Increased Job Demands Research Articles

Quality of life and mental health due to COVID-related lifestyle changes and sociodemographic characteristics among Asian Indians

PurposeTo examine quality of life (QoL) and mental health among Asian Indians in Southwest and Central-west Florida by COVID-related lifestyle changes, and demographic characteristics.MethodsQoL was assessed using SF-12 questionnaire while mental health/healthcare was assessed using the household pulse survey. Face-to-face interviews and self-administered online surveys were conducted among 151 participants in 2021–22. F and Chi-square statistics were used to examine the differences in QoL scores and mental health/mental healthcare by sociodemographic factors and COVID-related lifestyle changes.ResultsMental Component Summary (MCS) scores were lower for those who experienced changes in work expectations (p 0.041), sleep (p 0.002), exercise (p < 0.001), meditation (p.004) and connecting with family (p 0.007) and among those with family testing COVID positive (p.012). Mean Physical Component Summary (PCS) scores were lower for caregivers (p .008). PCS scores were lower for certain income groups (p 0.006), retired (p 0.004), older age groups (p 0.002). Lower MCS scores with college education (p .005), those who were students (p <0 .001), younger age groups (p < 0.001). Those who helped with homeschooling felt anxious (p 0.049), couldn’t stop worrying (p 0.046) and took medications (p < 0.001). Participants’ families who tested COVID positive were anxious (p = 0.019) and worried (p = 0.015). Those with greater work expectations sought counseling (p = 0.009) and those who connected more with their family were anxious (p = 0.008).ConclusionThe pandemic affected QoL, especially the mental component and increased anxiety and worrying. Mental health services for younger individuals, those with caregiving responsibilities and facing increased job demands must be prioritized.

Effects of job demands, job resources, personal resources on night-shift alertness of ICU shift nurses: a cross‑sectional survey study based on the job demands-resources model

BackgroundA positive work environment can enhance nursing safety and patient satisfaction while alleviating nurse stress. Conversely, a poor work environment can harm nurses’ physical and mental health and compromise the quality of care, particularly in the high-intensity and shift-based setting of the ICU.ObjectivesBased on the Job demands-resources (JD-R) model, this study examined the effects of job demands and job resources in the work environment, as well as personal resources, on the night-shift alertness of ICU shift nurses.MethodsThis cross-sectional correlational exploratory study, conducted from July to September 2022, recruited 291 ICU shift nurses from a hospital in Beijing, China. The Copenhagen Psychosocial Questionnaire (COPSOQ), the Self-resilience scale, the General Self-Efficacy Scale (GSES), and the Psychomotor Vigilance Task (PVT) were used to subjectively and objectively measure the job demands, job resources, personal resources, and night-shift alertness. SPSS 26.0 and Mplus 8.3 were used to analyze the data and construct the structural equation model.ResultsThe night-shift reaction time was 251.0 ms (Median), indicating a relatively high level of alertness. Job demands were negatively correlated with both job resources (r=-0.570, P < 0.001) and personal resources (r=-0.462, P < 0.001), while a positive correlation existed between job resources and personal resources (r = 0.554, P < 0.001). The results show that increased job demands can lead to higher levels of nurse strain (β = 0.955, P < 0.001), whereas job resources were found that it can decrease strain (β=-0.477, P = 0.047). Adequate job resources can enhance motivation directly (β = 0.874, P < 0.001), subsequently reducing reaction time (β=-0.148, P = 0.044) and improving night-shift alertness among ICU shift nurses.ConclusionEnhancing ICU shift nurses’ work motivation through bolstering job resources can boost night-shift alertness. However, it is noteworthy that, in this study, neither strain nor individual resources significantly influenced nurses’ night-shift alertness. This may be attributed to the complexity of the ICU environment and individual differences. Future research should explore the relationship between these factors and nurses’ work alertness.

Workplace support for physicians during the COVID-19 Pandemic: Did it affect burnout?

BackgroundA concern before 2020, physician burnout worsened during the COVID-19 pandemic. Little empirical data are available on pandemic workplace support interventions or their influence on burnout. We surveyed a national sample of frontline physicians on burnout and workplace support during the pandemic.MethodsWe surveyed a stratified random sample of 12,833 US physicians most likely to care for adult COVID-19 patients from the comprehensive AMA Physician Professional Data ™ file. The sample included 6722 primary care physicians (3331 family physicians, 3391 internists), 880 hospitalists, 1783 critical care physicians (894 critical care physicians, 889 pulmonary intensivists), 2548 emergency medicine physicians, and 900 infectious disease physicians. The emailed survey elicited physicians’ perceptions of organizational interventions to provide workplace support and/or to address burnout. Burnout was assessed with the Professional Fulfillment Index Burnout Composite scale (PFI-BC). Proportional specialty representation and response bias were addressed by survey weighting. Logistic regression assessed the association of physician characteristics and workplace interventions with burnout.ResultsAfter weighting, respondents were representative of the total sample. Overall physician burnout was 45.4%, significantly higher than in our previous survey. Open-ended responses mentioned that staffing shortages (physician, nursing, and other staff) combined with the increased volume, complexity, and acuity of patients during the pandemic increased job demands. The most frequent workplace support interventions were direct pandemic control measures (increased access to personal protective equipment, 70.0%); improved telehealth functionality (43.4%); and individual resiliency tools (yoga, meditation, 30.7%). Respondents placed highest priority on workplace interventions to increase financial support and increase nursing and clinician staffing. Factors significantly associated with lower odds of burnout were practicing critical care (compared with emergency medicine) OR 0.33 (95% CI 0.12 – 0.93), improved telehealth functionality OR 0.47 (95% CI 0.23 – 0.97) and being in practice for 11 years or longer OR 0.44 (95% CI 0.19–0.99).ConclusionsBurnout across frontline specialties increased during the pandemic. Physician respondents focused on inadequate staffing in the context of caring for more and sicker patients, combined with the lack of administrative efforts to mitigate problems. Burnout mitigation requires system-level interventions beyond individual-focused stress reduction programs to improve staffing, increase compensation, and build effective teams.

Associations Between Labor Control Through Digital Platforms and Workers' Mental Wellbeing: A Survey of Location-based Platform Workers in Taiwan

BackgroundPlatform work offers flexibility and autonomy to workers, but there are concerns about the impacts of excessive labor control exercised by digital platforms using algorithmic management. This study assessed the level of labor control exerted by digital platforms and explored its associations with psychosocial work conditions and workers' mental well-being. MethodsA total of 487 location-based platform workers in Taiwan, encompassing ride-hailing, delivery, and house chore services, participated in this questionnaire survey. A 5-item scale was created to assess platform-mediated labor control. Psychosocial work conditions, including demands, job control, work rewards, and mental well-being, including burnout and self-rated mental health status, were assessed using validated instruments. Cronbach's α and principal component analysis were employed to assess the validity of the labor control scale. Logistic regression analysis and path analysis were conducted to investigate the relationship between labor control and workers' mental health. ResultsExploratory factor analyses confirmed the structural validity and the internal consistency of the scale. Logistic regression models revealed that higher levels of labor control were associated with an increased risk of burnout and poorer mental health. Path analyses further indicated that higher labor control through digital platforms raised mental health risks by increasing job demands. ConclusionAlgorithmic management is associated with increased stress among platform workers as they try to meet the platform's performance metrics.

The Role of Social Media Entrepreneurship as a Mediation on the Influence of Job Crafting on Workforce Agility

This study aims to analyze the effect of job crafting on workforce agility with enterprise social media as a mediating variable among company employees in Bekasi. With increasing job demands and rapid changes in the business environment due to the industrial revolution 4.0 and the COVID-19 pandemic, good workforce agility is needed so that employees can adapt to these changes. Job crafting allows employees to customize their jobs according to their abilities and needs, while enterprise social media is expected to facilitate communication and collaboration to increase agility. This research uses a survey method by distributing questionnaires to 65 respondents of company employees in Bekasi. Data were analyzed with Structural Equation Modeling. The results showed that job crafting has a significant positive effect on workforce agility and enterprise social media, but enterprise social media has no significant effect on workforce agility and is unable to mediate the relationship between job crafting and workforce agility.

“That was one of my most difficult and biggest challenges”: experiences, preconditions and preventive measures of health-oriented leadership in virtual teams – A qualitative study with virtual leaders

BackgroundHealth-oriented leadership (HoL) has a positive impact on health- and work-related outcomes of employees in face-to-face settings. Increased digitization during the COVID-19 pandemic has led to many changes and increased job demands. According to current state of research, HoL in virtual teamwork is insufficiently researched. The aim of the study is to examine the experiences of virtual leaders during the COVID-19 pandemic and to identify preconditions and preventive measures for promoting HoL.MethodUsing a qualitative study design, semi-structured, guide-based telephone interviews were conducted with 16 German virtual leaders between May and July 2021. The collected data were inductively analyzed and interpreted using qualitative content analysis according to Mayring. Explorative analyses of differences between leaders with and without pre-pandemic experiences with virtual leadership were made.ResultsResults indicated that leaders, regardless of pre-pandemic experiences with virtual leadership, faced diverse challenges in implementing HoL in virtual teamwork during the COVID-19 pandemic. Virtual leaders perceived personal preconditions (e.g., leaders’ characteristics or behaviors), organizational preconditions (support by management or open-minded corporate culture), social preconditions (e.g., social support by team) and technical preconditions (e.g., sufficient technical equipment) as conducive to implementation of HoL. Almost all leaders with pre-pandemic experience identified a need for structural preventive measures, whereas almost all leaders without pre-pandemic experience reported a need for behavioral preventive measures in order to promote HoL in virtual teams.ConclusionsThis study suggests that implementing HoL in virtual teamwork is challenging, complex and requires adjustments in leadership behavior. Thereby, the study provides initial empirical findings for a holistic approach to HoL implementation in virtual teams, considering beneficial multilevel preconditions. Due to a limited generalization of present results, longitudinal and interventional studies will be necessary for the analysis of causal relationships in future research. In particular, a holistic research perspective in order to understand the complex, contextual interdependencies of leadership is recommended. In practice, based on a differentiated needs analysis, structural preventive measures for a holistic organizational development as well as behavioral preventive measures for ongoing personnel development are recommended.

Working From Home in Higher Education: A Systematic Review

Expectations of teaching staff employed in higher education institutions worldwide transformed during the COVID-19 pandemic. The rapid shift to online curriculum delivery, with teachers working from their homes, resulted in significant changes to employer-employee workplace relations and management systems (some temporary; others permanent). Following the Job Demands-Resources Model as a theoretical framework, this study adopts a systematic literature review research methodology using the PRISMA approach and a deductive thematic analysis to analyse and synthesise the literature on working from home in higher education published during the pandemic (2020+). The findings indicated a convergence between the identified challenges and increased job demands such as workload and role ambiguity, along with a dearth of job resources encompassing infrastructure, training, and support. In addition to establishing support policies and providing training opportunities, the study raised the need for reassessment and modification of work policies in higher education to support work-from-home settings navigating the post-pandemic era.

Application and fallibility of Artificial Intelligence and machine learning in Diagnostic Pathology

Artificial intelligence (AI) refers to the use of technology and computers to replicate behavioral intelligence and analytical reasoning that is equivalent to that of a human being. The medical sciences make substantial use of computer systems with artificial intelligence which primarily include remote patient treatment, prescription recording, increasing doctor-patient interaction, medication discovery and patient diagnosis. Its application in health care industry is mainly because of increased job demands, difficult tasks, and probable doctor weariness all have the potential to impair diagnostic performance. In this review we have enlightened the various roles of AI such as automated diagnosis, predictive analysis, image analysis, precision medicine and the biomarker development. The use of AI tools in pathology has grown significantly in recent years, and it is predicted that they will revolutionize the field in the years to come. AI tools can change how pathology functions while rendering it more efficient at meeting the demands of the modern era of precision medicine. Bangladesh Journal of Medical Science Vol.23 (Special Issue) 2024 p.S32-S37

How do increased job demands resulting from rationalization of costs exhaust flight attendants and push them to leave? An international study

Cost effectiveness becomes a priority of airlines pushed organizations to achieve their objectives of being cost leader. This strategy generated multiple employees' related issues such as emotional exhaustion, work-family conflict, and a high turnover. However, these issues still need more research in the airline sector. In the current study, we aim to explore the indirect effect of increased job demands on intention to leave via work-family conflict, emotional exhaustion that provides an insight of the route towards flight attendants’ intention to leave. Data was collected from 1664 flight attendants working in three countries (Canada, France, and Germany) using questionnaires online. Structural equation modelling (SEM) was used to evaluate the said relationships. Results exhibit that all the factors contributing towards intention to leave are significantly and positively interrelated. The results also revealed that work-family conflict positively mediates the relationship between increased job demands and emotional exhaustion and this last mediates the relationship between increased job demands and intention to leave. Furthermore, psychosocial safety climate acts as a moderator on the relationships between increased job demands and work-family conflict and on the link between this last variable and emotional exhaustion.

Sustainable Human Resource Management Practices in Achieving Employees’ Sustainable Performance: Evidence in the Hospitality Sector

Several hospitality businesses face numerous obstacles in enhancing and sustaining employee sustainable performance and commitment due to increased job demands and expectations. This study employs social exchange theory to explore the influence of sustainable HRM practices, such as training and development, employee participation, and employment security practices on employee sustainable performance among executive-level employees in 4- and 5-star hotels. Despite the scarcity of research focusing on the relationship between sustainable HRM practices and employee sustainable performance, especially in the high-end hotel industry, this research analysed 280 valid responses using the PLS-SEM approach. The findings reveal a significant association between training and development and task sustainable performance. Besides, the study identifies a relationship between employee participation and task and relational sustainable performance, while employment security practice appears to have no effect on either task or relational sustainable performance. Although the research primarily targets executives from 4- and 5-star hotels in Malaysia, which may not be representative of other organisational settings, it provides empirical evidence that sustainable HRM practices are directly linked to task and relational sustainable performance, which is beneficial for both researchers and practitioners. &#x0D; &#x0D;

Tuntutan Pekerjaan, Intensi Keluar Kerja, dan Peran Burnout sebagai Mediator

The Covid-19 pandemic is a very critical period and has become an epidemic that has spread throughout the world, thus affecting all aspects of people's lives in the world. The increasing demand related to information technology automation since the Covid-19 pandemic has been followed by increasing job demands for employees in the information technology industry. In line with increasing job demands, the phenomenon of burnout and turnover intention is faced by company X. High job demands can cause fatigue and can influence employees to leave the organization or company. There is a relationship between job demands and turnover intention, but this relationship is not strong (weak) so a burnout mediator role is needed. The purpose of this research is to look at the role of burnout as a mediator in the relationship between job demands and turnover intention. Turnover intention is a deliberate action with full awareness to leave the organization. Job demands are the physical, psychological, social and organizational aspects related to work that are needed to support both physical and psychological demands that are associated with physical and psychological harm. Burnout is a symptom of emotional exhaustion and a negative view (cynicism) of what one does. The number of samples in this study was 71 people. The sampling technique is non-probability sampling with convenience sampling. Measuring the variable of turnover intention uses a measuring tool, measuring burnout using the burnout assessment tool, measuring job demands using the job demands-resources questionnaire. The results of this research are that there is a relationship between job demands and burnout. There is a role of burnout as a mediator in the relationship between job demands and intention to leave work.

Burnout syndrome and anxiety among healthcare workers during global pandemics: An umbrella review

BACKGROUND Burnout syndrome and anxiety are two mental health symptoms experienced by healthcare workers (HCWs) that can be exacerbated during pandemics due to increased job demands and the global health workforce crisis. AIM To provide a comprehensive review and summary of evidence on burnout and anxiety in HCWs during previous global pandemics. METHODS A systematic search on electronic databases such as PubMed Central and MEDLINE was conducted to identify high-quality systematic review studies that reported on the prevalence of burnout and/or anxiety in HCWs during any previous global pandemic. RESULTS Twenty-four high quality systematic review articles were found to be suitable for inclusion. Twenty articles focused merely on Coronavirus disease 2019, while four articles examined multiple pandemics. Burnout was examined in nine articles, while anxiety was examined in the remaining 21 articles. Female HCWs and nurses were identified to be at a higher risk of developing burnout and anxiety during pandemic. We also observed a variation in the prevalence of burnouts and anxiety across different studies due to different mental health instruments were used in different studies. CONCLUSION Nurses and females HCWs had a high prevalence of burnout syndrome and anxiety during pandemic. More emphasis and attention should be paid to safeguarding the psychological well-being of these at-risk populations in the future pandemics.

Insights of Infantry Soldiers: A Qualitative Exploration of Psychological Resilience and Stress

The Canadian Armed Forces (CAF) is currently struggling with a retention crisis. Within the CAF, The Canadian Army (CA) experiences the greatest attrition rates. Staffing shortages lead to an increase in job demands subsequently leading to greater stress, burnout, and turnover intentions. Psychological resilience has been found to buffer the negative effects of workplace stressors. There is a need to understand resilience within specific occupations to better inform resilience building interventions. This study aims to enhance knowledge of how infantry soldiers in the CA define resilience and what challenges they experience within the workplace that contribute to stress and how they cope with such stressors. A qualitative approach was used, with 14 semi-structured interviews conducted with CA personnel employed as infantry soldiers. Data were analyzed using a deductive content-analysis. Four themes emerged from the interviews: the nature of resilience, challenges of the profession, resilience strategies (attitudes), and resilience strategies (protective practices). The study provides unique insights into the experiences of infantry soldier’s and the mechanisms they employ to facilitate and maintain resilience.

Effects of workday characteristics and job demands on recovery from work among Finnish home care nurses: a multi-source cross-sectional study

ObjectiveAgeing populations and poor care workforce availability are causing increasing job demands for home care nurses across Europe. While recovery from work helps sustain work ability and wellbeing, past research has relied mainly on self-reported measures of health, stressors, and recovery. This study aims to examine how objective and subjective job demands are associated with measured day-time recovery among home care nurses.MethodsHeart rate variability recording was conducted for 95 Finnish home care nurses. The study participants documented their work tasks throughout the workday and filled a wellbeing questionnaire. The amount of care time, breaktime, number of different weekly clients, and their care needs were obtained from the survey. The associations between job demands and measured day-time recovery were analysed using multivariate linear regression.ResultsThe amount of day-time recovery was on average 75 min. The number of different clients during the workday (e.g., care continuity) and higher care needs of the clients were associated with lower day-time recovery. Additionally, something slightly disrupting the course of the workday was associated with increased recovery.ConclusionsOur findings indicate that reducing especially the objective job demands (workday characteristics) can contribute to better day-time recovery among home care nurses. To help sustain work ability and improve wellbeing, day-time recovery can be promoted with better work scheduling that supports care continuity and ensures sufficient care resources and support for nurses with many clients or clients with high care needs.

Job demands and temporomandibular disorders: mediating and moderating effects of psychological distress and recovery experiences.

This study examined the relationship between recovery experience, job demands, psychological distress, and temporomandibular disorders (TMD) in Japanese workers. It used cross-sectional data from the fourth survey of a multi-wave longitudinal project, conducted using the registered monitors of an internet research company. Finally, 1278 respondents' data were analyzed (655 males, 623 females; mean [SD] age = 41.63 [10.31]years). We utilized Sugiaski's TMD screening question to assess TMD prevalence, Brief Job Stress Questionnaire to assess job demands, Kessler Psychological Distress Scale (K6) to assess psychological distress, and the Japanese version of the Recovery Experience Questionnaire to assess recovery experiences. The moderated mediation analysis was conducted using the Process macro program for SPSS developed by Preacher and Hayes, examining the effect of job demands on TMD through psychological distress, moderated by the recovery experience. The results showed that 13.1% (n = 168) of the respondents had TMD. Mediation analysis indicated high job demands were associated with an increased TMD prevalence through psychological distress. The moderated mediation analysis revealed that relaxation and control moderated the relationship between job demands and psychological distress. This cross-sectional study established the relationship between job demands, psychological distress, and TMD among Japanese workers. The findings suggest that increased job demands contribute to high TMD prevalence through the mediation of psychological distress, moderated by relaxation and control.

Taking Charge as a Contextual Cue: How New CEO Regulatory Focus Influences Strategic Change

Becoming CEO is an emotionally charged event that is characterized by a sharp increase in visibility, responsibilities, expectations, and job vulnerability. Thus, rather than a “honeymoon” period, new CEOs are extremely busy learning about each aspect of the firm, developing relationships with stakeholders, and determining the firm's strategic direction. We suggest that the increased job demands associated with leading the firm, coupled with accentuated job vulnerability, alter the regulatory fit new CEOs experience, thus eliciting unique reactions depending on their regulatory foci. We argue that the increased vigilance and responsibility associated with becoming CEO fit the preferred goal pursuit means of CEOs high in prevention focus, increasing their motivation to engage in strategic change during the first 3 years of their tenure. Conversely, promotion-focused new CEOs engage in less change because they experience a misfit. We also consider how dynamics of the succession event further increase job demands and job vulnerability, moderating these relationships. Using a panel dataset of more than 800 public firms from 2000–2020, we find broad support for our hypotheses. Our primary contribution is showing that the sharp increase in job demands and job vulnerability that executives experience when they first become CEO shifts their regulatory fit and subsequent motivation to engage in strategic change in ways that prior theory would not predict.

JOB DEMANDS &amp; TURNOVER INTENTION: CHANGES IN WORK SITUATION DURING THE COVID-19 PANDEMIC

The prolonged pandemic caused Job Demands at Company X to increase due to the shift in working conditions to WFH which led to the emergence of Turnover Intention. Job Demands are the physical, psychological, social and organizational aspects of work that have an impact on physical or psychological aspects (Bakker and Demerouti, 2007), while Turnover Intention is the probability that someone will leave the organization in the near future (Jackson S. &amp; Jackson L., 2019). This study uses the Stress Appraisal Theory by Richard Lazarus (Baumeister &amp; Vohs, 2007), uses an explanatory quantitative approach with a survey method with 50 participants. The results showed that Job Demands had a significant effect on Turnover Intention (p=0.012), and only one dimension of Job Demands, namely Role Conflict, which shows a significant effect on Turnover Intention, which is equal to p=0,291. Referring to the questions and research objectives, the conclusion is that the increase in Job Demands had a significant effect on the Turnover Intention of Company X employees during the pandemic.

Caught between academic calling and academic pressure? Working time characteristics, time pressure and time sovereignty predict PhD students’ research engagement

PhD students come to work in academic environments that are characterized by long working hours and work done on non-standard hours due to increasing job demands and metric evaluation systems. Yet their long working hours and work at non-standard hours are often seen as a logical consequence of their intellectual quest and academic calling and may even serve as a proxy for their research engagement. Against that background, quantitative data from 514 PhD students were used to unravel the complex relationships between different aspects of time use and PhD students’ work engagement. While the results support the academia as a calling thesis to some extent, they also show that the relationships between long and non-standard working hours and research engagement are partly negated by the fact that the same working time characteristics lead to perceived time pressure and lack of time sovereignty, which in turn negatively affects their engagement. Moreover, the mechanism behind this negation varies across scientific disciplines. These subjective working time characteristics are the same alarm signals that are flagged as risk factors in academic staff for occupational stress, burnout, and work-life imbalance and thus cannot be ignored.

Sales employees’ polychronicity and sales-service ambidexterity: Mediation of work engagement and moderation of store manager support

Sales employees are encountered with increasing job demands and volatile changes in the retail environment. In particular, the adoption of smart technologies in the retail sector has pressurized sales employees to be versatile and agile in the new marketplace. In this sense, performing multiple tasks within a limited time frame has become an important quality required for sales employees. Grounded in the job demands-resources model, we proposed that sales employees’ individualized resource (i.e., polychronicity) would be positively related to their sales-service ambidexterity though work engagement. We further posited that an organizational resource (i.e., store manager support) synergistically interacted with polychronicity to predict work engagement and subsequent sales–service ambidexterity. To test propositions, we collected multilevel data from 292 sales employees in 43 home-furnishing stores in India. Results demonstrated that the positive association among work engagement, polychronicity, and sales–service ambidexterity was more pronounced when store manager support was high than when it was low. These findings offer implications to overcome challenges faced by retail stores by indicating factors predicting sales–service ambidexterity in retail.

Pengaruh Tuntutan Pekerjaan dan Efikasi Diri Okupasional Terhadap Kesejahteraan Karyawan PT. X Sektor Energi

The company is working to improve financial performance and achieve profitability, not only by reducing costs, restructuring, and delaying the recruitment of new employees, but also by working on various new projects for business growth that have a negative impact on employee well-being. Increased job demands are associated with decreased employee well-being. At the same time, occupational self-efficacy possessed by employees can improve employee well-being. This study aims to analyze the relative contribution of job demands and occupational self-efficacy to employee well-being at PT.X Energy Sector. The research method used in this research is a quantitative approach with a correlational research type. The number of samples in this study were 114 people. The research sample was taken using a convenience sampling technique, with the criteria of participants having worked for at least 1 year. The participants who filled out the questionnaire were 100 people, with a response rate of 88%. The research instrument used was the Warr scale instrument and the measurement of job demands used the Questionnaire on the Experience and Evaluation of Work 2.0 (QEEW 2.0) scale obtained from previous research. Based on the results of multiple regression analysis using the stepwise method in SPSS, it is concluded that job demands contributed to a decrease in the level of employee well-being by 26.6%. Taken together, job demands and occupational self-efficacy contribute to employee well-being by 43.3%. The results also show that occupational self-efficacy has a unique contribution to improving employee well-being by 16.7%. The implication of this result study is that company need to pay attention to the employee’s workload and at the same time also increase employee competence so that confidence in their ability to do their job increases.