Job Demand-control Model Research Articles

Measurement of psychosocial factors in work environment: application of two models of occupational stress

To test the reliability and validity of the Chinese version of Job Content Questionnaire (JCQ) and Effort-Reward Imbalance Questionnaire (ERI) based on the Job Demand-Control Model and Effort-Reward Imbalance Model respectively. 928 health care workers in hospitals were investigated in this study. The self-administered questionnaires were used to assess the psychosocial work environment, including job demand, control, social support, extrinsic effort, reward, and overcommitment. Mean while, the internal consistency reliability, construct validity and criterion validity were evaluated. The Cronbach's alpha coefficients for 6 scales were acceptable (0.56 approximately 0.82); factor analysis showed the close fitness with the theoretical constructs, though the "job demand" and "overcommitment" scales were still questioned; moreover, both demand-control and effort-reward imbalance were independently related to depressive symptom (OR: 1.63 approximately 2.64, P < 0.01), indicating the satisfactory criterion validity. Both Job Demand-Control Model and Effort-Reward Imbalance Model, with their relevant questionnaires were reliable and valid methods for measuring the psychosocial work environment and assessing the occupational stress among Chinese working population and further revision is necessary.

Planning behavior and perceived control of time at work

AbstractThis study investigated two mediation models of time management. The first model consisted of parts of Macan's (1994) model. The second model combined this model with Karasek's (1998) Job Demand–Control model. Two sets of self‐report questionnaires were collected and were analyzed using structural equation modeling. The first model, in which perceived control of time was hypothesized to fully mediate the relation between planning behavior and work strain, job satisfaction, and job performance, was found to be less adequate than the second model, which added workload and job autonomy as independent variables. Results also indicated that partial, rather than full, mediation of perceived control of time fitted the data best. The study demonstrated the importance of studying both planning behavior and job characteristics, which was not part of past research. Copyright © 2004 John Wiley &amp; Sons, Ltd.

A review of empirical studies on the model of effort–reward imbalance at work: reducing occupational stress by implementing a new theory

The present study reviews empirical studies of a new occupational stress model of effort–reward imbalance at work to examine its validity as an occupational stress measure and the theory-based intervention approach to occupational stress reduction. The effort–reward imbalance model is valid for demonstrating a stressful work environment that reflects the current labor market and predicts health conditions among a wide range of working populations. The stressful aspects of work measured by the effort–reward imbalance model are different from those shown in the job demand–control model, and the adverse health effects are independent of each other, which suggests that the two models are complementary. The evidence indicates that it is efficient to select psychosomatic symptoms as short-range target outcomes and sick leave as a medium-range target outcome of the theory-based intervention. In addition, it would be preferable to simultaneously measure job satisfaction, morale, motivation, and performance as organizational level outcomes. Although employees engaged in diverse occupations can be target populations, high effectiveness is expected, particularly in service occupations that work shifts. Studies are necessary to determine how long and how intensely interventions are implemented. Target work environments are selected from the perspective of securing or improving employees’ sense of fairness and reciprocity by approaching them. Since the theory-based intervention depends largely on organizational changes that are beyond the individual employees’ ability, the cooperation of employers is necessary.

Resident-oriented care in nursing homes: effects on nurses.

In a resident-oriented care model the assignment of patients to primary nurses takes place. These primary nurses are responsible for the total nursing care of their patients and make use of the nursing process. According to job demand-control models, these enlarged and enriched jobs can be described in terms of autonomy, job demands and social support, and the presence of these work characteristics has a positive influence on workers' psychological and behavioural outcomes. This paper reports a study to investigate the extent to which the various features of resident-oriented care were implemented and its effects nurses' on work characteristics and on psychological and behavioural outcomes in three Dutch nursing homes. In a quasi-experimental design, experimental and control groups were followed over 22 months, using a pretest and two post-tests with questionnaires, interviews and qualitative observations. The quantitative data showed significant increases in resident assignment, the two variables measuring the nursing process and, in the psycho-geriatric experimental group, on resident-oriented tasks. The qualitative data showed that a partly task-oriented division of labour was still used and that the planned delegation of coordination tasks to primary nurses was not fully achieved. Effects on work perceptions were limited. After implementation of the new system, the experimental group showed an increase in job autonomy. The intervention appeared to be only partly successful. Most of the expected results regarding work characteristics and psychological and behavioural outcomes did not materialize. Theoretical and methodological reflections are presented in the light of these findings.

Relationship of Sense of Coherence to Other Psychosocial Indices

Summary: The concept of “sense of coherence” (SOC) has been widely recognized since it was first introduced by Antonovsky. The originality and usefulness of the SOC scale and its relation to other psychosocial measures has been the subject of lively debate. The aim of this paper was to test for associations between SOC and work-related psychosocial factors (mainly the Job Demand-Control model), general living conditions, education, and social network factors. Cross-sectional data from a population-based sample of 1782 rural males from nine counties in Sweden were analyzed with a multiple regression technique. The subjects were occupationally active at inclusion and the mean age was 50 years (range 40-60). SOC was assessed with the original 29-item questionnaire. Psychosocial variables and lifestyle factors were assessed using questionnaires and structured interviews. The mean SOC among the subjects was 152.3 (standard deviation, 19.4). A strong negative correlation was found between SOC and job demand, whereas a positive correlation with job control was demonstrated. A positive correlation with general living conditions and with social support was also found. However, there was no correlation to education and occupation. Thus, SOC was shown to be strongly correlated to work-related psychosocial factors and social support, but independent of sociodemographic factors.

Adjusting to job demands: The role of work self-determination and job control in predicting burnout

This study examined the dynamic interplay among job demands, job control, and work self-determination in order to predict burnout dimensions. A three-way interaction effect was found between job demands, job control and work self-determination in predicting each dimension of burnout (emotional exhaustion, depersonalization, and personal accomplishment). Overall, results showed that job control moderates the unhealthy effects of job demands in predicting emotional exhaustion and depersonalization only for employees with high levels of work self-determination. In addition, job control increases the relation between job demands and the sense of personal accomplishment only for employees with high levels of work self-determination. These results are discussed in light of the Job Demand–Control model.

Construct Validity and Reliability of the Finnish Version of the Demand-Control Questionnaire in Two Samples of 1028 Teachers and 630 Nurses

The job demand-control (JDC) model has dominated research into occupational stress for the last 20 years. Two concepts lie at the core of the demand-control model: job demands and job control. Control is also referred to as decision latitude and the concept has two facets: decision authority and skill discretion. The purpose of the current study was to conduct an empirically correct specification of the key concepts of the JDC model. The Scandinavian version of an instrument assessing the key concepts of the model was used and the objective of the study was to test the validity and reliability of the Finnish version of the job content questionnaire (JCQ) among teachers and nurses. Altogether 1028 teachers and 630 nurses participated. Exploratory factor and confirmatory analyses were employed to assess the factorial structure of the Finnish version of the JCQ and to evaluate which factorial model fitted the data best. Analyses indicated a factor solution with two factors: job demands and decision authority. The confirmatory factor analyses supported the results from the exploratory factor analyses. The model which fitted the data best was the model with two oblique factors with the items measuring skill discretion removed. Based on the results of exploratory and confirmatory factor analyses it seems reasonable to measure job demands and control in this sample with two factors: demand and decision authority.

Association between job characteristics and health behaviors in Japanese rural workers.

Associations between job characteristics defined by the Karasek's job demand-control model and health behaviors were investigated in a cross-sectional analysis of 6,759 Japanese rural workers. High psychological demands were associated with heavy smoking, exaggerated prevalence of alcohol drinking, and high work-related physical activity. Low job control was associated with lower consumption of vegetables, a smaller quantity number of cigarettes smoked, and a low level of work-related physical activity. Job strain, a combined measure obtained from the ratio of demands to control, was associated with lower vegetable consumption, low prevalence of smoking, and high prevalence of current alcohol drinking. Stratified analyses by occupations and gender provided some but not all of the explanations for the unexpected findings. The results indicate a possible association between psychosocial job characteristics and health behaviors. A few unexpected findings prevent complete support to one of the hypothetical pathways that the job characteristics lead to cardiovascular disease through behaviors.

Learning new behaviour patterns: A longitudinal test of Karasek's active learning hypothesis among Dutch teachers

This investigation deals with the active learning hypothesis in Karasek and Theorell's (1990) job demands-control model. The active learning hypothesis holds that high levels of learning and self-efficacy will occur among incumbents of high job demands/high job control jobs, whereas low levels of learning and self-efficacy will be found in low demands/low control jobs. This study tested these notions in the context of a two-wave study conducted over a period of one year among 876 Dutch teachers. Regression analysis revealed that job demands had a lagged negative (rather than a positive) effect on learning and self-efficacy; as expected, job control had a positive effect. Thus, the highest levels of learning and self-efficacy were found among incumbents of high control/low demands jobs (and not among incumbents of high control/high demands jobs). Further, the effects of changes in work characteristics on changes in learning behaviour and self-efficacy were examined, providing additional evidence that especially the transition from a low demands/low control to a high demands/low control job is associated with a strong deterioration of learning and self-efficacy. It is concluded that future research should address the interrelationships between learning and strain, preferably using longitudinal designs.

The Association between Job Demand, Control and Depression in Workplaces in Japan

Journal of Occupational HealthVolume 44, Issue 6 p. 427-428 Short CommunicationFree Access The Association between Job Demand, Control and Depression in Workplaces in Japan Kazuyo Kitaoka-Higashiguchi, Kazuyo Kitaoka-Higashiguchi Department of Nursing, Faculty of Nursing, Ishikawa Prefectural Nursing University Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorHideaki Nakagawa, Hideaki Nakagawa Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorYuko Morikawa, Yuko Morikawa Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorMasao Ishizaki, Masao Ishizaki Department of Hygiene, Kanazawa Medical UniversitySearch for more papers by this authorKatsuyuki Miura, Katsuyuki Miura Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorYuchi Naruse, Yuchi Naruse Department of Nursing, Faculty of Medicine, Toyama, Medical and Pharmaceutical UniversitySearch for more papers by this authorTeruhiko Kido, Teruhiko Kido Department of Nursing, School of Health Sciences, Faculty of Medicine, Kanazawa University, JapanSearch for more papers by this author Kazuyo Kitaoka-Higashiguchi, Kazuyo Kitaoka-Higashiguchi Department of Nursing, Faculty of Nursing, Ishikawa Prefectural Nursing University Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorHideaki Nakagawa, Hideaki Nakagawa Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorYuko Morikawa, Yuko Morikawa Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorMasao Ishizaki, Masao Ishizaki Department of Hygiene, Kanazawa Medical UniversitySearch for more papers by this authorKatsuyuki Miura, Katsuyuki Miura Department of Public Health, Kanazawa Medical UniversitySearch for more papers by this authorYuchi Naruse, Yuchi Naruse Department of Nursing, Faculty of Medicine, Toyama, Medical and Pharmaceutical UniversitySearch for more papers by this authorTeruhiko Kido, Teruhiko Kido Department of Nursing, School of Health Sciences, Faculty of Medicine, Kanazawa University, JapanSearch for more papers by this author First published: 28 March 2003 https://doi.org/10.1539/joh.44.427Citations: 11 Correspondence to: K. Kitooko, Ishikawa Prefectural Nursing University, Tsu 7-1 Nakanuma, Takamatsu-machi, Kahoku-gun, Ishikawa 929-1212, Japan AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. References 1RA Karasek: Job demands, job decision latitude, and mental strain: Implications for job redesign. Adm Sci Quart 24, 285– 308 (1979) 2J De Jonge, MMEN Reuvers, ILD Houtman and MAJ Kompier: Linear and nonlinear relations between psychosocial job characteristics, subjective outcomes, and sickness absence: Baseline results from SMASH. J Occup Health Psychol 5, 256– 268 (2000) 3Karasek R. Job content questionnaire and user's guide. 1985—Revision 1.1. Lowell (MA): University of Massachusetts, Department of Work Environment, 1985. 4N Kawakami, F Kobayashi, S Araki, T Haratani and H Furui: Assessment of job stress dimensions based on the Job Demands-Control model of employees of telecommunication and electric power companies in Japan: Reliability and validity of the Japanese version of the Job Contend Questionnaire. Int J Behav Med 2, 358– 375 (1995) 5N Kawakami and Y Fujigaki: Reliability and validity of the Japanese version of Job Content Questionnaire: Replication and extension in computer company employees. Ind Health 34, 295– 306 (1996) 6WWK Zung. A self-rating depression scale. Arch Gen Psychiat 12, 63– 70 (1965) 7Fukuda K, Kobayashi S. Japanese version SDS (self-rating depression scale): Manual. Kyoto (Japan): Sankyobou, 1983. 8Karasek R, Theorell T. Healthy work. New York (NY): Basic Books, 1990. 9JV Johnson and EM Hall: Job strain, work place social support and cardiovascular disease: A cross sectional study of a random sample of the Swedish working population. Am J Public Health 78, 1336– 1342 (1988) Citing Literature Volume44, Issue6November 2002Pages 427-428 ReferencesRelatedInformation

Self-efficacy specificity and burnout among information technology workers: An extension of the job demand-control model

The aim of the present study is to test the moderating role of levels of self-efficacy specificity (i.e., generalized and computer self-efficacy) in the Job Demand-Control (JD-C) Model, and its effects on burnout (i.e., exhaustion and cynicism). Previous research on Karasek's model failed to corroborate the demand control interaction effect on different strain variables. In order to refine and extend the JD-C model, we propose a specific measure for job demands (i.e., quantitative overload) as well as for job control (i.e. method and time control). Furthermore, research on self-efficacy beliefs shows that the more specific the self-efficacy beliefs, the more predictive they are. In the current study, two levels of self-efficacy beliefs are introduced as moderators (i.e., generalized and computer self-efficacy). Based on data collected from 405 workers using information technology in their jobs, the expected Job Demand Control Interaction effect was found in both burnout dimensions (i.e., exhaustion and cynicism) as predicted by the JD-C model. In addition, the more specific level of self-efficacy (i.e., computer self-efficacy) moderated the relationship between job demands and control and levels of burnout dimensions as expected. Limitations of the study and its practical implications are discussed.

Psychosocial work environment and psychological well‐being: assessment of the buffering effects in the job demand–control (–support) model in BELSTRESS

AbstractThe Karasek Job Demand–Control model has as its central tenet the so‐called ‘strain hypothesis’, stating that the most adverse health outcomes are to be expected in ‘high strain’ jobs characterized by high job demands and low job control. Later, this model was elaborated, stating that ‘isolated’ high strain workers experiencing low worksite social support are even more worse off. This is labelled the ‘iso‐strain hypothesis’. However, in the literature, the question was raised whether a high level of job control may (1) mitigate or buffer the effects of high job demands on psychological well‐being, or alternatively whether (2) a high level of social support may buffer the negative impact of high strain on psychological well‐being. In this study among 16 335 male workers and 5084 female workers in Belgium, four indicators of psychological well‐being are considered: feelings of depression, feelings of fatigue, sleep problems and use of psychoactive drugs. Both in men and in women, the general strain hypothesis and the iso‐strain hypothesis alike are corroborated regarding the cross‐sectional associations adjusted for age, level of education and living situation. This is most clear with respect to feelings of depression, less so with respect to the use of psychotropic drugs. The buffer hypotheses however are definitely not supported by our data. Copyright © 2002 John Wiley &amp; Sons, Ltd.

Arterial blood pressure and blood lipids as cardiovascular risk factors and occupational stress in Taiwan

Background: This study is to determine whether occupational stress (defined as high psychological demands and low decision latitude on the job) is associated with increased blood pressure and abnormal level of blood lipids as cardiovascular risk factors. Methods: We conducted a cross-sectional study at three work sites of 526 white-collar male workers aged 20 to 66 years without evidence of cardiovascular disease. Systolic, diastolic blood pressure, serum total, high-density lipoprotein cholesterol and plasma triglyceride were measured. Occupational stress index was derived from data collected in the job strain questionnaire. Results: In multiple linear regression models, occupational stress index was significantly related to diastolic blood pressure and plasma triglyceride, after adjusting for age, education, smoking, and alcohol consumption. A higher occupational stress index was directly associated with higher systolic, diastolic blood pressure and higher level of plasma triglyceride. Conclusions: These data from a white-collar working population confirm independent relations between occupational stress defined in the job demand–control model and diastolic blood pressure observed in predominantly Western populations and extend the range of associations to plasma triglyceride than do previous studies.

Emotional job demands and burnout among oncology care providers

Recent studies by Söderfeldt et al. (1996) and de Jonge et al. (1999) have demonstrated that Karasek's operationalization of job demands in his well-known Job Demands-Control (JD-C) Model (Karasek, 1979), i.e. quantitative demands, cannot capture the complexities of working with patients or clients in health care work. In the current study on burnout among 816 Dutch oncology care providers, the “traditional” JD-C Model was extended by including two types of emotional job demands. Moreover, “susceptibility to emotional contagion” was included as a potential moderator of the relationship between emotional job demands and burnout. Emotional job demands significantly contributed to the prediction of burnout, after controlling for quantitative job demands and job control. In addition, care providers' susceptibility to emotional contagion moderated the relationship between “confrontation with death and dying” and burnout. Care providers high in susceptibility to emotional contagion were more “vulnerable” to the stress associated with high emotional demands than their counterparts.

Towards a match between job demands and sources of social support: A study among oncology care providers

Recent studies have demonstrated that Karasek's operationalization of job demands in his well-known Job Demand-Control (JD-C) model (Karasek, 1979), i.e., quantitative demands, cannot capture the complexities of working with patients or clients in health care work. In the present study on burnout among 816 Dutch oncology care providers, the model was extended by including, apart from quantitative demands, emotional job demands and organizational job demands. Moreover, the study examined the potential moderating role of three different sources of social support (colleagues, supervisor, and family) on the relationship between job demands and burnout thereby predicting a specific match between the source of social support and the type of job demand. The results showed that particularly quantitative job demands and organizational job demands significantly contributed to the prediction of burnout. In addition, social support from the family moderated the relationship between quantitative demands and depersonalization, and social support from colleagues moderated the relationship between emotional demands and depersonalization.

Work stress and work-based learning in secondary education: testing the Karasek model

In this study the Job Demand-Control model was used to study the quality of working life of Dutch secondary teachers. The Job Demand-Control model of Karasek is a theoretical model in which stress and learning are both considered as dependent variables which are influenced by three different task characteristics: job demands, job control, and social support. This model was tested for Dutch secondary teachers (n = 542). Results shed light on the relationship between stress and learning, on the one hand, and the effects of task characteristics on work stress and on work-based learning, on the other hand. It is concluded that the relationship between stress and learning is mediated by the amount of job control as the model predicts. However, the results also reveal that the Karasek model is better suited for explaining stress than for explaining learning. To explain work-based learning variables other than task characteristics have to be taken into account.

The association between job skill discretion, decision authority and burnout

This paper reports on the relationship between dimensions of control (skill discretion and decision authority) and burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) among 164 human service workers. It examines the differential influence of job demands, control (skill discretion and decision authority) and social support (supervisor, co-workers, others) on each burnout dimension. Then it examines the moderating effects of higher skill discretion, higher decision authority, and higher social support on burnout. Low skill discretion was found to be associated with high emotional exhaustion and depersonalization and low personal accomplishment. The effects of decision authority were not statistically significant. High job demands were associated with high emotional exhaustion only. Social support (supervisor, co-worker, and others) was not associated with burnout when demographic variables and job characteristics were controlled for. Neither dimension of control moderated the impact of high job demands on burnout. Social support did not moderate the impact of high demands, low skill discretion, or low decision authority on any burnout dimension. The full model explained 44% of the variance in emotional exhaustion, 25% in depersonalization, and 42% in personal accomplishment. Despite its limitations, the study suggests that the Job Demand-Control model may provide a useful theoretical foundation for the study of burnout, but that the control dimensions need to be evaluated independently since they appear to be differentially related to the burnout dimensions.

Job strain, effort-reward imbalance and employee well-being: a large-scale cross-sectional study

This study investigated the effects of the Job Demand-Control (JD-C) Model and the Effort-Reward Imbalance (ERI) Model on employee well-being. A cross-sectional survey was conducted comprising a large representative sample of 11,636 employed Dutch men and women. Logistic regression analyses were used. Controlling for job sector, demographic characteristics (including educational level) and managerial position, employees reporting high job demands (i.e. psychological and physical demands) and low job control had elevated risks of emotional exhaustion, psychosomatic and physical health complaints and job dissatisfaction (odds ratios ranged from 2.89 to 10.94). Odds ratios were generally higher in employees reporting both high (psychological and physical) efforts and low rewards (i.e. poor salary, job insecurity and low work support): they ranged from 3.23 to 15.43. Furthermore, overcommitted people had higher risks of poor well-being due to a high effort — low reward mismatch (ORs: 3.57–20.81) than their less committed counterparts (ORs: 3.01–12.71). Finally, high efforts and low occupational rewards were stronger predictors of poor well-being than low job control when both job stress models were simultaneously adjusted. In conclusion, our findings show independent cumulative effects of both the JD-C Model and the ERI Model on employee well-being and are not significantly different in men and women as well as in young and old people. In particular, high (psychological and physical) efforts and low rewards adversely affected employee well-being. Preliminary findings also indicate excess risks of poor well-being in overcommitted persons suffering from high cost — low gain conditions at work.

Job stress and psychosomatic health complaints among Dutch truck drivers: a re-evaluation of Karasek's interactive job demand-control model

Karasek's Job Demand–Control Model (JD-C Model) assumes that decision latitude (control) moderates the impact of job demands on health and well-being. It was proposed that lack of evidence for this core ‘interaction hypothesis’ was a consequence of an inadequate conceptualization of decision latitude. Taking this proposition into consideration, we re-evaluated the JD-C Model using a sample of 517 Dutch truck drivers. Regression analyses revealed a significant job demands by job control interaction effect as well as significant main effects of the two independent variables on psychosomatic health complaints. However, the magnitude of the interaction effect was very small. Therefore, it was concluded that the interaction hypothesis was not supported in the present study. Copyright © 2000 John Wiley & Sons, Ltd.

Job stress and psychosomatic health complaints among Dutch truck drivers: a re‐evaluation of Karasek's interactive job demand–control model

Job stress and psychosomatic health complaints among Dutch truck drivers: a re‐evaluation of Karasek's interactive job demand–control model