, team heterogeneity positively moderates the instrumental support-VBS link while negatively moderates the emotional support-VBS link. The study considers the roles of social supports (job resources) in shaping team VBS behavior under different sales complexities (job demands), not only contributing to the VBS literature by extending the research context to B2B cross-functional sales teams, also providing a insights on how to implement VBS and enhance performance via social supports in various sales situational complexities.

Short Mindfulness Meditations During Breaks and After Work in Everyday Nursing Care: A Simple Strategy for Promoting Daily Recovery, Mood, and Attention?

Nurses experience high job demands, which makes recovery particularly necessary to maintain well-being and performance. However, these demands also make recovery challenging. Short mindfulness meditations could potentially help alleviate this paradox. Two ecological momentary intervention studies were conducted among geriatric nurses (Study 1: break study) and hospital nurses (Study 2: after-work study) to investigate whether short audio-guided mindfulness meditations are beneficial for recovery during breaks and psychological detachment after work. Furthermore, break recovery and after-work detachment were examined as mediators of the associations between mindfulness meditations and after-break/after-sleep mood and attention after respective recovery periods. Multilevel path models were based on a sample of 38 nurses and 208 after-break surveys in the break study and 26 nurses and 192 after-sleep surveys in the after-work study. Compared to breaks spent as usual, breaks that incorporated short mindfulness meditations were associated with higher break recovery, which mediated the positive associations between mindful breaks and after-break calmness, valence, and energetic arousal. Only with certain constraints did mindfulness meditations predict a lower rate of attention failures. In the after-work study, short mindfulness meditations were positively related to psychological detachment, which mediated the positive associations between the intervention and after-sleep valence and calmness. Both pilot studies showed that short mindfulness meditations aid in recovery among nurses. However, to fully utilize the advantages of recovery-promoting breaks, structural changes are necessary to ensure that breaks of an appropriate duration are consistently implemented.

A Systematic Review of Thriving at Work: A Bibliometric Analysis and Organizational Research Agenda

ABSTRACTThriving at work has gained considerable research attention over the past decades. This study aimed to systematically unpack the knowledge of the past, present, and future of thriving at work by using bibliometric analysis. Following the PRISMA protocol, this study assesses 281 peer‐reviewed papers published between 2005 and 2024. Results are as follows: (1) We identify the prominent authors, significant publications, top countries, leading affiliations, and journals in thriving at work. (2) Six clusters (i.e., work–family enrichment, career commitment, servant leadership, challenge stressors, job satisfaction, and psychological capital) are identified based on the keywords that map the emergent core themes via content analysis. (3) Based on the job demands–resources model, we map a detailed framework of thriving at work about its antecedents, moderators, and outcomes. (4) We propose prospective directions for future research using the TCCM (Theory, Context, Characteristics, Method) framework.

A New Look at Job Demands, Resources, and Volunteers’ Intentions to Leave: The Role of Work–Home Interference and Burnout

AbstractVolunteers’ intention to leave is a relevant issue for organizations. Thus, it is critical to advance knowledge on its determinants. This study proposes that burnout symptoms mediate the relationship of work–home interference with leaving intentions. In addition, we hypothesize that job resources, namely organizational appreciation and organizational task support, buffer the positive indirect relationship of work–home interference with volunteers’ leaving intentions through burnout symptoms. To this end, we rely on the job demands–resources theory, a theoretical framework first conceived for the paid work context that has been widely applied in volunteering settings. Consistent with our predictions, (moderated) mediation analyses on a sample of 220 Italian volunteers showed that only cynicism, and not emotional exhaustion, significantly mediated the positive relationship between work–home interference and leaving intentions and that organizational appreciation and task support weakened this indirect relationship. We discuss how these findings contribute to theory and practice for the volunteering sector.

A cross-sectional study evaluating grip strength and associated factors in Turkish nurses and nursing students

BackgroundGrip strength is an important indicator of muscle strength. Nursing job demands physical power, which is related to their muscle strength. However, studies on nurses’ grip strength remains lacking.ObjectiveThis study aims to examine the differences in grip strength between staff nurses and nursing students and to identify factors associated with grip strength in nursing sample.MethodThis study was designed as descriptive and analytical. Data collected from nursing students and staff nurses in Turkiye, from May 1 to September 30, 2022. A total of 200 staff nurses and 200 nursing students participated. Data tool included a participant information form, the Perceived Stress Scale-4 (PSS-4), and the Nordic Musculoskeletal Questionnaire (NMQ). Moreover, researchers assessed the anthropometric measurements using the same scale and grip strength using a digital hand dynamometer.ResultsThere was no significant difference in grip strength of staff and student nurses. 48.8% of participants met or exceeded Turkish normative values. 79.5% of staff nurses and 66.0% of nursing students reported musculoskeletal issues in the last 12 months. Height, waist-to-hip ratio, and neck circumference was found to be significant predictors of grip strength, explaining 57% of the variance.ConclusionGrip strength was similar between staff nurses and nursing students, despite differences in age, BMI, and musculoskeletal issues. Height, waist-to-hip ratio, and neck circumference are key predictors of grip strength in this Turkish nursing sample. Understanding the factors influencing grip strength can help in designing targeted interventions to maintain and improve muscle strength in nursing professionals.

The impact of high-performance work practices on employee burnout experience in UK higher education: a professional services perspective

ABSTRACT Evidence demonstrates work intensity is on the rise and can lead to higher rates of burnout. The UK Higher Education professional services sector has been under-researched in terms of work intensity levels and experience of burnout. This research measured these levels and sought evidence of whether high-performance work practices (HPWPs) moderate the user’s level of burnout. Quantitative data were collected using a cross-sector survey and tested for correlation. The results evidenced a moderate, positive relationship between work intensity and burnout, and a strong, negative relationship between HPWPs and burnout. Drawing on the Job Demands – Resources model (Demerouti et. al. 2001), this research contributes to the understanding of the factors contributing to burnout in the UK Higher Education context. Practical implications include addressing the widespread culture of overwork and employing HPWP suites to moderate burnout. Suggestions for further research provide additional clarity.

Individual differences in perceived changes and impacts on well-being of working from home during the COVID-19 pandemic

This study examines how individual differences in employees' demographics, physical workspace, job satisfaction, workplace support, and pandemic-induced changes affected subjective well-being, productivity, and overall flourishing (Flourishing Index, FI) while working from home (WFH). A cohort of 602 employees in Bangkok, Thailand, was surveyed. Factor Analysis of Mixed Data (FAMD) revealed underlying interactions between variables that reflected differences in FI scores and work-related perceptions. In-person focus group interviews were conducted with 30 participants following their return to work to deepen understanding of aggregate survey responses. We found that the flourishing domains and short-term positive and negative affects are significantly influenced by satisfaction with the physical environment, demographics (e.g., age, marital status, and employment tier), and perceived changes in emotions, job demand, and resources. Individuals who enjoyed higher well-being ratings while WFH tended to be male, above 35 years old, in more senior employment positions, and married or living with a partner. Qualitative results confirmed how individual differences provided resilience and well-being under WFH while revealing more nuanced aspects of employer-employee support relevant to future personnel interventions. The variable groups also interact with each other, suggesting potential scenarios where individuals and organizations can implement more targeted interventions, such as physical environmental comfort, work-life balance, and social system support in future WFH situations to sustain employees’ well-being. It also shows that flourishing can be used as an indicator of worker well-being that reflects many nuanced life aspects, offering a new management tool for workplace transitions to WFH and hybrid models.

Associations between habitual sleep characteristics and cardiometabolic disease risk in corporate executives

ObjectivesCorporate executive job demands may lead to poor sleep habits, increasing their risk for cardiometabolic disease. This study aimed to describe and explore associations between objectively measured habitual sleep characteristics and cardiometabolic disease risk of corporate executives, while accounting for occupational, psychological, and lifestyle factors. MethodsHabitual sleep was measured using wrist-worn actigraphy and a sleep diary over seven consecutive days in 61 (68.3% men) corporate executives aged 46.4 ± 8.7years. A composite cardiometabolic disease risk score was determined using body mass index, waist circumference, blood pressure and fasting glucose and lipid concentrations. Prediction models were built using a backward stepwise selection approach to explore associations between sleep characteristics and cardiometabolic disease risk factors adjusting for occupational, psychological, and lifestyle covariates. ResultsAverage total sleep time was 6.60 ± 0.75 hours, with 51.7% of participants reporting poor sleep quality and 26.2% extending their weekend sleep. Adjusted models showed that lower sleep efficiency (β = −0.25, 95%CI: −0.43; −0.08, P = .006), shorter weekday total sleep time (β = −1.37, 95% CI: −2.41, −0.32; P = .011) and catch-up sleep (β = 0.84, 95%CI: 0.08, 1.60, P = .002) were associated with higher cardiometabolic disease risk scores. Adjusted models also found that shorter average time-in-bed (ß=−2.00, 95%CI: −3.76; −0.18, P = .031), average total sleep time (ß=1.98, 95%CI: −3.70; −0.25, P = .025) and weekday total sleep time (β = −2.13, 95%CI: −3.56; −0.69, P = .025) as well as catch-up sleep (β = 1.67, 95% CI: 0.52; 2.83; P = .012) were all associated with a higher body mass index. ConclusionCorporate executives who compromise sleep duration during the working week may increase their risk for obesity and future cardiometabolic disease.

Psychosocial risks in food processing establishments related to burnout syndrome

Examine psychosocial risks in the food sector of Cartagena, Colombia, focused on the processing, transformation and quality control of food, with the purpose of proposing preventive strategies to mitigate burnout syndrome. A mixed methodology will be used, integrating quantitative and qualitative approaches through the application of questionnaires and semi-structured interviews. Variables such as job demands, the degree of control over work and the manifestation of burnout symptoms will be explored. The results obtained will allow the predominant risk factors to be identified and will facilitate the design of specific interventions adapted to the particularities of the sector. The mental health and well-being of workers in the food processing, transformation and quality control sector in the city of Cartagena will be improved by these measures, while providing valuable information for future research in the field of safety and health at work. In summary, this study aims to provide a comprehensive view of the psychosocial risks present in the food sector, underlining the importance of addressing these challenges to foster a healthier, more productive and sustainable work environment in the long term.

Evaluating the two-item measure of engagement at work for Japan Self-Defense Forces: A cross-sectional study.

Work engagement is critical in both occupational and mental health contexts. However, no studies have compared the usefulness of the nine-, three-, and two-item measures from the Utrecht Work Engagement Scale (UWES). Therefore, this study aimed to examine the internal consistency and convergent validity of the two-item measure and compare its usefulness with the nine-item and three-item versions for assessing engagement at work among Japan Self-Defense Forces (JSDF) personnel. This cross-sectional study included 229,383 participants who underwent an annual mental health check between October 19 and December 17, 2021. To test the internal consistency of the scales, Cronbach's alpha was used. To test the convergent validity, Pearson's correlation coefficients were examined for each item corresponding to job resources, job satisfaction, stress reactions, and job demands assessed by the Brief Job Stress Questionnaire. Most participants were men (89.8%). Cronbach's alpha coefficients for the nine-, three-, and two-item scales were 0.95, 0.85, and 0.80, respectively. All three versions showed significant and positive correlations with each of the items corresponding to job resources and job satisfaction. The correlation coefficients of the two-item scale were not inferior to those of the nine-item and three-item scales for job resources and job satisfaction items. Our results showed the internal consistency and convergent validity for the two-item measure of engagement at work among JSDF personnel. The two-item measure may be useful for briefly and efficiently assessing the actual state of workers' engagement at work.

From Data to Insight: Transforming Online Job Postings into Labor-Market Intelligence

In the continuously changing labor market, understanding the dynamics of online job postings is crucial for economic and workforce development. With the increasing reliance on Online Job Portals, analyzing online job postings has become an essential tool for capturing real-time labor-market trends. This paper presents a comprehensive methodology for processing online job postings to generate labor-market intelligence. The proposed methodology encompasses data source selection, data extraction, cleansing, normalization, and deduplication procedures. The final step involves information extraction based on employer industry, occupation, workplace, skills, and required experience. We address the key challenges that emerge at each step and discuss how they can be resolved. Our methodology is applied to two use cases: the first focuses on the analysis of the Greek labor market in the tourism industry during the COVID-19 pandemic, revealing shifts in job demands, skill requirements, and employment types. In the second use case, a data-driven ontology is employed to extract skills from job postings using machine learning. The findings highlight that the proposed methodology, utilizing NLP and machine-learning techniques instead of LLMs, can be applied to different labor market-analysis use cases and offer valuable insights for businesses, job seekers, and policymakers.

The Effect Of Employee Engagement In Change On The Effectiveness Of Organizational Transformation At PT XYZ

PT XYZ is a telecommunications company that is focusing on massive organizational transformation. The results of the Employee Engagement Survey & Communication Effectiveness Survey in 2023 are lower than in 2020, the presumed impact of organizational transformation. The analysis of integration between employee engagement and change management has not been much studied, as most previous studies have researched independently. The objective of the research is to analyze the factors that influence employee engagement in change and the influence on organizational transformation effectiveness. 401 respondents were obtained with criteria of permanent employee and minimum working time of 2 years. Data were analyzed using descriptive statistics and SEM PLS. The results showed that change-related organizational resources, change-released job resources, change-related job demands, and personal resources have a significant positive impact on employee engagement in change, then employee engagement in change has a significant positive impact on the effectiveness of organizational transformation both directly and as a mediator.