JD-R Theory Research Articles

The effect of career compromise on nurses’ turnover intention: the mediating role of job satisfaction

AimWe aimed to examine the relationships among nurses’ career compromise, job satisfaction, and turnover intention and the mediating role of job satisfaction in the relationship between career compromise and turnover intention.BackgroundNurses are prone to career compromise when there is a discrepancy between the reality of their job and their personal career expectations due to personal or family factors. High levels of career compromise may have a significant impact on turnover intentions through low job satisfaction, thereby affecting the stability of the nursing workforce. There is a paucity of research on the impact of nurses’ career compromise on turnover intentions.MethodThis was a cross-sectional research design of nurses in hospitals in Guangdong Province using a convenience sampling method. The Career Compromise Scale (CCS), Job Satisfaction Scale (JSS), and Turnover Intention Scale (TIS) were used. The obtained data were analyzed through descriptive statistics, Spearman’s correlation coefficient, and the mediating effect of perceived organizational support was tested through the PROCESS macro mediation model in SPSS.ResultsData from 821 nurses who met the inclusion criteria were analyzed. The total score of nurses’ turnover intention was 14.68 ± 4.32. Spearman’s correlation analysis showed that career compromise was negatively correlated with job satisfaction (r = -0.594, p < 0.01), job satisfaction was negatively correlated with turnover intention (r = -0.471, p < 0.01), and career compromise was positively correlated with turnover intention (r = 0.544, p < 0.01). The mediating effect of job satisfaction on the relationship between career compromise and turnover intention has been demonstrated. The mediating effect is significant, with a value of 0.056, representing 25.71% of the total effect.ConclusionsThe turnover intention of nurses in Guangdong Province is high. Job satisfaction mediated the relationship between career compromise and turnover intention. This study further enriches JD-R theory and COR theory and provides new perspectives for nurse managers to develop intervention strategies to stabilize the nursing workforce and reduce turnover.

The dynamics of crisis home office and employee engagement

PurposeDrawing on the JD-R theory, this study investigates the effect of working from home on employee engagement and work-life balance considering work-life balance as the mediator in the working from home-employee engagement relationship and altruism as the moderator in the work-life balance-employee engagement relationship.Design/methodology/approachAn online questionnaire using the snowball sampling approach was employed to collect data from 350 professional-level employees working from home due to the COVID-19 outbreak. Hypotheses were tested using structural equation modeling.FindingsThe findings indicate that work-life balance significantly affects employee engagement and confirm the moderating role of altruism in the relationship between work-life balance and employee engagement. However, work-life balance does not mediate the relationship between working from home and employee engagement.Originality/valueThese findings advanced JD-R theory in human resource management by focusing on a more humanistic and compassionate approach towards managing employees, particularly in the remote working context during turbulent times.

Workplace Buoyancy and Servant Leadership as Catalysts for Sustainable Disaster Management: Mitigating Emotional Exhaustion in Disaster Response Teams

Amid global crises like natural disasters and climate change, the emotional well-being of disaster response workers (DRWs) is a key factor in sustainable public health and disaster management. The study highlights the issue of emotional exhaustion among DRWs, which can impact organizational effectiveness and the health and well-being of affected communities. The study examines the roles of servant leadership (SL) and workplace buoyancy (WB) in addressing these issues. Using data from 336 DRWs involved in the 2023 Kahramanmaraş earthquake, JD-R Theory is employed to study how these factors interact in high-demand scenarios. Analysis with the Smart PLS 4 program reveals that SL and WB play key roles in reducing emotional exhaustion (EE). Notably, WB partially mediates the relationship between SL and EE. These insights are vital for creating sustainable public health and disaster management strategies in times of growing conflicts and climate crises. By extending the JD-R Theory to encompass these elements, the study provides valuable suggestions for policymakers and managers to enhance the resilience and well-being of DRWs. The study deepens our understanding of public health challenges in disaster settings and highlights the need for integrated, sustainable responses to support those on the front lines of disaster relief efforts.

Authentic Leadership, Motivating Language, Psychological Empowerment, and Work Engagement: A Serial Mediation Model

The purpose of this study was to develop and test a model to investigate the serial mediating roles of motivating language and psychological empowerment in the relationship between authentic leadership and work engagement. Using a sample of Turkish public hospital nurses, the findings indicate that authentic leadership positively affects work engagement directly and indirectly through motivating language and psychological empowerment. These results suggest that authentic leadership plays a pivotal role in creating working conditions that encourage motivating language and psychological empowerment, thus enhancing work engagement. This study is crucial given the growing exodus of Turkish healthcare workers as a result of increasing demands and a lack of job satisfaction. By integrating multiple theories (i.e., social exchange theory, motivating language theory, self-determination theory, and JD-R theory), the current study advances our knowledge of how authentic leadership influences employee work engagement.

Matching school sports managers’ job demands with resources for optimal performance in Nigeria

School sports are beneficial to schools, communities and society as a whole in that they can prevent delinquent behaviours, force commitment to rules, promote social control and teach societal/school values, among others. Deriving these benefits of school sports requires the optimal performance of school sports managers, who teach physical and health education (PHE) as a subject, games masters, house masters, head teachers and seconded school coaches. In this literature review, the JD-R theory was used to explore the literature regarding several potential job demands and job resources within the school sports management environment and how these can be matched for the optimum performance and productivity of school sports managers. It was established that there is a need to identify all possible physical, psychological, social or organizational demands and resources in school sports management to achieve optimal performance in school sports management. The JD-R literature suggests that organizations need to offer employees sufficient job challenges and resources, including feedback, social support, and skill variety, for optimal productivity.

Demands, resources and institutional factors in the work of academic staff in Central and Eastern Europe: results of a qualitative research among university teachers in five countries

IntroductionThe increased stress, pressure, and organizational change draw attention to the importance of doing research on workplace stress and resources, as well as other sources of stress among university teachers. Based on the job demands-resources theory (JD-R theory) this paper investigates the workplace factors affecting the health and wellbeing of Central and Eastern European (CEE) academics. A further question is, what are the institutional factors that (could) improve or worsen their wellbeing, as well as how they are able to cope with the stress on an individual level.MethodsFor the analyses, seven focus group interviews were conducted with academics from nine higher education institutions in Hungary, Slovakia, Ukraine, Romania, and Serbia (N = 41).ResultsAccording to our results of the focus group interviews the most important workplace difficulties, challenges, and resources are related to teaching roles, interpersonal relationships, support by the management, and infrastructural conditions.DiscussionInstitutions can contribute to the wellbeing and health of the academics primarily by offering free or at least discounted participation in sports, cultural and leisure events, as well as mental health counseling, but it is important for these not to be self-serving (the colleagues from the university should not participate in the programs to make up for the missing audiences of the otherwise overfunded organizations of the institution) and haphazard: without a targeted health strategy, these are not sufficiently effective.

Work engagement, impulsivity and, self-efficacy among Polish workers. Moderating role of impulsivity.

The study proposes adding a new component to the Job Demands-Resources Theory, termed 'personal demands'. Impulsivity serves as an illustrative example of personal demands. A cross-sectional questionnaire was conducted and a total of 394 (Female = 59.6%) workers were surveyed. Standardized survey questionnaires were used in the study, i.e. The Utrecht Work Engagement Scale (UWES-9), Life Roles Self-Efficacy Scale (LRSES) and UPPS-P Impulsive Behaviour Scale. The obtained results indicate that Work Engagement correlates negatively with Impulsivity scales (lack of premeditation (r = -.22; p < .001), lack of persistence (r = -.27; p < .001), positive urgency (r = -.12; p, < .01) and negative urgency (r = -.12; p < .01)). In addition, Positive Urgency, moderates the relation between Self-efficacy and Work Engagement, in line with the theory (B = .133; SE = .067; t = 1.98; p < .05; LLCI = .0007; ULCI = 0.2643). This confirmed the fact, that impulsivity should be included in the JDR theory as a 'personal demand'.

Inclusion of JD-R Theory Perspective to Enhance Employee Engagement

In conformity with the job demands and resources theory, this study provides a comprehensive understanding of the impact of Pakistani hotel employees’ proactive personality and their professional identity on employee engagement and the mediating role of self-efficacy. The study was carried out by utilizing the empirical information collected from 360 hotel employees from different 4-star and 5-star hotels in Pakistan. This study employs structural equation modeling to better assess the employee engagement phenomenon. Research shows that a proactive personality and professional identity positively affects self-efficacy and employee engagement. The findings also confirm that self-efficacy is an important aspect that promotes the relationship between proactive personality and professional identity and employee engagement. In addition, this study shows that managers need to foster employees’ professional practices, improve training delivery, and encourage job flexibility in order to increase their engagement.

The Role of Personal Demands and Personal Resources in Enhancing Study Engagement and Preventing Study Burnout.

Using a 1-year longitudinal design, we examined the role of personal demands and personal resources in long-term health impairment and motivational processes among master students. Based on the job demands-resources theory and transactional model of stress, we hypothesized that students' personal demands (i.e., irrational performance demands, awfulizing and irrational need for control) predict perceived study demands one year later, and indirectly relate to burnout. Furthermore, we predicted that personal resources indirectly associate with study engagement via students' perceived study resources one year later. These hypotheses were tested in a sample of Dutch master students (N = 220 at T1 and T2) using structural equation modelling. As hypothesized, personal demands and personal resources at T1 predicted study demands and study resources one year later (T2, β = .25-.42, p <. 05), respectively. Study-home interference [study demand] mediated the association between personal demands and burnout (β = .08, p = .029), whereas opportunities for development [study resource] mediated the association between personal resources and study engagement (β = .08, p = .014). Hence, personal demands and personal resources relate indirectly to students' burnout and engagement one year later via a heightened level of specific study demands and study resources. Accordingly, the present research expands the propositions of the JD-R Theory by proposing personal demands as a relevant factor for students' long-term well-being.

Examining the Impact of Job Demands, Resources and Technostress on Psychological Wellbeing of Gig Workers: A Theoretical Model

The purpose of writing this paper is to give an integrated framework in the form of a theoretical model to understand the influence of gig work-related job characteristics on the psychological well-being of gig workers. A synthesis of existing literature in the form of research papers, conference proceedings, reports on gig index etc., is used to identify critical job characteristics, e.g., precarity (job insecurity) and flexibility (job autonomy) and stress related to extensive use of technology (technostress) which have implications for the wellbeing of gig workers. By drawing on the job demands and resources theory and technostress model, this study proposed a theoretical model. The result of this article can be used to guide ongoing research in the context of the gig economy to investigate the job characteristics and stressors relevant to gig workers affecting psychological well-being workers. The research paper tried to expand the understanding of JDR theory in the context of gig works regarding how job demand and job resources via technology-related stress mechanisms affect psychological well-being.

상사의 비인격적 감독이 부하의 일-가정 갈등에 미치는 영향: 부하의 용서 동기의 조절효과를 중심으로

Amid rapid economic growth and fierce competition, people are facing tremendous&#x0D; pressure in both their work and daily lives. Struggles to balance these&#x0D; roles can lead to work-family conflicts. Interactions with workplace superiors&#x0D; significantly impact job responsibilities, and abusive supervision can breed&#x0D; negative attitudes and behaviors in employees, extending these effects to their&#x0D; family lives. This study, based on the spillover effect theory, investigated&#x0D; the impact of abusive supervision by supervisors on subordinates’ work-family&#x0D; conflict. It also discussed the mediating role of subordinates’ emotional exhaustion,&#x0D; drawing on affective event theory and JD-R theory. Furthermore,&#x0D; this study addressed forgiveness motives as a coping strategy for employees&#x0D; dealing with abusive supervision and emotional exhaustion. It examined the&#x0D; moderating effects of employee forgiveness motivation and their moderated&#x0D; mediating effects. This research conducted a self-report survey among regular&#x0D; employees working in various companies in China, with a total of 354 valid&#x0D; data sets used in the final empirical analysis. Using SPSS PROCESS Macro,&#x0D; hypothesis testing results revealed that abusive supervision by superiors had&#x0D; a positive effect on subordinates’ work-family conflict, with emotional exhaustion&#x0D; mediating this relationship. Moreover, based on the conservation&#x0D; of resource theory, this study found statistically significant moderating effects&#x0D; and moderated mediating effects of self-oriented forgiveness and other-oriented&#x0D; forgiveness based on subordinates’ motivation. Based on these findings, this&#x0D; study discussed theoretical and practical implications, limitations, and suggested&#x0D; future research directions.

The impact of teaching-research conflict on turnover intention: cross-level interaction effect of justice climate

IntroductionResearch-based on the Job Demands-Resources theory (JD-R theory) has revealed a close relationship between teaching-research conflict and job burnout. However, there needs to be more investigation into the complex relationship between teaching-research conflict and turnover intentions from the perspective of this theory. To address these gaps, this study, grounded in the JD-R theory, explores the relationships among teaching-research conflict, career adaptability, justice climate, job burnout, and turnover intention.MethodsData collected through an online survey involving 858 Chinese university teachers, and the analysis utilized a Multilevel Structural Equation Model (MSEM) with Maximum Likelihood (ML) estimation.ResultsThe findings reveal that job burnout mediates the relationship between teaching-research conflict and turnover intention. Career adaptability plays a moderating role in the connection between job burnout and turnover intention. Furthermore, justice climate exhibits a cross-level interaction effect concerning the relationship between teaching-research conflict and turnover intention.DiscussionThese findings offer innovative strategies for mitigating and preventing faculty turnover intention.

Research Population and Sampling in Quantitative Study

The study underscores the paramount importance of meticulous population selection and sampling strategy in research design. Providing researchers with a comprehensive overview of population considerations and sampling methods, it offers a valuable resource for enhancing the robustness and applicability of research outcomes across diverse disciplines. Researchers discuss the unit of analysis, unit of observation, population of interest, target population, sampling framework, and sampling methods in light of employee work engagement in Malaysia. Simple random sampling, stratified random sampling, systematic random sampling, cluster sampling (single-stage, double-stage, and multi-stage), phase sampling (two-phase and multiphase), convenience sampling, purposive sampling, quota sampling, snowball sampling, and volunteer sampling have been discussed for selecting the appropriate sampling method for the research titled Revisiting of JD-R Theory and the effect of leadership style and meaningful work on employee work engagement among the full-time operational employee in Malaysia. According to the discussion on population and sampling methods, researchers use non-probability sampling, specifically convenience sampling techniques, based on the accessibility and availability of the full-time operational employees of successful organisations in Malaysia. Researchers and practitioners alike can leverage the insights presented in this review to make informed decisions about population selection and sampling methods, ultimately contributing to the advancement of credible and impactful research.

Flow's Core Prerequisites: The Role of Servant Leadership, Mindfulness and Work-Life Balance.

Flow is an optimal mental state of being completely involved in one's activities. This correlational study explored an important, but rarely validated performance model in the workplace-flow. Building on the JD-R theory we recognized three key prerequisites of flow-servant leadership, work-life balance, and mindfulness. We analyzed 987 survey responses from two industries (service and manufacturing) in China. The study discovered that servant leadership, mindfulness, and work-life balance correlate with individual flow as key prerequisites. Further we discovered that the relationship between mindfulness and flow is moderated by the industry. Particularly, data from the manufacturing industry showed a positive relationship between mindfulness and flow but a negative relationship among service employees. Implications for performance and applied psychology research, theory, and practice are discussed.

Academic engagement in university students. The mediator role of Psychological Capital as personal resource

The COVID-19 pandemic has led to a deterioration in the quality of life and, particularly, the mental health of university students. This situation highlights the need to offer coping programmes and preventive mental health measures. The effectiveness of self-care programmes designed to increase well-being in students has hardly been studied, although promising effects have been found in some studies in the work context (Gomez- Borges et al., 2022). In line with JD-R theory, we conceptualize and empirically examine two resources, self-care activities and Psychological Capital (PsyCap), as antecedents of academic engagement as a positive state of well-being or fulfilment. These personal resources, self-care and PsyCap, can play an important role in meeting demanding situations such as those encountered by students and, thus, contribute to their well-being. Therefore, the purpose of this study was to analyse the mediating role of PsyCap in the relationship between self-care and academic engagement. The participants were 397 university students from two Spanish universities (77.8% women; mean age 26.08 years). The data collection was carried out during the COVID-19 pandemic. We used structural equation modelling (SEM), and the results showed positive relationships between academic engagement and self-care, on the one hand, and PsyCap, on the other. However, the total mediation model obtained better fit and results, highlighting the mediating role of PsyCap. Based on the results, we discuss the importance of self-care activities for university students and, above all, programmes to develop personal resources such as PsyCap, in order to enhance their effect on academic engagement.

High-Performance Work Systems and Employees’ Innovative Work Behaviour: An Empirical Investigation Based on Job Demands-Resources (JD-R) Theory

The drivers of individual-level innovation remain an underresearched area. Based on JD-R theory, we argue that (a) high-performance work systems (HPWS) enhance employees’ innovative work behaviours (IWB) through an increase in employees’ work engagement, and (b) that the positive relationship between HPWS and work engagement will be magnified at high levels of work overload. We collected data from 313 supervisor-subordinate dyads in an engineering R&amp;D organization in India. Structural equation modelling results supported all the hypotheses except the moderation hypotheses. Theoretical and managerial implications are discussed, and we also suggest a few avenues for future research.

Correlation of Teacher Professionalism and the Role of Parents with Learning Achievement of Al-Qur’an Hadith Class X MAN 10 Jombang Academic Year 2021/2022. We have encountered many studies that discuss learning. However, research discussing the influence of teacher professionalism and the role of parents on learning achievement of the Al-Qur’an Hadith class X students at MAN 10 Jombang for the

Positive biases dominate much leadership research by focusing on the attributes of the desired leader. In reality, many leaders misbehave and cause significant harm to the organization. This study aims to determine the role of mental health mediation on the relationship between destructive leadership and job performance in public sector organizations, using the JD-R theory approach. The data collection used a questionnaire distributed online, with a total of 218 respondents. The hypothesis was tested using PLS-SEM. The results of this study show that destructive leadership has a positive and significant effect on employee mental health but does not affect job performance. Mental health does not mediate the relationship between destructive leadership and job performance. The practical implication of this research is for management to periodically evaluate the behavior of leaders in their organizations so that the organization’s health is maintained, namely having high performance and the mental health of its employees is maintained.

Effect of Job Crafting on Faculty’s Job Satisfaction and Performance; The Moderating Role of Perceived Organizational Support.

Job crafting is a strategy in human resource management that aims to improve employee productivity and job performance. It focuses on the relationship between employees' perceptions of their workplace and their satisfaction with their job. The JD-R theory, which states that employees perform better when they have access to necessary job resources and demands, was used to conduct a study using a cross-sectional research design. A survey was distributed to university faculty using online methods, and the results showed a positive relationship between job crafting and employee performance and job satisfaction. Additionally, the study found that Perceived Organizational Support plays an important role in the relationship between job crafting and job satisfaction. These findings suggest that human resource managers can use job crafting as a tool to improve employee outcomes and understand their needs.

Workplace bullying, psychological distress, job performance and employee creativity: the moderating effect of psychological resilience

ABSTRACT This study tests a model exploring the direct effect of workplace bullying on employee creativity and performance using psychological distress as the mediator and psychological resilience as the moderator based on the JD-R theory. PLS-SEM was applied to analyze data collected from both employees and supervisors of 4 – and 5-star hotels. The main findings reveal that workplace bullying affects employee creativity negatively, and psychological distress positively. While psychological distress has a negative effect on employee creativity, the latter exerts a significantly positive effect on job performance. Resilience moderates the relationships between workplace bullying and employee creativity, and psychological distress and employee creativity. This study makes a significant, original contribution to the hospitality literature as it is the first to investigate the moderator role of psychological resilience on employee creativity and performance in reaction to bullying behavior.

How can Proactive Behavior be Encouraged in Hospitals in Bangladesh? A Three-Time Lags Study

Proactive behavior helps an individual in improving the work setting. Based on the JD-R theory and Borden and build approach, this research proposes and tests a serial mediation relating the strengths used with proactive behavior sequentially through work authenticity and self-resilience. A sample of 256 employees of hospitals in Bangladesh was approached in three-time lags. The Process Marco of Preacher and Hayes was applied to investigate the proposed hypotheses. The indirect effects of the proposed hypotheses were measured by applying the bootstrap procedure. The results showed that work authenticity mediated the relation among strengths use and self-resilience, self-resilience mediated the association between work-authenticity and proactive behavior, and work-authenticity and self-resilience sequentially judged the connection between forces use and assertive behavior. Through an investigation of self-resilience, the outcomes provide proof supporting combining the JD-R and Borden and building theories in the research stream. Future research should add potential moderators that can impact the paths and apply longitudinal design to permit solid causal relationships. Considering the role of work authenticity and self-resilience in positive psychology, organizations must stimulate employees to become more authentic and self-resilient on the job. This increases proactive behavior and leads to the success of an organization.