Job Challenge Research Articles

Leadership styles and job insecurity in Indonesian start-ups: The role of challenges and engagement

Even though Indonesia’s start-up scene is experiencing rapid growth, the industry is grappling with considerable hurdles, such as a high rate of business closures, strong dependence on employee efficiency, and heavy reliance on technology. This paper examines the correlation between leadership styles, job challenges, job engagement, and job insecurity in Indonesian start-ups, which face unique challenges affecting employee job security. Unlike most research on how job insecurity impacts job engagement, this study explores whether higher job engagement impacts job insecurity, providing practical insights for leaders. The study was structured using a quantitative approach known as structural equation modeling-partial least squares (SEM-PLS), which analyzed 198 responses from Indonesian start-up employees. This study found that leadership styles significantly affect job insecurity (β = 1.337, p-value < 0.05), however, leadership styles do not substantially affect job engagement (β = 0,435, p-value > 0.05). Another finding states that job challenges do not significantly affect job engagement (β = 0.491, p-value > 0.05) and job insecurity (β = –0.037, p-value > 0.05). Job engagement significantly influences job insecurity (β = –0.428, p-value < 0.05). This study specifically targets employees in Indonesian start-ups to uncover mechanisms and offer practical recommendations for enhancing job security and motivation. The findings underscore the significant impact of leadership style on job insecurity, emphasizing the importance of engaging and motivating employees through personalized leadership style approaches to enhance job stability and overall workforce effectiveness in Indonesian start-ups.

My job characteristics make me procrastinate or not: An emotional perspective

AbstractWorkplace procrastination is a prevalent phenomenon that significantly impacts employee productivity and organizational competitiveness. Drawing on cognitive–motivational–relational theory, this study adopts an emotional perspective to investigate how and when job characteristics (i.e. hindrance job demands, challenge job demands and job resources) impact employees' workplace procrastination in distinct ways. We suggest that both hindrance and challenge demands may evoke fear of tasks, eliciting an action tendency of escape and avoidance, thus indirectly leading to procrastination. Notably, challenge demands may exhibit a dual effect by simultaneously enhancing interest in tasks with an action tendency of exploration, thus negatively and indirectly influencing procrastination. Job resources may generate joy about tasks, fostering an action tendency of free activation, thereby indirectly reducing procrastination. We further investigate how psychological capital, which largely shapes employees' appraisal of job characteristics, may alter the above relationships. We conducted two studies to examine our hypotheses and delve into the potential reversed relationships between job characteristics and procrastination. Theoretical and practical implications are discussed.

The Mediating Effect of Self-Directed Learning on Goal Self-Regulation and Job Crafting: Moderating Effects of Job Challenge and Learning Transfer

The Mediating Effect of Self-Directed Learning on Goal Self-Regulation and Job Crafting: Moderating Effects of Job Challenge and Learning Transfer

Trait authenticity as an “enzyme” for personal resources and work engagement: A study among teachers within the framework of the job demands-resources model

IntroductionTrait authenticity has been defined as a dispositional individual difference, and it refers to people's experience of living in accordance with their true Self. Despite research conducted in working contexts has found that trait authenticity is related to people's work engagement, it is not clear if this association may be mediated by other variables. ObjectiveFraming trait authenticity within the job demands-resources model, we hypothesized that trait authenticity allows the release of human full potential in terms of personal resources that, in turn, promote work engagement, especially in highly challenging work settings, such as educational ones. MethodWe administered a self-report questionnaire composed of several measurement scales to 446 teachers working in kindergartens, primary schools, and middle schools. Results and conclusionsA moderated mediation analysis revealed that trait authenticity can promote teachers’ emergence of personal resources, which in turn enhances their work engagement. The study highlights that the role of trait authenticity and personal resources on work engagement acquires a particular salience when teachers face high (vs. low) challenge job demands (i.e., workload), that is when this reservoir of potential is needed the most.

Leveraging social supports to cope with sales complexities and facilitate value-based selling in the cross-functional sales team contexts: JD-R perspective

In today's dynamic industrial market, adoption of a value-based selling (VBS) has emerged as a crucial approach, which forces companies to establish cross-functional sales teams. Yet how sales task and team complexities, as challenging/hindrance job demands, require team social supports, as job resources, to buffer against them in implementing VBS, remains an under-researched topic. Based on job demands-resources (JD-R) model, we investigate how sales task and sales team complexities moderate the link between social supports and VBS. Findings reveal that, as challenge job demands, demand ambiguity and task non-routineness positively moderate the instrumental/emotional support–VBS link and the instrumental support–VBS link, respectively. Whereas, as hindrance job demands, team instability negatively moderates the instrumental/emotional support-VBS link, and role ambiguity negatively moderates the instrumental support-VBS link. Additionally, team heterogeneity positively moderates the instrumental support-VBS link while negatively moderates the emotional support-VBS link. The study considers the roles of social supports (job resources) in shaping team VBS behavior under different sales complexities (job demands), not only contributing to the VBS literature by extending the research context to B2B cross-functional sales teams, also providing a insights on how to implement VBS and enhance performance via social supports in various sales situational complexities.

Factors influencing decent work among psychiatric nurses in China: a cross-sectional study

AimsThis study aimed to investigate the current status of decent work among psychiatric nurses and analyze its influencing factors.MethodsIn February 2024, a cross-sectional study was conducted with a cluster sample of 358 nurses from a tertiary Grade A psychiatric hospital in Hangzhou, Zhejiang Province, China. Data were collected using a custom-made nurse demographic scale to gather demographic information. The Effort-Reward Imbalance Questionnaire (ERIQ) was used to assess the imbalance between effort and reward through the effort-reward ratio (ERR). The Social Support Rating Scale (SSRS) measured subjective support, objective support, and support utilization. The Decent Work Perception Scale (DWPS) was used to evaluate nurses’ perceptions of decent work. T-tests, one-way ANOVA, Pearson’s correlation analysis, and multiple linear regression analyses were employed for data analysis.ResultsThe study found that the correlation between decent work and social support was positive (r = 0.360, p < 0.001), while it was negative for effort-reward imbalance (r = -0.584, p < 0.001). Factors influencing perceptions of decent work included years of work experience (β = -0.164, p = 0.046 for < 5 years; β = -0.157, p = 0.040 for > 25 years), social support (β = 0.259, p < 0.001), and the effort-reward imbalance (β=-0.458, p < 0.001). These factors collectively explained 40.2% of the variance in perceptions of decent work. Furthermore, social support plays a mediating role between effort-reward imbalance and decent work (β=-0.062, Bootstrap 95% CI: -0.107, -0.023).ConclusionThe findings suggest that years of work experience, social support, and the effort-reward imbalance are factors influencing decent work among psychiatric nurses. By offering career development opportunities, fostering supportive work environments, and ensuring fair compensation, we can empower psychiatric nurses to navigate job challenges effectively and sustain a sense of decency in their work.

Key factors for sustainable working conditions in emergency departments: an EUSEM-initiated, Europe-wide consensus survey.

Modern emergency medicine (EM) is a complex, demanding, and occasionally stressful field of work. Working conditions, provider well-being, and associated health and performance outcomes are key factors influencing the establishment of a sustainable emergency department (ED) working environment. This multinational European Delphi survey aimed to identify unequivocal major factors for good and poor ED working conditions and their possible effects on health care provider well-being. A total of 18 experts from six European countries (Belgium, Finland, Germany, Italy, Romania, and the UK) covering three different hospital sizes (small, medium, and large) in their respective countries participated in the two-round Delphi survey. All panelists held leadership roles in EM. The first step involved conducting an extensive literature search on ED working conditions. The second step involved the first Delphi round, which consisted of structured interviews with the panelists. The survey was designed to obtain information concerning important working conditions, comments regarding work-life factors identified from the literature, and ratings of their importance. Interviews were transcribed and analyzed following a standardized protocol. In the second Delphi round, experts rated the relevance of items consolidated from the first Delphi round (classified into ED work system factors, provider health outcomes, and ED work-life intervention approaches). A nearly unequivocal consensus was obtained in four ED work condition categories, including positive (e.g. job challenges, personal motivation, and case complexities) and negative (e.g. overcrowding, workflow interruptions/multitasking, medical errors) ED work conditions. The highly relevant adverse personal health events identified included physical fatigue, exhaustion, and burnout. Concerning intervention practices, the panelists offered a wide spectrum of opportunities with less consensus. Work system conditions exert positive and negative effects on the work life of ED providers across Europe. Although most European countries have varying health care systems, the expert-based survey results presented herein strongly suggest that improvement strategies should focus on system-related external stressors common in various countries. Our findings lay the scientific groundwork for future intervention studies at the local and systemic levels to improve ED provider work life.

Relationship between job challenge and job performance in the Korean Army: The mediating effect of learning agility and the moderating effect of job autonomy

ABSTRACT This study aims to identify the relationship among job challenge, learning agility, job autonomy, and job performance based on job demand-resources model. In particular, this study examined the mediating role of learning agility in the relationship between Job challenge and job performance, which has rarely been conducted. Furthermore, the moderating effect of job autonomy as job resource was explored. The data collected were from army officers and noncommissioned officers (NCO) of the Korean Army (N = 425). We hypothesized that there is a positive relationship among Job challenge and learning agility, Job challenge and job performance, the mediating role of learning agility in the relationship between Job challenge and job performance, and the moderating role of job autonomy. As predicted, we found that Job challenge was positively related to learning agility and job performance. We also found a mediating effect of learning agility on the relationship between Job challenge and job performance. Furthermore, job autonomy moderated the positive relationship between Job challenge and learning agility, although the moderating effect of job autonomy between Job challenge and job performance was not significant. Finally, the indirect relationship between Job challenge and job performance, via learning agility, was stronger for the higher job autonomy group than for the lower job autonomy group. The, theoretical and practical contributions and suggestions for future studies on learning agility and job characteristics are discussed.

Job demands-resources theory: Frequently asked questions.

Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Impact of challenge and hindrance job stressors on informal safety communication of construction workers in China: the moderating role of co-worker relationship

PurposeJob stressors have a considerable influence on workplace safety behaviors. However, the findings from previous studies regarding the effect of different types of job stressors have been contradictory. This is attributable to, among other factors, the effectiveness of job stressors varying with occupations and contexts. This study examines the effects of challenge and hindrance stressors on construction workers' informal safety communication at different levels of coworker relationships.Design/methodology/approachA three-dimensional framework of informal safety communication is adopted, including self-needed, citizenship and participatory safety communication. Stepwise regression analysis is then performed using questionnaire survey data collected from 293 construction workers in the Chinese construction industry.FindingsThe results demonstrate that both challenge and hindrance stressors are negatively associated with self-needed and citizenship safety communication, whereas their relationships with participatory safety communication are not significant. Meanwhile, the mitigation effects of the coworker relationship (represented by trustworthiness and accessibility) on the above negative impacts vary with the communication forms. Higher trustworthiness and accessibility enable workers faced with challenge stressors to actively manage these challenges and engage in self-needed safety communication. Similarly, trustworthiness promotes workers' involvement in self-needed and citizenship safety communication in the face of hindrance stressors, but accessibility is only effective in facilitating self-needed safety communication.Originality/valueBy introducing the job demands-resources theory and distinguishing informal safety communication into three categories, this study explains the negative effects of challenge and hindrance job stressors in complex and variable construction contexts and provides additional clues to the current inconsistent findings regarding this framework. The diverse roles of challenge and hindrance job stressors also present strong evidence for the need to differentiate between the types of informal safe communication.

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.

Job satisfaction in the performance of personnel in a Peruvian Ministry

The objective of the research is to determine the influence of job satisfaction on the performance of personnel in a Peruvian Ministry, where the design is non-experimental, basic type, the scope is explanatory, with a cross-sectional, quantitative approach. The sample consists of 304 workers, the technique is the survey and the instrument is the questionnaire. It was found that 58.6% consider their job satisfaction to be fair, where the most important dimension is “Job challenge” and the one to be improved is “Reward for effort”; and 81.3% consider their job performance to be adequate, where the most important dimension is “Labor relations” and the one to be improved is “Teamwork”. It was concluded that job satisfaction influences staff performance, given the chi-square = 118.477 (p = 0.000) and Nagelkerke's R2 = 0.490; similarly, there is an influence in each of the dimensions of the independent variable (Challenging work, working conditions, institutional support and reward for effort) on the dependent variable.

Basic competency for Elementary School teachers in teaching music

Competence is a skill that everyone must possess to complete various tasks. With constantly evolving work challenges, competencies must always follow the dynamics of the development of job challenges. This study revealed the phenomenon of the profession of a class teacher in elementary school education, which has significant challenges in the teaching and learning process and is a big concern for the government. Therefore, understanding the phenomenon of teachers as an educator profession is very important in understanding how to design and increase the professional competence of classroom teachers in musical instruments, such as recorders. The research will focus on the class teacher who teaches the art of music through recorders at the elementary school in the field of art knowledge, particularly the music arts. This study explores the problems of how classroom teachers achieve essential competencies to teach music knowledge. The data collected results from observations of classroom teacher training on music art learning organized in collaboration between Yamaha Education and the Ministry of Education and Culture in 2022. In training to improve the competence of class teachers, many need to be revealed and need solutions. So, this study aims to design various things that can improve the competence of elementary school class teachers in providing knowledge of music art. This study's data collection and analysis method uses a qualitative tradition through a case study approach for elementary school teachers. Keywords: teacher competence, elementary school, music arts, recorder

Young peple in rural areas: diverse, unfulfilled and employment challenges

Globally there are 1.2 billion young people between the ages of 15 and 24, 16 percent of the total population and nearly 90 percent of them live in developing countries. Young people are key agent of change, with enormous innovation potential. Rural youth are generally diverse and unfulfilled as they have access to less services and do not have the same opportunities to get involved in youth work and non- formal learning as their peers living in urban areas. This study analyzed the various job challenges for rural youth to using survey method along with simple random sampling technique. There are various challenges that were faced by rural youth such as lack of knowledge, skills, technology, transportation problems and poor economic conditions which leads to mental stress and poor life style for rural youth.

The effects of leadership levels and gender on leader well-being.

Previous research examining differences in levels of well-being between leaders and nonleaders has yielded mixed results. To explain the inconsistencies, we compare levels of well-being among nonleaders, mid-level leaders, and high-level leaders. Drawing from the job demands-resources model (Bakker & Demerouti, 2007, 2017) and the expanded version proposed by Crawford et al. (2010), we anticipate mid-level leaders will have lower levels of well-being compared to senior leaders and nonleaders, and females will be more vulnerable than males in mid-level leadership. In Study 1, we use multilevel models and propensity score matching (N = 24,067) and find mid-level leaders have worse general health conditions compared to nonleaders and high-level leaders, and that this effect is more pronounced among females. In Study 2, we collect experience sampling data from workers (N = 86; 1,634 observations) who completed a short survey four times daily for five consecutive working days. Mid-level leaders report more end-of-day negative emotions than high-level leaders and nonleaders, mediated by higher job demands and lower levels of job control to combat the negative effects of job demands; an effect that is particularly pronounced among female respondents. In Study 3, we use a two-wave time-lagged survey study (N = 330) and find middle managers have more challenge and hindrance job demands than nonleaders, and insufficient job control to offset the negative effects of job demands. Female middle managers report the most physical health symptoms and enjoy less eudaemonic well-being than their male counterparts. We conclude that leadership levels and gender have important and overlooked impacts on well-being. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

임파워링 리더십이 적응수행에 미치는 영향

Purpose - This study examined the effect of empowering leadership on adaptive performance and verified the mediating effect of job challenge in the relationship between empowering leadership and adaptive performance. Additionally, this study investigated the moderating effect of agentic and communal traits in the relationship between supervisor's empowering leadership and adaptive performance of subordinates.&#x0D; Design/methodology/approach - This study used data collected from 279 participants via an online platform. Multiple regression analysis, bootstrapping, hierarchical regression analysis, and simple slope test were used to analyze the data.&#x0D; Findings - First, supervisor's empowering leadership had a positive effect on adaptive performance. Second, job challenge was found to mediate the relationship between supervisor's empowering leadership and adaptive performance. Third, the agentic trait showed a moderating effect on strengthening the relationship between supervisor's empowering leadership and adaptive performance. However, communal trait did not show a moderating effect.&#x0D; Research implications or Originality - This study examined the moderating effect of agentic traits in the relationship between empowering leadership and adaptive performance, which has not been investigated before.

한국어 교사의 집단적 교사효능감과 직무도전성에 관한 연구

This study aims to examine the relationship between collective teacher efficacy and job challenge of Korean language teachers. Study participants were instructors teaching Korean language at university-affiliated institutions in Korea. To measure the collective teacher efficacy that Korean language teachers can experience in educational institutions, the collective teacher efficacy and job challenge scales created in previous studies were modified and applied to Korean language education. The results showed that enhancing collective teacher efficacy can influence the development of individual teacher competence.

Phân tích hiệu quả kinh tế chăn nuôi bò sữa của nông hộ huyện Đơn Dương, tỉnh Lâm Đồng

Based on the content of the previous two projects, the objective of this project is to collect quantitative data through a survey questionnaire and qualitative data through in-depth interviews. The author uses both methods simultaneously to collect data in both breadth and depth, to gain an overall understand of the topic. After collecting quantitative and qualitative data from 301 valid survey questionnaires, the author uses statistical software such as SPSS and AMOS to analyze the data. Both qualitative and quantitative analyses produced consistent results. Specifically, (1) Factors such as welfare policies, training activities, recruitment and selection, information sharing, job challenges, delegation of authority in the enterprise, and safe working environment have a positive impact on employee commitment to the organization; (2) Employee commitment has a positive impact on the quality of human resources; (3) The quality of human resources has a positive impact on the development of human resources. The findings of this topic provide us with an objective and overall view of the field of human resource development in organizations. From this, we can develop practical policies to apply in management practices to continuously improve the quality and performance of human resources.

Phát triển nguồn nhân lực ngành công nghiệp Thành phố Hồ Chí Minh trước bối cảnh Cách mạng Công nghiệp 4.0

Based on the content of the previous two projects, the objective of this project is to collect quantitative data through a survey questionnaire and qualitative data through in-depth interviews. The author uses both methods simultaneously to collect data in both breadth and depth, to gain an overall understand of the topic. After collecting quantitative and qualitative data from 301 valid survey questionnaires, the author uses statistical software such as SPSS and AMOS to analyze the data. Both qualitative and quantitative analyses produced consistent results. Specifically, (1) Factors such as welfare policies, training activities, recruitment and selection, information sharing, job challenges, delegation of authority in the enterprise, and safe working environment have a positive impact on employee commitment to the organization; (2) Employee commitment has a positive impact on the quality of human resources; (3) The quality of human resources has a positive impact on the development of human resources. The findings of this topic provide us with an objective and overall view of the field of human resource development in organizations. From this, we can develop practical policies to apply in management practices to continuously improve the quality and performance of human resources.

Pengaruh Pendidikan Tinggi terhadap Tantangan Dunia Kerja

This research is about higher education and the challenges of the world of work. The research method used is qualitative with a literal study with qualitative data collection by finding and compiling data obtained from several sources or systematically arranged research. From the observations that have been obtained that it takes the cooperation of various parties. Skills or skills are still being developed so that after graduation they have no difficulty in finding work rather than just relying on the cognitive (knowledge) aspect.&#x0D; Keywords: Higher Education, Job Challenges, Unemployment&#x0D;