Job Demands-resources Model Research Articles

Technostress and disengagement from knowledge sharing: insights from pre-pandemic and mid-pandemic data sets

PurposeThis study aims to examine a common failure in knowledge sharing, called disengagement from knowledge sharing (DKS), and investigates how technostress may contribute to this unintentional withholding of knowledge for knowledge workers. The authors apply the Job Demands-Resources (JD-R) model to explain the dual path of technostress creators and inhibitors on DKS via burnout and job engagement. The authors also examine how the pandemic and the changes in remote work and information and communication technology (ICT)-related stress may have impacted DKS.Design/methodology/approachUsing a time-lag survey, two independent samples of knowledge workers who use information and communication technologies for their jobs were surveyed during early 2020 and mid-2021. Analyses were completed with partial least squares-structural equation modelling.FindingsTechnostress (via the JD-R model) explained DKS. Technostress creators were positively associated with burnout, which was in turn positively related to DKS. Technostress inhibitors were positively associated with job engagement, which in turn was also positively related to disengagement to knowledge sharing. Technostress inhibitors were negatively associated with burnout. Results from the multigroup analysis indicated that technostress inhibitors had a stronger relationship with engagement pre-pandemic than mid-pandemic.Originality/valueThis research addresses a more common source of knowledge sharing failures and illustrates how ICTs may impact this DKS via burnout and job engagement. In addition, this research captures a change in relationships associated with the pandemic.

Does ESG Affect Mental Health of Employees? Focusing on the Moderating Effects of Job Crafting and Relationship Conflict

This study examines the dark side of ESG, which has emerged as a new paradigm in that the con-cept is broad and must respond to stakeholder pressure. This study aims to conceptualize Envi-ronmental, Social, and Governance (ESG) stress, or the stress experienced by employees due to ESG, and empirically analyze its impact on mental health. We also examined the moderating effects of job crafting and relationship conflict using the job demand-resource model. Based on a survey of 228 ESG managers with at least five years of work experience, the results of the regres-sion analysis are as follows. First, ESG stress (ESG complexity and ESG uncertainty) was found to cause depression, a negative mental health outcome. Second, job creation was found to moderate depression caused by ESG stress (ESG complexity and ESG uncertainty). Third, relationship conflict was found to reinforce depression caused by ESG stress (ESG complexity and ESG uncertainty). This study is significant because it identifies the relationship between ESG stress and mental health, as ESG has become a requirement for corporate sustainability. Additionally, this study is expected to extend ESG research by examining the moderating effects of job crafting and relationship con-flict from the JD-R on ESG stress and mental health.

Promoting well-being through happiness at work: a systematic literature review and future research agenda

PurposeOur study aims to understand what is known about happiness at work (HAW) in terms of publication, citations, dimensions and characteristics, as well as how knowledge about HAW is generated regarding theoretical frameworks, context and methods. Additionally, it explores future directions for HAW research.Design/methodology/approachThis paper conducts a systematic literature review of 56 empirical articles published between 2000 and 2022 to comprehensively explore HAW. It examines publication trends, citation patterns, dimensions, characteristics, theoretical frameworks, contextual factors and research methodologies employed in HAW studies.FindingsOur findings suggest that while HAW research has gained momentum, there is still a need for exploration, particularly in developing countries. Various theoretical frameworks such as the job demand-resources model, social exchange theory and broaden-and-build theory are identified, with suggestions for the adoption of less popular theories like the positive emotion, engagement, relationships, meaning and accomplishment (PERMA) model and flow theory for future investigations. The review contributes to workplace happiness literature by offering a comprehensive analysis spanning two decades and provides valuable insights for guiding future research toward exploring factors influencing employee well-being.Originality/valueOur article offers a structured analysis of HAW literature, emphasizing the necessity for more extensive research, especially in developing nations. It provides valuable insights into the theories and dimensions associated with HAW, guiding future research and assisting organizations in formulating strategies to enhance employee happiness and overall well-being.

Implementing digital technologies in the school setting – how does it relate to work environment?

ABSTRACT Despite the extensive introduction of digital technologies in working life and the demand for the public sector, including schools, to digitalise, there is limited research on the relationship between digitalisation and the work environment. The aim of this article is therefore to explore how implementation processes of digital administrative and communication systems and teaching tools interact with work-related demands and resources experienced in schools. The Normalisation Process Theory (NPT) and Job Demand-Resources model (JDR) were used to analyse experiences of digitalisation and the work environment of employees, managers, strategists and health and safety officers in schools in Sweden. The study, based on semi-structured interviews with 25 participants, shows that the lack of resources and a too-high workload were reported as problematic and challenging in the introduction of digital technology. Collegial cooperation and decision-making opportunities, on the other hand, seemed to enhance the digitalisation process and to some extent even bridge over the weaknesses of strained time resources and high workload.

New nurses’ practice environment, job stress, and patient safety attitudes: a cross-sectional study based on the job demands-resources model

BackgroundPatient safety is paramount for all healthcare agencies. Health professionals' lack of patient safety competencies threaten patients’ lives, and increase patients, families, hospitals, and social burdens. The new nurse-related patient safety issues have particularly attracted much attention. The aim of this study was to examine the impacts of practice environment and job stress on new nurses' patient safety attitudes by employing the job demands–resources model.MethodsThe study used a cross-sectional structural equation modeling (SEM). A convenience sample of 370 new nurses was recruited from seven tertiary hospitals in Anhui province, China, from April 2022 to August 2022. Data were collected using self-report questionnaires including the Chinese version of the Nurse Job Stressors Scale, the Practice Environment Scale, and the Safety Attitudes Questionnaire.ResultsNew nurses' patient safety attitudes scores were moderate (126.99 ± 14.39). Practice environment had a significant direct effect on job stress (β = -0.337, t = 6.120), patient safety attitudes (β = 0.604, t = 13.766), practice environment had an indirect effect on patient safety attitudes through job stress (β = 0.066, t = 3.690), and the indirect effect accounted for 9.9% of the total effect. This model was able to explain 48.3% of patient safety attitudes with moderate prediction accuracy.ConclusionsThis study emphasizes the importance of improving new nurses' attitudes toward patient safety. Hospital administrators should develop policies and strategies to address job characteristics, and establish a favorable work environment to reduce new nurses' job stress as well as to improve patient safety.

A one-year prospective study of organizational justice and work attitudes: an extended job demands-resources model

A one-year prospective study of organizational justice and work attitudes: an extended job demands-resources model

Predictors and mediators of work-related stress among Hong Kong police officers: a quantitative secondary survey data analysis

PurposeThe aim of this study is to examine predictors and mediators of work-related stress among Hong Kong police officers.Design/methodology/approachQuantitative secondary survey data were used, based on surveys collected from 335 police officers in Hong Kong between May and June in 2020.FindingsIt was found that operational stressors were directly and positively related to work-related stress among Hong Kong police officers. The more the operational stressors, the more the work-related stress. It was also found that internal procedural justice had an indirect effect on work-related stress via work engagement among Hong Kong police officers. More internal procedural justice fostered an increased work engagement, causing less work-related stress.Research limitations/implicationsGiven that the nature of secondary cross-sectional survey data, causal relationships are difficult to make.Originality/valueResults from this study contribute to the expansion of the job demands-resources model (the JD-R model). This study used structural equation modelling (SEM) for quantitative secondary survey data analysis, providing a more accurate understanding of this topic. This study provides insights into how to formulate relevant measures to reduce work-related stress in policing occupation.

The impact of flexible work arrangements on an older grieving population

PurposeAge-inclusive management practices are crucial for addressing the needs of the older workforce, but there is limited research on these practices. One underexplored area is how workplaces can support older employees dealing with the loss of a loved one. The psychological process of loss differs for older employees and can have adverse effects on their ability to perform in the workplace. The purpose of this paper is to explore how workplaces can provide the necessary tools to support their older grieving employees.Design/methodology/approachThis conceptual paper draws on the job-demand resource model and signaling theory to investigate how flexible work arrangements can support older employees after a bereavement and contribute to optimal employee performance.FindingsFlexible work arrangements are theorized to lead to optimal performance via informational support. An ethical climate and stronger cultural competencies are proposed to strengthen this relationship. A theoretical framework is presented for a comprehensive research approach.Originality/valueThis paper advances the current understanding of age-inclusive management and offers a novel perspective on the benefits of flexible working arrangements.

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.

Individual perceptions of leadership emergence in the B2B sector and its impact on perceived team sales performance

Self-managed teams are becoming more prevalent in sales. In such teams, leadership emergence plays a key role, as leaders are often not explicitly appointed but take on leadership implicitly. Previous research has focused primarily on antecedents that predict leadership emergence, paying less attention to conditions under which leadership emergence positively or negatively affects outcomes. Given the high demands placed on sales teams, understanding leadership emergence and its outcomes in the team selling context is of great importance. Using data from 185 sales team members of a business-to-business company, the authors present a conceptual framework that draws on the job demands-resources model. Results show a direct positive effect of salespeople’s individual perceptions of leadership emergence on perceived team sales performance. This effect depends heavily on perceived customer demandingness and competitive intensity. The strong practical relevance of leadership emergence in sales teams has important managerial implications.

Academic Mental Health and Stress Mindset among High School Students: Job Demands-Resources Model

Background: This study aimed to identify stress mindset as an intervention factor for academic stress management within the framework of the Job Demands-Resources Model. We investigated the role of a stress mindset in the relationship between academic demands, resources, burnout, engagement as academic mental health.Methods: From the perspective of academic interpersonal perceptions, 391 first- and second-year high school students were analyzed using a structural equation model consisting of observed variables with demands and resources from parents, teachers, and peers.Results: The low-stress mindset group showed a significant pathway from academic demands to academic burnout. The high-stress mindset group demonstrated pathways from academic resources to academic burnout and engagement.Conclusions: These findings highlight the significance of a stress mindset in enhancing the academic mental health of high school students.

Teacher Tales: Navigating the Complex Landscape of Multiple Tasks in an Elementary School

The study aimed to target into the intricate and multifaceted world of teaching by exploring the experiences of educators a certain elementary school which is anchored on Job Demands-Resources (JD-R) model. A theoretical framework was used to understand this study. Further, the study was grounded in the phenomenological assumptions. The sample population comprised five teachers who were experiencing multiple tasks on the gathered data, the researcher made used IDI and FGD which further analyzed using the thematic content analysis. The experiences were considered important to achieve the educational continuity in line with their navigation in the complex landscape of multiple tasks. The discussion was focused on maneuvering time constraints, facing workload pressures, and handling diversity of their responsibilities. The insights were considered important to achieve the educational continuity in line with their navigation in the complex landscape of multiple tasks. The discussion was focused on performing effective multitasking and continuing professional growth. The study highlighted that elementary school teachers require strong support systems and creative solutions to tackle challenges, including easing workload, preventing burnout, recognizing the importance of multitasking, and prioritizing ongoing professional growth, all aimed at improving the quality of education. Future researchers shall examine how innovative teaching methods and technology impact teachers' workload, and analyze the influence of support systems on teachers in elementary school settings.

The relationships between teacher self‐efficacy, optimism, perceived social support, and burnout: A moderated mediation analysis using the revised job demands–resources model

AbstractUsing the revised job demands–resources model, this study aimed to analyze the direct relationship of teacher self‐efficacy with burnout and its indirect relationship through perceived social support as well as the moderating roles of teacher optimism in these relationships. The study used a Bayesian estimator with structural equation modeling to examine the structural relationships among self‐efficacy, optimism, perceived social support, and burnout, using data collected from a sample of 288 teachers in Elâzığ, a city in the eastern region of Turkey. The results demonstrated the negative relationships between teacher self‐efficacy and optimism with burnout, and the indirect negative relationship between teacher self‐efficacy and burnout through perceived social support. In addition, the present study revealed that the direct relationship between teacher self‐efficacy and perceived social support and the indirect relationship between teacher self‐efficacy and burnout through perceived social support can be strengthened depending on the level of optimism. Recommendations for practitioners, policymakers, and researchers are presented.

A Multi-Wave Study of Factors Associated With Resident Engagement, Depression, Burnout, and Stay Intent.

Many studies have documented the epidemic of mental ill-being among resident physicians, but fewer have focused on mental well-being or on guiding intervention design to make progress toward positive change in residency programs to support resident thriving. Informed by the job demands-resources model (JD-R) and positive psychology, the current study examines 4 potential predictors of residents' ill-being (burnout, depression) and well-being (engagement, stay intent) that are malleable and thus capable of change through intervention: psychological capital (PsyCap), supervising physicians' autonomy-supportive leadership style (ASL), social support, and meaningful work. Three waves of data were collected between November 2017 and September 2018 at a large hospital system in the United States. Due to participant response rates, we were unable to conduct a planned longitudinal analysis. Therefore, for each wave, Bayesian regression analyses were used to examine cross-sectional relationships between the 4 predictors and each outcome. Although findings varied across the study's 3 waves, the outcomes were largely as expected. With only 1 exception (depressive symptoms in Wave 2), meaningful work significantly predicted all outcome variables in the expected direction across all 3 waves. PsyCap significantly predicted burnout, depressive symptoms, and engagement in the expected direction across all 3 waves. ASL significantly predicted engagement in the expected direction across all 3 waves, as well as depressive symptoms and stay intent in 2 waves, and burnout in 1 wave. Social support significantly negatively predicted depressive symptoms in all 3 waves and burnout in 1 wave. Applying the JD-R framework and a positive psychology lens can open new pathways for developing programming to support resident thriving. Meaningful work, PsyCap, ASL, and social support all significantly predicted 1 or more outcomes related to resident thriving (burnout, depression, engagement, stay intent) across all 3 waves. Thus, this study provides theoretical and practical implications for future intervention studies and designing current programming for resident thriving.

The role of school leader support on teacher’s engagement during intervention implementation

ABSTRACT Teacher engagement in the implementation phase of educational interventions has been demonstrated as fundamental to the success of an intervention. However, less is known about what resources or processes can support teacher’s work engagement at this critical time period. In this study, we investigated the role of school leader support on teacher engagement during the implementation of a complex co-teaching intervention for literacy improvement. Data were collected from 150 elementary classrooms from 53 municipalities in southern Norway. Grounded in the Job-Demands Resource model, we used structural equation modeling to investigate associations between leader support, teachers’ perceived usefulness of the co-teaching intervention, and teachers’ work engagement. Contrary to our hypothesis, school leader support was not directly associated with teachers’ work engagement. However, school leader support was positively associated with teachers’ perceived usefulness of co-teaching, and the perception of usefulness was positively related to teachers’ work engagement. In summary, the perceived usefulness of co-teaching fully mediated the association between leader support and teachers’ work engagement. These findings suggest that effective school leaders should inquire and prioritize about teachers’ belief systems when launching change efforts. Ideally, we recommend that teachers be part of the conversation and decision-making in the early stages of interventions.

Leadership for quality 4.0: development and validation of a multidimensional measure

Successful implementation of Quality 4.0 (Q4.0) requires leadership, but the understanding of such leadership among scholars and practitioners is insufficient. The purpose of this paper is to explore a leadership scale to provide insights. This study develops the scale via 3 independent samples of quality personnel according to Hinkin's recommended scale development process. Exploratory factor analysis sheds light on the tri-dimensional structure of the scale, which comprises task-oriented, change-oriented, and relations-oriented behaviours. The results are affirmed by confirmatory factor analysis, which also demonstrates satisfactory reliability and construct validity. To further explore the predictive validity of leadership and delve deeper into its mechanics, based on the Job Demands-Resources (JD-R) model, this study identifies connectivity and challenge stressors as keys to the ‘Black Box’ of the relationship between leadership and thriving at work. Structural equation modelling suggests that leadership has a positive influence on thriving at work, connectivity, and challenge stressors. Connectivity and challenge stressors mediate the relationship between leadership and thriving at work. The Q4.0 leadership scale can be used as a guideline for organisations embracing Q4.0 to select and appoint managers, as well as for quality leaders to evaluate and improve themselves.

Examining the impact of consumers’ showrooming behavior on sales staff job conditions: insights from the Indian apparel retail sector

PurposeThis research aims to investigate the showrooming phenomenon in the context of the evolving omnichannel shopping landscape, which seamlessly integrates both physical and online retail channels. Showrooming, wherein customers browse products in physical stores but ultimately purchase from online competitors, poses a potential threat to the job security and job satisfaction of sales staff in brick-and-mortar (B&M) stores. To address this issue, this study explores the relationship between showrooming, self-efficacy, sales performance, job insecurity and job satisfaction of sales staff, using the job demands-resources (JDR-R) model as a theoretical framework.Design/methodology/approachThis research employs quantitative research methods and gathers data from 219 sales staff working in Indian retail stores. Structural equation modeling is used to test the proposed hypotheses.FindingsThe results indicate that showrooming is associated with a decrease in the self-efficacy, sales performance and job satisfaction of sales staff. Furthermore, the result indicates that showrooming is positively associated with increased job insecurity among the sales staff.Originality/valueThis study offers valuable contributions to existing literature and offers insights for both retailers and salespeople regarding the potential repercussions of showrooming. It also suggests coping strategies to address the challenges posed by showrooming and the behavior of showroomers.

Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload.

In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.

“A good night’s sleep!” How do remote workers juggle work and family during lockdown? Some answers from a French mixed-methods study

This study, based primarily on job demands–resources model in the context of recovery, uses a mixed methods approach to examine the role that some work and family demands and boundary management tactics play in explaining work-nonwork balance and some related constructs, while also accounting for gender inequalities. The research involved 553 remote workers during the first lockdown in France caused by the COVID-19 pandemic. The results confirmed that a high number of work-related emails or phone calls outside of working hours and the constant presence of children at home were risk factors; conversely, good supervisor support was positively related to recovery experiences and negatively related to work-family conflict and insomnia. Women reported higher levels of insomnia symptoms and had more difficulty disengaging from work and restoring their energy than men. The use of effective tactics– planning, having your own space to work, coordinating with your partner - was made more difficult by workload, use of technology, demands at home, the size of the home and, for women, likely gender inequalities.

The influence of psychosocial work environment, personal perceived health and job crafting on nurses’ well-being: a cross-sectional survey study

BackgroundThe World Health Organization urged governments to prioritize the health and work well-being of nursing staff by promoting a positive working environment. A safe and healthy physical and psychosocial work environment is a basic human right for nurses. Job crafting is a necessary skill when facing challenging working conditions.ObjectivesThis cross-sectional correlational research based on the Job Demands-Resources Model aimed to explore the correlation between psychosocial work environment and work well-being among nurses working in the intensive care unit (ICU) and determine whether personal perceived health could mediate the relationship and whether job crafting can moderate the mediating effect. The study hypothesized that: 1. The psychosocial work environment would impact nurses' work well-being; 2. Personal perceived health would play a role as a mediator in the relationship between psychosocial work environment and work well‐being; 3. Job crafting would moderate the relationship between personal perceived health and work well‐being.MethodsA total of 655 registered nurses (RNs) from 7 ICUs in a teaching hospital in Beijing participated in this study. The RNs completed a battery questionnaire measuring their health, psychosocial work environment, well-being, and job crafting. PROCESS macros analysis was used to test mediating and moderating effects.ResultsPersonal perceived health mediated the relationship between psychosocial work environment and work well-being (b = 0.012, 95% CI [0.008, 0.016]). The moderated mediated analysis revealed that job crafting moderated perceived health’s impact on work well-being (b = -0.007, 95% CI [− 0.010, − 0.003]).ConclusionA better psychosocial work environment with well-designed work organization and job content through job crafting could positively impact nurses’ health and work well-being.