High Job Demands Research Articles

Job satisfaction and wellbeing among migrant care workers in nursing homes: An integrative review.

To systematically analyse and synthesize studies investigating job satisfaction (including turnover and turnover intention) and wellbeing (physical, social and psychological including work stress, acculturation stress and sick leave) among migrant care workers in nursing homes. An integrated review was conducted. Joanna Briggs Institute's manual guided the analysis of qualitative data (n= 31). Quantitative data (n= 17) were summarized and integrated with the qualitative findings. Migrants described high job demands, limited control and social support, and stress possibly related to acculturation. Although, compared to natives (born in the country), inconsistent results were reported about wellbeing and job satisfaction, migrant care workers reported enjoying the relational aspects of work and feeling pride when providing care. A satisfying work environment for migrant care workers enables them enjoying working in elderly care with pride. Help managers to promote an inclusive working life in line with the United Nations Sustainable Development Goal number 8.

Supervision Effects on Negative Affect and Psychological Distress: Evidence from Social Workers in China.

Supervision is an imperative practice within the social work field. It provides social workers with support systems, ensures that social workers are adhering to professional standards, and protects clients. Research has also shown that quality supervision can improve social workers' professional capacity and reduce work stress. However, most of this research has been confined to social workers' experiences within Western countries and has been largely qualitative in nature. Thus, this study aims to examine the experience of 489 social workers based in Guangzhou, China to understand how supervision affects their negative affect and psychological distress. The findings indicate that supervision not only reduces negative affect and psychological distress amongst Chinese social workers, but also is especially effective for social workers with high job demands. When job demands are high, social workers who receive both individual and group supervision also appear to have lower negative affect and psychological distress as compared to social workers who only receive individual supervision. These findings emphasize the significance of supervision as a buffer factor to reduce negative affect and psychological distress amongst Chinese social workers who face high job demands.

Escape or activate? Pathways of work stress on substance use.

Research on the spillover effects of work stress on substance use have mainly focused on the concept of escapist substance. Building on the concept of self-endangering work behavior, we expand this stress-theoretic view with a presenteeism path of work-induced substance use. Contrary to emotion-based disengaging coping strategies associated with escapist use, we argue that high job demands may also promote problem-focused engagement coping, where substances are used for activation. A structural equation model was used to analyze both assumed pathways of stress-induced substance use with survey data from a random sample of n = 411 employees. We confirmed that high job demands are directly related to escapist substance use, but indirectly related to activating substance use, mediated by presenteeism behavior. Both types of substance use are reduced in organizations with high psychosocial safety climate, but increase with higher competitive climate. Social support is related to reduced activating substance use. Males show a stronger tendency for the escapist path, whereas the presenteeism path is more prevalent in women. Work stress may not only induce substance use as a disengaging emotional coping strategy, but also as an active problem-focused coping strategy, where employees engage in substance use to continue their efforts necessary for work-related goal attainment. A psychosocial safety climate may provide opportunities for intervening on the "cause of causes" of substance use. Moreover, due to the higher prevalence for activating substance use in female workers, previous research may have underestimated women's risks for work-induced substance use.

Relationship between job stress and impaired fasting glucose in male steel industry workers: a cross-sectional study.

The purpose of this study is to investigate the relationship between job stress and impaired fasting glycemia (IFG) of male workers in a manufacturing industry. Data were collected from 5,886 male workers in a manufacturing industry who participated in the medical examination from June 19 to August 14, 2020 through self-reported questionnaires. The general characteristics of the subjects, shift work, high blood pressure, dyslipidemia, and job stress were included. Job stress was measured using the Korean Occupational Stress Scale (KOSS) consisting of 8 items and 43 questions. Multivariable logistic regression analysis was used to investigate the IFG association with job stress. Among the various factors that can cause job stress, only high job demand was associated with a risk of IFG (odds ratio, 1.43; 95% confidence interval, 1.13-1.82) especially in non-shift worker. For all other factors, no statistically significant results were obtained. In this study of male workers engaged in the Korean steel manufacturing industry, the 'job demand' item among job stress of non-shift worker was related to IFG.

Some residents drop out of specialty training. How important is prior clinical experience? A survey among residents in the Netherlands.

The drop-out rate among residents across all medical specialties in the Netherlands approximates 12.7%. This implies a capacity loss in the medical workforce, a waste of educational resources and personal damage to individuals. The aim of our study was to investigate reasons for dropping out of residency and the relationship with medical work experience after medical school and prior to residency, which is common among Dutch graduates. A questionnaire listing 28 reasons for drop-out was developed and tested. The questionnaire was sent in a nationwide survey to all residents who drop out between 1 September 2017 and 1 September 2019. The respondents were asked to indicate on a 5-point Likert scale, how they weighed reasons for drop-out. Factor analysis was applied to identify dominant factors. The response rate was 39% (N=129; 99 females) representing all medical specialties. The factor structure of our measure showed 5 factors; high emotional job demands, lack of professional satisfaction, incompatible lifestyle, tensions in working relationships and disappointing career perspectives. Of the respondents 69 (54%) had prior clinical experience as a physician-not-in-training in the same medical specialty before residency. The factor "lack of professional satisfaction" weighed heavier for respondents without prior experience as a reason for drop-out. Of influence on dropping out of residency is the lack of a clear image of the responsibilities as a physician within the residency of choice, fuelled by limited prior experience after medical school and before residency. One third of dropouts confirmed that prior physician experience within the same specialty could have prevented dropping out or prevented choosing this specialty in the first place.

“Under Pressure”: An Autoethnography of a Language Educator Fighting the Fear and Cultivating Resilience during Covid-19

Covid-19 has posed some kind of pressure and fear on educators across the world but educators are commended to not be discouraged but be resilient. However, autoethnographic research on educators fighting their pressure and fear, and subsequently cultivating resilience during Covid-19 is scarce. Thus, in this article, the author, who is a language educator, employed an autoethnography to critically examine her own lived experiences in understanding the pressure associated with her high job demands, the fear of death having to live with Covid-19 patients, and the resilience mechanisms she developed during the stressful time dealing with the respective pressure and fear. This autoethnography suggests three important contributions: the pressure on educators can be eased by providing them ample time to complete their heavy workload; the fear of Covid-19 can be relieved if family members can support each other through thick and thin and not resort to blackmailing; and the key to resilience is to maintain peace at all times. This article is hoped to provide educators and alike a reference to alter the way we live and deal with pressure and fear, now and beyond.

Exploring Managerial Job Demands and Resources in Transition to Distance Management: A Qualitative Danish Case Study.

Organizations worldwide have shifted to working from home, requiring managers to engage in distance management using information and communication technologies (ICT). Studies show that managers experience high job demands and inadequate guidance during COVID-19; therefore, the transition to distance management raises questions about the increase in managerial job demands and the impact on managers' well-being. This study aims to explore first-line managers' perceptions of job demands and available resources during the first year of the pandemic and understand the implications for first-line managers' well-being. First-line managers face complex and conflicting demands, making them more challenged in their management task than other management levels. We used the job demands-resources model in this qualitative, longitudinal empirical study. The study draws on 49 semi-structured interviews with seven first-line managers from a large pharmaceutical company in Denmark, whom we followed throughout the first year of the COVID-19 pandemic, from May 2020 to May 2021. Our findings suggest that the first-line managers perceived increased emotional and practical demands. While the managers appreciated the initial guidance provided by the organization, they perceived the organizational support as outdated and superficial. As a result, to cope with the uncertainty caused by the pandemic and the shift to distance management, the managers relied on work engagement enablers such as social support. Even though the COVID-19 pandemic portrays unique circumstances in transitioning to distance management that require further exploration outside the COVID-19 context, the insights from this study can assist organizations in developing awareness about transitions to better support first-line management to embrace changes in the future.

GOLDILOCKS AT WORK: JUST THE RIGHT AMOUNT OF JOB DEMANDS MAY BE NEEDED FOR YOUR SLEEP HEALTH

Abstract Objectives It has been reported that job demands affect sleep, but how different levels of job demands affect sleep remains unclear. We examined whether curvilinear relationships exist between job demands and multiple sleep health outcomes. Design: Cross-sectional analyses with linear and quadratic effects, using self-administered survey data. Setting: A national sample of U.S. adults. Participants: Workers from Midlife in the United States Study (MIDUS2; n=2,927). Measurements: The Job Content Questionnaire assessed overall and five specific aspects of job demands (intensity, role conflict, work overload, time pressure, and interruptions). Habitual sleep health patterns across five dimensions (regularity, satisfaction/quality, daytime alertness, efficiency, and duration) were assessed. Age, sex, race/ethnicity, marital/partnered status, education, job tenure, work hours, body mass index, smoking status, and study sample were covariates. Results There were significant linear and quadratic relationships between job demands and sleep outcomes. Specifically, the linear effects indicated that higher job demands were associated with degraded sleep health, such as shorter duration, greater irregularity, greater inefficiency, and more dissatisfaction. The quadratic effects, however, indicated that the rate of degrade was decelerated in terms of sleep regularity and efficiency, such that these sleep outcomes were best with moderate levels of job demands. These effects were found for overall job demands as well as specific aspects of job demands. Stratified analyses further revealed that these curvilinear associations were mainly driven by participants with low job control. Conclusions Moderate levels of job demands, especially if combined with adequate job control, are related to better sleep health.

MID-LIFE JOB STRESS AND SUPPORT PREDICT SLEEP HEALTH TRAJECTORIES THROUGHOUT ADULTHOOD

Abstract Good sleep is necessary for healthy aging, but it may be threatened by work stress. This study connected midlife job characteristics to trajectories of sleep health profiles (within-person configurations of key self-reported facets: duration, regularity, sleep onset latency or SOL, insomnia symptoms, feeling unrested, and napping) over one decade. A working adult sample (N=847, Mage=45) of the Midlife in the United States study provided data on sleep and job characteristics in 2004-2006 (T1) and 2013-2016 (T2). Four sleep profiles were consistently identified at both time points: (1) good sleepers, (2) irregular but sufficient, (3) short sleepers, and (4) long SOL/insomnia. Higher job demands at T1 predicted a transition from good or irregular/sufficient sleep at T1 to long SOL/insomnia at T2. Higher workplace social support at T1 predicted maintenance of good or irregular/sufficient sleep over time. Attention to job demands and workplace social support may help promote sleep health.

Analisis Kesesuaian Kompetensi Manajerial Dosen Perguruan Tinggi X

Competent human resources will support the achievement of the university's vision and mission, while incompetent human resources will hinder the achievement of short, medium and long-term work targets, so that in the end it will hinder universities from developing and may even experience a decline. Lecturers as the spearhead of academic activities are faced with high job demands, apart from carrying out teaching, community service, and research, some lecturers also occupy structural positions which of course require managerial competence in order to carry out their duties optimally. This study aims to see the suitability of the competencies possessed by lecturers as structural position holders with the competencies required for the position. This study uses a competency assessment method consisting of tests and non-tests. The test form of assessment uses the CFIT, DISC, Kraeplin, Graphic and Warteg tests, while the non-test form uses interviews, observation, case studies and Leaderless Group Discussion. The subject of this study was a lecturer who served as head of the study program, male, 50 years old. The research results show that Mr. M has competencies that meet the requirements, namely integrity, interpersonal skills, customer focus, building business partnerships and driving execution. Meanwhile, the 4 competencies that still need to be improved to fulfill the position requirements as chair of the study program, namely change leadership, achievement orientation, empowering and innovation creativity. Steps that can be taken to improve these competencies include job assignment and mentoring methods.

Mental health challenges of manual and trade workers in the construction industry: a systematic review of causes, effects and interventions

PurposeData from different countries suggest a higher prevalence of anxiety, depression and suicides among manual and trade workers in the construction industry than in the general population. The present review examines the causes and effects of poor mental health and the effectiveness of interventions to improve manual and trade workers' mental health in the construction industry. It also identifies gaps in research and makes several suggestions for practice and future research.Design/methodology/approachA systematic literature review was conducted to examine and consolidate evidence reported in 54 relevant journal articles published between 2010 and 2021 on the mental health of manual and trade workers.FindingsThree major themes emerged in the review of the 54 journal articles: causes of poor mental health, effects of poor mental health and interventions to improve mental health. The leading causes of poor mental health among construction manual and trade workers are poor work-life balance, high job demand, poor cultural norms and mental health stigma, chronic bodily pain, lack of social support, workplace injustice and job insecurity. The prominent effects of poor mental health are suicidality, drug and alcohol addiction, poor workplace safety and poor work performance. Moreover, the study found that some of the strategies recently implemented in the construction industry to improve mental health are deemed ineffective, or their effectiveness remains inconclusive.Research limitations/implicationsThe review's scope is limited to research on manual and trade workers, and it did not investigate the mental health of construction professionals and construction management students.Originality/valueThe review provides valuable insights into the causes and effects of poor mental health among manual and trade workers and the effectiveness of mental health interventions in the construction industry.

Significance of the Work Environment and Personal Resources for Employees’ Well-Being at Work in the Hospitality Sector

The aim of the study was to investigate whether different elements of the work environment (manifested by job demands, job control, and social support) and personal resources were linked to employees' well-being at work. Based on data gathered from 574 employees in the hospitality industry in Serbia, it was also tested if personal resources, expressed through self-efficacy, hope, optimism, and resilience, could moderate the relationship between work environment and employees' well-being at work. Correlation analyses showed that high job demands had negative effects on employees' well-being, causing negative emotional reactions to their job, while job control and social support developed positive relationships with positive employees' well-being. The moderating effect analysis found that personal resources can fully moderate the relationship between job demands and well-being at work, and job control and well-being at work. On the other side, personal resources were not a significant moderator in the relationship between social support and well-being at work, indicating that even when employees have adequate personal resources, they are not enough to decrease the negative effects of lack of social support on employees' well-being at work. This shows how important the support of supervisors and colleagues is for employees in hospitality.

Personal Psychotherapy Prepares Trainees to Be Better Psychiatrists, Educators Say

Personal Psychotherapy Prepares Trainees to Be Better Psychiatrists, Educators Say

Building up Teacher’s Awareness about Burnout to Support Mental Health

Teacher’s job requirements are not only in teaching but also in social interaction and administrative tasks and various knowledge and other supporting skills. High job demands and the dynamic experiences that teachers need to accomplish everyday could make them prone to burnout. Teachers under the organization of Majelis Pendidikan Indonesia (MPK) had unique characteristics and challenges that made them prone to burnout. This psychoeducation was needed to achieve the aim of building knowledge about burnout and all other aspects related to burnout. It was hoped that this knowledge could help teachers prevent the occurrence of burnout. With methods of presentations and online interactive discussion, the presenter discussed some of the things that can be done at an organizational level and individually. The comparison of the pre-test and post-test score showed an increase of understanding (the average of pretest score is 72.24 and posttest score is 77.67 of 100) of the materials around burnout and its aspects. Participants also gave positive feedback on an evaluation survey with 94% of the participants felt that they gained new knowledge and felt satisfied with the whole psychoeducation activities. For following up, it was suggested to include a method of small group discussion and included a practical manual about techniques for overcoming burnout for teachers. Furthermore, the systemic intervention urge to be done to develop burnout intervention service flow becomes more comprehensive.

Do influence at work and possibilities for development mitigate the impact of job demands for workers with and without depression.

Jobs characterized by low job demands and high job resources are associated with better work outcomes, yet it remains unclear whether this is the case for workers with depression. This study examined whether depression moderates the relationship between job demands, job resources, and maintaining employment. Data from the longitudinal population-based Lifelines cohort study were matched with register data on employment from Statistics Netherlands (N=55 950). Job demands included quantitative demands and work pace; job resources included influence at work and possibilities for development. The two-way interaction between job demands and depression and the three-way interaction between job demands, job resources and depression were examined in a zero-inflated Poisson regression model with path 1, including a binary employment outcome, and path 2, a count variable including months out of employment. The interaction effect of job demands and depression on being employed was significant [b=-0.22, 95% confidence interval (CI) -0.44‒0.01]. Workers without depression were more likely to be employed whereas workers with depression were less likely to be employed if they had high job demands. The three-way interaction between job demands, job resources, and depression was significant for months out of employment (b=0.15, 95% CI 0.01‒0.29), indicating that workers with depression had more months out of employment when reporting high job demands and high job resources compared to workers without depression. Discussion Although increasing influence at work and possibilities for development to prevent negative work outcomes may be beneficial for workers without depression, this approach might be limited for workers with depression.

Goldilocks at work: Just the right amount of job demands may be needed for your sleep health

ObjectivesIt has been reported that job demands affect sleep, but how different levels of job demands affect sleep remains unclear. We examined whether curvilinear relationships exist between job demands and multiple sleep health outcomes. DesignCross-sectional analyses with linear and quadratic effects, using self-administered survey data. SettingA national sample of US adults. ParticipantsWorkers from Midlife in the United States Study (MIDUS2; n = 2927). MeasurementsThe Job Content Questionnaire assessed overall and 5 specific aspects of job demands (intensity, role conflict, work overload, time pressure, and interruptions). Habitual sleep health patterns across 5 dimensions (regularity, satisfaction/quality, daytime alertness, efficiency, and duration) were assessed. Age, sex, race/ethnicity, marital/partnered status, education, job tenure, work hours, body mass index, smoking status, and study sample were covariates. ResultsThere were significant linear and quadratic relationships between job demands and sleep outcomes. Specifically, the linear effects indicated that participants with higher job demands had worse sleep health, such as shorter duration, greater irregularity, greater inefficiency, and more sleep dissatisfaction. The quadratic effects, however, indicated that sleep regularity and efficiency outcomes were the best when participants’ job demands were moderate rather than too low or too high. These effects were found for overall job demands as well as for specific aspects of job demands. Stratified analyses further revealed that these curvilinear associations were mainly driven by participants with low job control. ConclusionsModerate levels of job demands, especially if combined with adequate job control, are related to optimal sleep health.

Relationship Between Age, Gender, Job Placement, and Social Relationships with the Mental Workload of Managers

Introduction: Mental workload is one of the most important aspects that affects the health and safety of workers. The Maintenance and Repair Division and Warship Division are divisions in PT. PAL which has a high job demand of the workers in it. Methods: This study was an observational analytic study with a cross-sectional design. The independent variables used in this study were age, gender, job placement, and social relationship, while the dependent variable was mental workload. The sample used was the total population of all managers in both divisions, totaling 12 respondents. The data was collected using a general questionnaire and the NASA-TLX method was used to measure mental workload. The data analysis technique used was the correlation test. Results: In the Maintenance and Repair Division, most managers were in the age range of 46 – 55 years old (50%) and 4 managers had an overloaded mental workload (66.7%). In the Warship Division, most of the managers were 46 – 55 years old (66.6%) and 4 managers (66.7%) had a moderate workload. Age has a relationship with mental workload in the Maintenance and Repair Division (0,612) and Warships Division (-0,316). Gender shows no relation with mental workload in the Warship Division (0,196). Job placement (-0.632) and social relationship (0.316) have a relation with mental workload in the Warship Division. Conclusion: Age has a relationship with mental workload in both divisions while there is no relationship between gender and mental workload among the managers in the Warship Division. Job placement has a strong negative relationship while social relationship has a strong positive with the mental workload in the Warship Division.

Teacher stress and work-family conflict: examining a moderation model of psychological capital

ABSTRACT Schools are becoming more stressful work environments, and teachers are becoming more vulnerable to job-related stress because of innovation overload, high job demands, and work-family conflict (WFC). Enhancing teachers’ psychological capacities may prove helpful in managing stress under such work conditions. While past research has focused on the relationship between WFC and stress, there is limited empirical evidence in the education context on the effect of psychological capital (PsyCap) on changing the magnitude of (moderating) the interplays between WFC and stress. Therefore, this study investigates the moderation effect of teachers’ positive PsyCap on the relationship between teachers’ WFC and job stress. We adopted a quantitative research method and collected data from a randomly selected sample of 385 teachers in Siirt, a city in the South-East region of Turkey. Data were analyzed through descriptive, correlation, and hierarchical moderated regression statistics. Results indicated that WFC increases teachers’ job stress, and PsyCap moderates the relationship between WFC and job stress by mitigating the effects of WFC on teachers’ job stress.

Stressors, coping strategies and intention to leave the nursing profession: A cross-sectional nationwide study in China.

This study aims to investigate the association between stressors, coping strategies and intention to leave the nursing profession among nurses. Job stressors and coping strategies are believed to affect turnover intention among nurses, but no large-scale study has been conducted on these associations in China yet. A cross-sectional secondary analysis was conducted among 51,406 nurses from 1858 hospitals. Univariable and multivariable logistic regression analyses were carried out, and odds ratios were reported. Overall, 49.58% nurses had an intention to leave the profession. It is found that stress from health condition, family, occupational injuries, nurse-patient tension, high job demands, strict leaders and colleague relationships were significantly associated with higher intention to leave. Coping strategies such as talking to family and friends, talking to leaders, doing outdoor activities, engaging in hobbies and attending on-the-job training were significantly associated with lower intention, but social gathering, psychological counselling and suffering in silence had an opposite effect. Our study provides new insights into the association between stressors, coping strategies and turnover intention among nurses in China. Evidence from this study indicates that policies promoting a safe and supportive work environment should be developed to help nurses cope with stress.

Synergistic Interaction between Job Stressors and Psychological Distress during the COVID-19 Pandemic: A Cross-Sectional Study.

Psychosocial job stressors increase the risk of mental health problems for the workers in health and social services (HSS). Although previous studies suggest that the accumulation of two or more stressors is detrimental to mental health, few studies have examined the synergistic interaction of accumulating job stressors. We examined survey responses from 9855 Finnish HSS workers in a cross-sectional study design from 2021. We conducted an interaction analysis of high job demands, low rewards and low workplace social capital on psychological distress, focusing on the relative excess risk due to interaction (RERI). Additionally, we analysed the interaction of job demands, low rewards and COVID-19 burden (extra workload and emotional load). Our analysis showed that the total RERI for the job stressors on psychological distress was considerable (6.27, 95% CI 3.14, 9.39). The total excess risk was caused by two-way interactions, especially between high demands and low rewards and by the three-way interaction of all stressors. The total RERI for job demands, low reward and COVID-19 burden (3.93, 95% CI 1.15, 6.72), however, was caused entirely by two-way interaction between high demands and low rewards. Mental health interventions tackling high demands, low rewards and low social capital are jointly needed.