Effects Of Job Demands Research Articles

The Effect of Job Demands and Job Resources on Turnover Intention Mediated by Work Engagement at PT Prinal

This research aims to identify the influence of job demands and job resources on turnover intention, with work engagement as a mediating variable at PT Prinal. The retail industry faces high turnover rates, posing a significant challenge at PT Prinal despite the industry's enormous potential. The study involved 250 employees of PT Prinal, using a non-probability sampling technique. Analysis was conducted with SmartPLS v4.1.0.5, utilizing Partial Least Square (PLS) and Structural Equation Model (SEM) techniques to test the hypotheses. The findings show that greater job expectations dramatically reduce employee engagement and increase the likelihood of leaving the position. The job demands at PT Prinal are generally counterproductive, as demonstrated by how they diminish employee engagement. On the other hand, more excellent job resources considerably raise employee engagement at work and lower the intention to leave. Since job demands and job resources directly affect turnover intention, work engagement plays a role in mediating the interaction between these three variables. These results highlight how crucial it is to manage job expectations and resources to boost work engagement and increase employee retention.

The role of workday characteristics on perceived stress and time pressure among nurses in Finnish long-term care – a cross-sectional study

BackgroundAging populations and nursing workforce issues are causing challenges for long-term care globally, and therefore, improving the work-related wellbeing and retention of nurses is crucial. As such, gaining a further understanding of the factors that affect work strain in long-term care is important. Previously, the effect of job demands on the wellbeing of nurses has been researched principally by subjective instruments. In this study, we examined the relationship between indirectly measured workday characteristics and perceived stress and time pressure among nurses working in Finnish long-term care (assisted living facilities with 24-hour assistance).MethodsA total of 503 nurses from 44 assisted living facilities across Finland completed time measurement surveys and wellbeing questionnaires. The data were linked with client characteristics from the Resident Assessment Instrument register. The relationships between the measured number of care events during the workday, clients’ care needs, and the amount of breaktime and perceived stress and time pressure were analyzed using multivariate logistic regression.ResultsNurses who had more care events and clients with greater care needs were at higher odds of having high stress. More care events and reduced breaktime were associated with high time pressure. Disruptions during the workday were strongly associated with both high stress and time pressure. Last, nurses who were under high stress and time pressure worked more often in teams with lower team autonomy.ConclusionsOur findings on indirectly measured job demands indicate that dividing the workload equally among nurses through better work division can help reduce the stress and time pressure of nurses in long-term care. In addition, ensuring sufficient breaktime and preventing unnecessary disruptions is important. To help recruit and retain the care workforce, fair management of work that accounts for varying client care needs and workload is needed. In addition, legislative and governance tools, such as staffing level regulation, and further consideration of job demands might aid in reducing the job strain of nurses.Patient or public contributionPatients or nurses were not involved in the design of the study, analysis, or interpretation of the results, or in the preparation of the manuscript.

The Effect of Job Demands and Job Resources on Teacher Well Being Through Work Engagement as a Mediating Variable in Public High School Teachers in The City Of Mataram NTB

The Effect of Job Demands and Job Resources on Teacher Well Being Through Work Engagement as a Mediating Variable in Public High School Teachers in The City Of Mataram NTB

감정표현규칙이 서비스 직원의 소진에 미치는 영향: 도전적 평가와 방해적 평가의 매개효과를 중심으로

Emotional display rules are official and unofficial requirements on how people
 should express their emotions to others in organizations, playing crucial roles
 in emotional management. According to the job demand-resources model,
 emotional display rules can cause job stress and burnout because they are
 job demands. However, in light of the challenge-hindrance job stress model,
 the effect of job demands on burnout may differ according to whether people
 perceive them as challenges or hindrances. The purpose of this study is to
 determine the causal relationship among emotional display rules, challenge
 appraisal, hindrance appraisal, and service worker burnout. In this study, we
 postulate that emotional display rules increase burnout, while challenge and
 hindrance appraisals mediate the display rules-burnout relationship. A total
 of 213 survey responses were collected from frontline workers in the service
 industry, and an analysis of results revealed that emotional display rules are
 positively associated with burnout, while challenge appraisal negatively mediates
 the display rules-burnout relationship. We also found that hindrance appraisal
 did not mediate between emotional display rules and burnout, while perceived
 organizational support and self efficacy did not moderate the relationship
 between emotional display rules and burnout. These results may demonstrate
 the possibility that service worker burnout can be buffered with the perception
 of emotional display rules as challenging rather than hindering job demands.
 In addition, they imply that service workers’ perceptions and mind controls
 are more important than external factors like organizational support in managing
 job demands, such as emotional display rules. This study shows the importance
 of job appraisal in understanding service workers’ stresses and burnout.

The Effect of Job Demand and Burnout on Employee Performance at PT. Bank Tabungan Negara (Persero) Tbk. Medan Branch Office

Performance is the result of work achievement based on responsibility in achieving the goals of a company or organization which can be measured based on quality and quantity. The research method used in this research is quantitative research with an associative approach. Sampling was carried out using probability sampling techniques with a simple random sampling model, using the Slovin formula, totaling 61 respondents. The results of the research conducted show that the work demand variable does not have a significant effect on employee performance. Meanwhile, it is known that the burnout variable has a significant effect on employee performance. The coefficient of determination test shows that there is a close relationship between job demand and burnout on employee performance with an R value of 0.706. Through the Adjusted R Square value, it is also known that the job demand and burnout variables contribute 48.1% to the employee performance variable while the remaining 51.9% is influenced by other variables not discussed in this research.

PENGARUH JOB DEMANDS DAN JOB RESOURCES TERHADAP EMPLOYEE WELL-BEING (STUDI PADA KARYAWAN TETAP YANG MENJALANI WFH PENUH ATAU KOMBINASI WFH DAN WFO DI JABODETABEK)

Changes in the work environment of employees from Work from Office (WFO) to Work Form Home (WFH) during the covid-19 pandemic created new conditions for employees, this study aim to determine, the effect of job demands and job resources on employee well-being in permanent employees, who underwent full WFH or a combination of WFH and WFO in JABODETABEK. The data collection method used in this study used an online questionnaire with a sample of 103 respondents, data analysis using structural Equation Model (SEM) based on Partial Least Square (PLS). The result of this study indicates the job demands have no effect on employee well-being for employees who carry out full WFH or a combination of WFH and WFO in JABODETABEK.

Perceived Supervisor Support Dan Job Demand Terhadap Burnout Pada Karyawan PT. XYZ

This study aims to determine: (1) The effect of perceived supervisor support on employee burnout at PT XYZ in Kolaka Regency. (2) The effect of job demand on employee burnout at PT XYZ in Kolaka Regency. This research uses a quantitative method approach. Data collection in this study used observation, literature study, questionnaires. The population of this study were employees of PT XYZ in Kolaka Regency. Meanwhile, the sample in this study amounted to 55 people. Testing research instruments using validity tests and reliability tests with SPSS 25.0. The data analysis technique used in this study is the model instrument test (outher model) and structural model testing (Inner model) with Smart PLS 3.0. Based on the results of the study, it is known that there is a negative and significant influence between the variable perceived supervisor support on burnout as indicated by the T-statistic value of (1.977) with a P-value of (0.024). while the job demand variable has a positive and significant effect on burnout as indicated by the T-statistic value of (6.131) with a P-value of (0.000).

Effect of Job Demand, Social Support and Decision Latitude on Burnout in Doctors Working in Private and Government Hospitals

Effect of Job Demand, Social Support and Decision Latitude on Burnout in Doctors Working in Private and Government Hospitals

Effects of job demands and resources on the subjective well‐being of teachers

AbstractAlthough it is widely recognised that well‐being of teachers is important, not much is known about the effects of job characteristics in subjective well‐being. This paper is a report of a study that investigates the effects of job characteristics on subjective well‐being. Nationally representative employee data is used to investigate the effects of job characteristics and teachers' subjective well‐being among teachers in Britain (N = 954). The findings suggest that there is a prima facie case for schools to use the job demands‐resources model to maintain and raise levels of job satisfaction and negative affect among their teachers. Multiple regressions were performed to calculate the relative weight of job characteristics related to subjective well‐being. Results show, among other things, that job security, autonomy and employee voice increase, and work–life conflict decreases, the subjective well‐being of teachers. In addition, it is found that family policies, a supportive supervisor and employee voice can mitigate the detrimental effects of work–life conflict, workload and work hours on negative affect. Policy implications follow, which include, inter alia, that training and development programmes with an emphasis on communications skills and providing teachers more opportunities to participate in decisions could be used to achieve greater participation, better supportive supervision and more job security. In addition, workload can be reduced by giving teachers more non‐contact time and creating smaller classes. Context and implicationsRationale for this studyIt is widely recognised that lack of well‐being can potentially affect both workers and the organisation in negative ways. Within the teaching occupation well‐being is a serious and growing concern. Therefore, it is of paramount importance to generate insights into what job characteristics affect teacher well‐being.Why the new findings matterThis study demonstrated that the JD‐R model can be used successfully to investigate job characteristics. Furthermore, this study highlights the relationship of subjective well‐being of teachers with job characteristics. In addition, it is found that various job resources can mitigate the detrimental effects of several demands on negative affect.Implications for practiceThe present study suggests that increases in subjective well‐being can be made by increasing resources and decreasing demands and that special attention needs to be drawn to: supportive management, employee voice, autonomy, job security, workload and work–life conflict. Policy implications include that training and development programmes with an emphasis on communication skills and providing teachers more opportunities to participate in decisions could be used to achieve greater participation, better supportive supervision and more job security. In addition, workload can be reduced by giving teachers more non‐contact time and creating smaller classes.

The Effects of Job Demands and Job Resources on Work Stress among Workers in Small and Medium Enterprises in Malaysia

The Effects of Job Demands and Job Resources on Work Stress among Workers in Small and Medium Enterprises in Malaysia

Effect of Job Demand and Personal Resource on Employee Work Engagement with Burnout as a Mediating Variable

This study aims to examine the impact of Job Demand and personal resources on employees' Work Engagement at PT Pegadaian Head Office, with Burnout as a mediator. The researchers used a quantitative approach and hypothesis testing to investigate the relationships between independent variables (Job Demand and personal resources) and the dependent variable (Work Engagement) using the Partial Least Square-Structural Equation Model. They distributed questionnaires to 267 employees out of a total of 792 working at PT Pegadaian Head Office. Four out of seven hypotheses in this study were confirmed and accepted. The findings indicated that Job Demand and personal resources have a significant and positive direct influence on Work Engagement. However, the direct impact of personal resources on Work Engagement was not found to be significant. Interestingly, the study also revealed that Burnout acts as a mediator between personal resources and Work Engagement. In conclusion, this research sheds light on the interplay of Job Demand, personal resources, Burnout, and Work Engagement among employees at PT Pegadaian Head Office.

Effects of Job Demands, Job Resources and Psychological Capital on Work Engagement among Nurses in Bangladesh

The level of work engagement of nurses has indisputable contributions to patient service in the health care sectors. The Job Demands-Resources (JD-R) model predicts job demands and resources related to work engagement but has not previously been tested in the specific context of registered nurses of Bangladesh using psychological capital as a mediator. The main objective of this study is to investigate the impacts of job demands, and job resources on the work engagement of nursesof public hospitals in Bangladesh where psychological capital plays the role of mediator. A comprehensive review will be presented based on the most recently selected literature from an academic journal and relevant online platforms. However, as mentioned in the conceptual analysis, it will contribute to the literature by providing expanded knowledge of the job aspects associated with the work engagement of nurses and will confirm the importance of monitoring nurses' work engagement and psychological capital to improve patient satisfaction with nursing care in Bangladesh. Besides, the conceptual configuration of this study will help healthcare managers and policymakers of healthcare services that could serve as input for planning purposes. Furthermore, the conceptual model may possibly be able to assist nurses in practicing their ability with the responsibility to handle certain situations with the nursing staff coordinator's supervision.

Individual health status as a resource: Analyzing associations between perceived illness symptom severity, burnout, and work engagement among employees with autoimmune diseases

AbstractEpidemiological data suggest that the prevalence of autoimmune diseases is increasing. Although evidence implies that people with chronic illnesses experience higher levels of burnout, there are few available insights for developing preventative interventions. This paper builds on the conservation of resources (COR) and the job demands–resources (JD‐R) framework to investigate the association between impaired health, burnout, and work engagement. In two studies, we research the role of health status as a resource, respectively, autoimmune illness symptom severity as a diminished resource, and investigate its variance explanation in burnout and work engagement above and beyond the effects of job demands and resources. Study 1 investigated the hypotheses among 87 employees with inflammatory bowel diseases. Controlling for job demands and resources, symptom severity was positively associated with (exhaustion) burnout and negatively associated with work engagement. In Study 2, we applied mixed model analyses using a sample of 129 employees with multiple sclerosis. We found significant associations of symptom severity on burnout and vigor work engagement above and beyond the effects of job demands and social support. Our studies provide important insights for employees with chronic illnesses and the organizations in which they work and give indications for theory development, future research, and the development of interventions.

PENGARUH TUNTUTAN PEKERJAAN TERHADAP CYBERLOAFING DENGAN KEBOSANAN KERJA SEBAGAI MEDIATOR PADA KARYAWAN YANG BEKERJA DARI RUMAH

The policy of working from home during the COVID-19 pandemic caused changes in the work environment and job demands that were suspected of causing cyberloafing. This study aims to determine the role of job boredom in mediating the effect of job demands on cyberloafing. Data were collected through online questionnaires to measure cyberloafing, job boredom and job demands from 116 participants who work as administrative staff. Data processing was carried out through regression techniques. The results showed that job demands had a significant effect on cyberloafing (β = 0.427, p = 0.000). After entering job boredom as a mediator, the results showed that the effect of job demands on cyberloafing decreased (β = 0.251, p = 0.004). These results indicate that job boredom can mediate (partially) the effect of job demands on cyberloafing. So, the effect of job demands on cyberloafing is even greater when those demands lead to work boredom. The correlation between demographic data and research variables show that position, working hours and length of using internet have a positive correlation with job demands; age, tenure, and working hours have a negative correlation with job boredom; age and tenure are negatively correlated with cyberloafing.

Effect of Job Demands- Resources and Job Crafting on Nurses Work Engagement

Effect of Job Demands- Resources and Job Crafting on Nurses Work Engagement

The Effects of Job Demands and Job Resources on Miners’ Unsafe Behavior—The Mediating and Moderating Role of a Sense of Calling

With the advancement of digital technology, coal mining has gradually become technologically intelligent, but the incidence of coal-mine accidents caused by personal unsafe behavior is still very high. To explore the mechanisms of the significant effects of a sense of calling on miners’ unsafe behavior, based on the job demands–resources (JD–R) model and from the perspective of resource-conservation theory, an empirical test was conducted in two stages with a sample of 660 miners from 6 coal-mining enterprises in China. Job demands and job resources were selected as the independent variables and sense of calling was selected as the mediating and moderating variable. The results showed that job demands had a positive effect on unsafe behavior; a sense of calling weakened the relationship between job demands and unsafe behavior; job resources had a negative effect on unsafe behavior; and a sense of calling partially mediated the relationship between job demands and unsafe behavior. Based on the JD–R model, this study systematically analyzed the occurrence mechanism of unsafe behavior and the effects of a sense of calling on such behavior. It provides practical significance for the management directions of enterprise managers.

The Effect of Job Demands on Journalist Performance in Pikiran Rakyat Newspaper

Journalists are expected to be responsible for fulfilling the public interest in information as well as the demands of media companies. Excessive jobs could have positive and negative impacts on journalists, affecting the increase and decrease of journalists' performance. The job demands can demonstrate the performance or achievements of journalists; the higher the journalists can manage their time well; the journalist performance will increase. This study aims to confirm the sub-dimensional pictures of the variables of job demands and performance of journalists and whether job demands significantly affect the performance of journalists. The method used in this research is quantitative with descriptive analysis and verification. Analytical techniques are used to validate tests, reliability, normality, autocorrelation, and heterodedensity. The hypotheses test uses a simple regression linear test, signification partial (t statistical test), and determination. As a result, the researchers concluded: 1) The work demands of the Pikiran Rakyat Newspaper Journalists did not stress the journalists, and the workload and the work environment were considered good. The demands of work also do not affect the performance of journalists, so the quality of writing, quantity, timeliness, effectiveness, and independence are classified as good. 2) There is a significant positive effect of about 50.7% between the influence of Job Demands on the Performance of Journalists in the Pikiran Rakyat Newspaper. This means that the demands of work do not affect nor make the performance of journalists decrease. However, intrinsic and extrinsic factors can affect the decline of journalists' performance.

Effects of Job Demands and Resources on Positive and Negative Affect of Delivery Drivers in China.

The delivery workforce in China has grown substantially within the past decade. As this industry has grown, job demands (JD) have also increased to ensure productivity. Accordingly, delivery drivers are increasingly facing volatile and stressful work conditions that could influence their Positive and Negative Affect (PANA), which has been an important predictor of their health and well-being. This study utilizes a sample of modern delivery drivers in Beijing, China (n = 240) to study how the job demands-resources theory (JD-R) was related to PANA. The results indicate delivery drivers experience relatively high JD and moderate JR at their places of employment. As expected, JR were positively associated with PA and negatively associated with NA. Meanwhile, JD were positively related to NA; however, JD were also positively associated with PA within the sample. Further interaction analysis showed that only drivers with high JD and high JR were positively associated with PA and that drivers with high JD and low JR were associated with high NA and had no effect on PA. These findings call for support for Chinese delivery drivers who face high job stress and high job demands.

코로나19 전후 초등교사의 직무요구와 소진의 관계

Objectives This study attempted to clarify the relationship between job demand and teacher burnout of elementary school teachers before and after COVID-19, and moderating effect of the school organizational climate. Methods Data was collected to 250 elementary school homeroom teachers in Seoul, Incheon, and Gyeonggi, who worked on an on-off parallel curriculum since the second stage of social distancing was implemented due to COVID-19. First, descriptive statistical analysis of the measuring variables was performed, and correlation analysis was conducted to see the relevance between the variables each of the variables. Second, a series of independent t-tests was conducted to see if there was a difference before and after COVID-19 for each variable. Third, Process Macro was used to analyze the moderating effect of the school organizational climate in the effect of job demand on teacher burnout. Results Results are as follows: First, it was revealed that after COVID-19, job demands and teacher burnout increased slightly compared to before COVID-19, while after COVID-19, the school climate deteriorated slightly compared to before that. Second, it was found that the job demands of elementary school teachers before COVID-19 had a negative correlation with the school organizational climate, and a positive correlation with teacher burnout, and the same results after COVID-19. Third, the school organizational climate had a moderating effect in the relationship between job demands and teacher burnout of elementary school teachers before COVID-19, but it had no a moderating effect after COVID-19. Conclusions We discuss support system for elementary school teachers to alleviate and prevent burnout in crisis situations such as COVID-19, limitations of this study, and suggestions for follow-up studies.

코로나19 전후 초등교사의 직무요구와 소진의 관계

Objectives This study attempted to clarify the relationship between job demand and teacher burnout of elementary school teachers before and after COVID-19, and moderating effect of the school organizational climate. Methods Data was collected to 250 elementary school homeroom teachers in Seoul, Incheon, and Gyeonggi, who worked on an on-off parallel curriculum since the second stage of social distancing was implemented due to COVID-19. First, descriptive statistical analysis of the measuring variables was performed, and correlation analysis was conducted to see the relevance between the variables each of the variables. Second, a series of independent t-tests was conducted to see if there was a difference before and after COVID-19 for each variable. Third, Process Macro was used to analyze the moderating effect of the school organizational climate in the effect of job demand on teacher burnout. Results Results are as follows: First, it was revealed that after COVID-19, job demands and teacher burnout increased slightly compared to before COVID-19, while after COVID-19, the school climate deteriorated slightly compared to before that. Second, it was found that the job demands of elementary school teachers before COVID-19 had a negative correlation with the school organizational climate, and a positive correlation with teacher burnout, and the same results after COVID-19. Third, the school organizational climate had a moderating effect in the relationship between job demands and teacher burnout of elementary school teachers before COVID-19, but it had no a moderating effect after COVID-19. Conclusions We discuss support system for elementary school teachers to alleviate and prevent burnout in crisis situations such as COVID-19, limitations of this study, and suggestions for follow-up studies.