Effects Of Job Control Research Articles

Detached Concern

This study attempted to apply the concept of detached concern, an attitude that service workers may have towards customers, to Korean samples. In Study 1, the original detached concern scale was translated into Korean and then back-translated for comparison and refinement. The Korean detached concern scale was then validated with a sample of 143 full-time, overage Korean workers using three facets of burnout as the criteria. The results of confirmatory factor analyses indicated that detachment and concern were two independent facets. Also, the response surface graph showed that professional inefficacy significantly decreased when detachment and concern matched at high levels rather than at low levels. In Study 2, we examined whether detached concern would predict the three facets of work engagement after a month with 374 Korean customer service workers using the scale validated in Study 1. We also hypothesized that job control would weaken the relationships. All variables were measured twice with a one-month interval. Polynomial regressions revealed that detachment and concern measured at Time 1 jointly had significant effects on all facets of work engagement measured at Time 2. Also, the moderating effects of job control were observed but different for all three facets. These results suggest that detached concern may play an important role in the psychological well-being of emotional labor workers. Based on these findings, academic and practical implications were discussed along with suggestions for future research.

Exercise mediates the effect of job control on body mass index (BMI)

Exercise mediates the effect of job control on body mass index (BMI)

Mediating Effects of Work Eudemonic Well-being for the Association Between Psychosocial Work Environment and Overall Eudemonic Well-being Among Japanese Workers: A Cross-sectional Study.

This study aimed to investigate the mediating effects of eudemonic well-being (EWB) at work for the associations between psychosocial work environment and overall EWB among Japanese workers. We conducted a cross-sectional study using data from a 2018 survey. psychosocial work environment measures included: job demands, job control, and supervisor and coworker support. Path analysis using structural equation modeling and mediation analysis were applied to examine the mediating effects of work EWB. A total of 834 workers were analyzed. Work EWB completely mediated the associations of job control (β = 0.288, P < 0.001) and coworker support with overall EWB (β = 0.178, P < 0.001). The effects of job control and coworker support associated with overall EWB were fully mediated by work EWB.

Impacts of job control on overtime and stress: cases in the United States and South Korea

Although considerable research has focused on the relationship between working hours and stress, few cross-cultural studies have examined this relationship with job control. This study investigated how job control relates to working overtime and stress with work centrality and organizational constraints in the United States and South Korea. Survey data collected from 787 employees from these two countries were analyzed using a multi-group path analysis. In the path model, job control was not related to overtime in either country but job control significantly related to stress in Korea. In the Korean sample only, job control significantly moderated the relationships of overtime with work centrality and organizational constraints and the relationships of stress with perceived overtime and organizational constraints. This study highlights the different effects of job control on overtime by culture, which has not been previously emphasized in western research. It also demonstrates the importance of job control on employee stress.

To Violate Instructions or Not to? Effect of Job Control on Creative Deviance

Drawing on the conservation of resources theory and regulatory focus theory, we propose a moderated mediation model to investigate the relationship between job control and employee creative devianc...

The Interplay between Job Control, SOC Strategies, and Age in Sustaining Work Ability in a Sample of Administrative Employees

In recent years, the average age of workers has risen. Because of that, work ability is reducing in many sectors, especially in a public context. Given the above, it is necessary to investigate the individual and organisational resources that can play a role in the protection of work ability. This study investigates the work ability of administrative workers, examines selection, optimisation, and compensation (SOC) as a form of mediation between job control and work ability, and explores the relationship of job control, age, work ability, and SOC strategies via moderated mediation models. The findings indicate that job control, SOC strategies, and age correlate to work ability, but the effect of these factors is different. Job control and SOC strategies are positively related to work ability, and job control positively relates to the use of optimisation and compensation. However, only optimisation and compensation strategies mediate the association between job control and work ability. Finally, age moderates the effect of job control on work ability. The findings suggest that interventions, such as SOC training, promotion, and job control, may help to sustain work ability among elderly administrative workers.

Employee perspectives on safety citizenship behaviors and safety violations

Two studies investigate whether employees viewing discretionary safety activities as part of their job role (termed safety citizenship role definitions, SCRDs) plays an important part in predicting two types of safety violation: routine violations conceptualized as related to an individual’s available cognitive energy or ‘effort’; and situational violations, which are those provoked by the organization (Reason, 1990). Study 1 showed SCRDs predicted situational violations only, and partially mediated the relationships between Perceived Management Commitment to Safety (PMCS) and work engagement with situational violations. These findings add to those by Hansez and Chmiel (2010), showing that routine and situational violations have predictors that differ. Study 1 findings also extend research reported by Turner et al. (2005), by showing that the effect of Job Control on SCRDs was mediated by both PMCS and work engagement. In study 2, participation in discretionary safety activities (safety participation) mediated the relationship between SCRDs and situational violations. Similar to study 1 The link between SCRDs and routine violations was non-significant and, strikingly, so was the link between safety participation and routine violations. These results support the view that processes involving SCRDs and safety participation are not cognitive-energetical in nature. In addition, study 2 findings extend previous work by Neal and Griffin (2006) by showing that SCRDs and safety knowledge partially mediated relationships between safety motivation and safety participation, whereas the direct effect of safety motivation on safety participation was non-significant. The results from both studies support the view that SCRDs are important in predicting situational violations.In study 2 SCRDs were shown to partially mediate the relationship between safety motivation and self-reported participation in discretionary safety activities (Safety Participation) which, in turn, related to situational violations. Interestingly there was no significant direct link between SCRDs and situational violations. These findings support the view that the effect of SCRDs on situational violations is fully mediated by participation in discretionary safety activities.

상담자의 직무요구와 소진과의 관계에서 직무통제의 조절효과

상담자의 직무요구와 소진과의 관계에서 직무통제의 조절효과

Time pressure with state vigour and state absorption: are they non-linearly related?

ABSTRACTOn the basis of activation theory and the challenge-hindrance demands model, this study was conducted to clarify the functional form (linear vs. curvilinear) of the within-persons relations of time pressure with vigour and absorption. Further, we investigated whether these relations would be moderated by time-varying job control. A total of 52 full-time employees (44% female) participated in the study, which included two assessments per day over the course of 2 work weeks. Our analyses confirmed an inverted U-shaped within-persons association between state time pressure and state vigour and a moderator effect of job control on the curvilinear relation. By contrast, state time pressure and state absorption displayed only a positive linear relation. This study demonstrates that within-persons high levels of time pressure may impair employees’ energy levels but still promote their absorption at work.

Social support as a mediator between job control and psychological strain

RationaleSocial support is a key influencing factor on health, and one of the main dimensions of the Demand – Control – Support (DCS) model within the occupational health field. The buffer hypothesis of the DCS determines that job control and social support relieve the effects of a high job demand on health. This hypothesis has been evaluated in several studies to predict worker's health, even though it has yielded ambiguous and inconclusive results. ObjectiveThis study evaluated whether social support mediated the effect of job demand or job control on job strain. This mediation mechanism might represent a plausible and coherent alternative to the buffer hypothesis deserving to be analyzed within this field. MethodTwo models considering support as the mediator variable in the explanation of job strain were assessed with a group of administrative and technical workers (N = 281). ResultsWhile there was no evidence for support behaving as a mediator variable between demand and job strain, social support was a consistent mediator in the association of job control with job strain. The effect of job control on job strain was fully mediated by social support from supervisors and coworkers. ConclusionThe role of social support as a mediator implicates that the prevention of psychosocial stressors in the job place should place a stronger emphasis on improving social relationships at work.

Does Job Control Matter for Work Hours? A Comparison between the United States and Korea

Although research has sought to explain why employees work long hours, little is known about how the broad range of heavy work predictors, such as dispositional, situational, cultural factors work together. Building on the Heavy Work Investment (HWI) model, it was hypothesized that how work centrality and work condition constraints influence work hours with the moderation effect of job control. Data from 805 full-time exempt employees in the United States and Korea were analyzed using a hierarchical regression model. As a result, work centrality and work condition constraints were positively related to perceived work hours. The relationships between work centrality and perceived work hours and between work condition constraints and perceived work hours were significantly moderated by job control only in the Korean sample. Specifically, the relationships of perceived work hours with work centrality and work condition constraints were positively stronger when job control was high. We discussed future resear...

Gender Differences in the Effects of Job Control and Demands on the Health of Korean Manual Workers

We used the job-demand-control model to answer our two research questions concerning the effects of working conditions on self-rated health and gender differences and the association between these working conditions and health among Korean manual workers. Since a disproportionate representation of women in nonstandard work positions is found in many countries, including Korea, it is important to examine how working conditions explain gender inequality in health. We used data from the 2008–2009 Korean National Health and Nutrition Examination Survey and analyzed a total sample of 1,482 men and 1,350 women using logistic regression. We found that job control was positively related to self-rated health, while both physical and mental job demands were negatively related to self-rated health. We also found significant interaction effects of job demands, control, and gender on health. Particularly, female workers’ health was more vulnerable to mentally demanding job conditions. We discussed theoretical and practice implications based on these findings.

Effects of job control and situational severity on the timing of help-seeking.

Studies suggest that the psychopathological effects of involvement in critical incidents among emergency service workers failing to seek help in a timely manner may be detrimental both for the individual and for the organization. However, little is known as to the factors governing when individuals seek such help. Consequently, drawing from the help-seeking and coping literatures, we generate a theory explicating how job characteristics (namely, job control) and situational factors (namely, the severity of incident involvement) combine to influence help-seeking delay or, in other words, the amount of time that passes before employees seek help for incident-related distress. Using data collected from firefighters who were involved at varying degrees of intensity in the events in and around the World Trade Center on September 11, 2001, we demonstrate that increasing levels of situational severity influence the relationship between job-control and help-seeking delay with job control having a curvilinear association with help-seeking delay under conditions of high situational severity.

Association between occupational stress and musculoskeletal disorders in lower extremity

To explore the relationship between occupational stress and musculoskeletal disorders in lower extremity. The cross-sectional study was used to investigate 5338 workers in 13 factories and companies for prevalence of musculoskeletal disorders in lower extremity, working postures and occupational stress were investigated with questionnaires for past year. Perceived occupational stress was evaluated by the Chinese version of the Job Content Questionnaire (JCQ) and Effort-Reward Imbalance (ERI) Model Questionnaire. Logistic regression analyses were conducted to estimate the associations between occupational stress and prevalence of musculoskeletal disorders in lower extremity. In the main dimensions of job strain and ERI model, physical demands and effort were risk factors of hip disorders, but job control was a protective factor of hip disorders. When job strain and ERI model scales were analyzed simultaneously, only physical demands were risk factor of hip disorders. When job strain and the effort-reward imbalance were computed by creating four independent categories, job strain was a risk factor of hip disorders, ERI was a risk factor of hip and knee disorders. The risk of imbalance between job strain and effort-reward the protective effect of job control increased with the disorder regions. According to continuous variable analysis, job strain by calculated with physical demands was risk factor of hip disorders, continuous ERI variable was risk factor of hip and knee disorders. Occupational stress is associated significantly with musculoskeletal disorders in lower extremity. The control of occupational stress and increase of job control should be considered for preventing the musculoskeletal disorders in lower extremity.

Job demands and work-related psychological responses among Malaysian technical workers: The moderating effects of self-efficacy

Job design has long been found to affect the work-related psychological responses of employees, such as psychological strain, job satisfaction, and turnover intentions, but scholars have begun to question whether established theoretical relations regarding job design continue to hold given the enormous changes in the nature of work during the past two decades. It is also increasingly recognized that individual differences affect work behaviours in substantial ways, but few studies on work design have investigated these differences. We addressed these concerns with a two-wave longitudinal study among 245 technical workers at a telecommunications company in Malaysia, a country that has a collectivist culture and a high power distance between managers and subordinates. We examined the moderating effects of job control and self-efficacy on the relationships between job demands and employee responses. The results failed to support the job demands-control model, as job control variables did not moderate the impact of demands on employee work-related psychological responses. However, self-efficacy moderated their impact on psychological strain (although not on job satisfaction or turnover intentions). Our findings provide insight into the moderating effect of self-efficacy, and suggest that practitioners interested in reducing psychological strain should consider making efforts to increase self-efficacy among employees.

Job Design and the Employee Innovation Process: The Mediating Role of Learning Strategies

The purpose of this article is to examine whether employee learning strategies is a mechanism through which job design affects the employee innovation process. In particular, we test whether work-based learning strategies mediate the relationship between job design characteristics (job control and problem demand) and key components of the innovation process (idea generation, idea promotion, and idea implementation). Data were collected from a survey of 327 employees in a UK manufacturing organization. Structural equation modeling confirmed the mediating role of learning strategies in the relationship between job design and idea generation. The effects of job control on idea generation were mediated by work-based learning strategies and the effects of problem demand on idea generation were partially mediated by work-based learning strategies. Problem demand also had a direct relationship with idea generation and idea promotion. The findings provide support for the general idea that learning is a mechanism thorough which job design affects outcomes. The results of the study show practitioners that creating jobs with high control or high problem demand can help to promote the employee innovation process; and that this is partly due to the role that such jobs play in stimulating the use of learning strategies at work. This article develops and tests a new theoretical model that explains how learning is a route through which job design influences employee innovation.

Job demands, job control, and mental health in an 11-year follow-up study: Normal and reversed relationships

Despite numerous studies of the demand-control model, there is a need for more longitudinal studies to test not only the normal, but also the reversed and reciprocal relationships between work characteristics and mental health. There is also a need for more studies of the multiplicative interaction between demands and control with respect to mental health, which is different from the simple additive effect of the two variables. This is a longitudinal study with an exceptionally long period of follow-up (11 years), with the focus on normal as well as reciprocal and reversed causality between work characteristics and mental health, as measured by reliable instruments close to the original definitions of Karasek. The study was based on a sample of 439 Norwegian employees of different occupations who had stayed in the same profession during the follow-up period. The results were in agreement with the hypothesis that low job control, and in particular low control in combination with high demands (“high strain jobs”), has a negative effect on mental health. There was a significant multiplicative interaction between demands and control, indicating a “buffering” effect of job control. Job demands alone were not significantly associated with mental health. The reversed relationship hypothesis was supported for job demands, but not for job control.

Examining the relationships between job control and health status: a path analysis approach

Objective:To examine the pathways through which job control affects health status; to examine if the effects of job control on health status are attenuated by including other measures associated with...

The relative importance of psychological acceptance and emotional intelligence to workplace well-being

Psychological acceptance (acceptance) and emotional intelligence (EI) are two relatively new individual characteristics that are hypothesised to affect well-being and performance at work. This study compares both of them, in terms of their ability to predict various well-being outcomes (i.e. general mental health, physical well-being, and job satisfaction). In making this comparison, the effects of job control are accounted for; this is a work organisation variable that is consistently associated with occupational health and performance. Results from 290 United Kingdom workers showed that EI did not significantly predict any of the well-being outcomes, after accounting for acceptance and job control. Acceptance predicted general mental health and physical well-being but not job satisfaction, and job control was associated with job satisfaction only. Discussion focuses on the theoretical and applied implications of these findings. These include support for the suggestion that not controlling one's thoughts and feelings (as advocated by acceptance) may have greater benefits for mental well-being than attempting consciously to regulate them (as EI suggests).

Anger in young black and white workers: effects of job control, dissatisfaction, and support.

This cross-sectional study tested the hypothesis that characteristics of work that contribute to job strain also increase anger in young service-sector workers. A new measure of anger directed at coworkers, supervisors, and customers was regressed on job strain indices (job control, coworker and supervisor support, dissatisfaction) in models that controlled for dispositional negative affect and work status. Results in a sample of 230 young Black and White men and women revealed that low levels of job control and social support, and high levels of job dissatisfaction, were independently associated with increased work-related anger. Moreover, social support moderated the impact of low job control on anger directed at coworkers. Findings indicate that anger experienced at work may be an early marker of job stress, which has been prospectively related to cardiovascular disease.