Job Demands-resources Model Research Articles

Co-creating an appreciative working climate: discussing reasons for appreciation, forms and roles from a communication perspective

PurposeIn recent years, various socio-political developments have led to changes in the labor market that place high demands on both employees and organizations. Research has shown that strong employee–organization relationships depend partly on employees’ perceptions of appreciation at work for which different communicators are attributed with responsibility. This study draws conclusions for the role of internal communication professionals in co-creating an appreciative working climate by exploring employees’ expectations on what they want to be appreciated for, by identifying forms of appreciation and by stressing the contribution of communication professionals in meeting these expectations.Design/methodology/approachThe results base on three focus groups conducted in January 2023 with employees without leadership responsibility working in large Austrian organizations.FindingsThe analysis yields to two areas – “personal characteristics and qualities” and “work-related behaviors” – where employees expect appreciation. In six categories we capture forms of appreciation that reflect employees’ expectations and perceptions. Most of the forms can and should be addressed by managers within an organization—internal communication professionals should follow a communicative professional logic and act as strategic partners and resource providers, enablers and role models.Research limitations/implications(1) What do employees expect to be appreciated for? (2) What forms of appreciation do employees expect? (3) What role do internal communication professionals seize in co-creating an appreciative working climate?Practical implicationsBased on social exchange theory, resource theory and the job-demands resource (JD-R) model, this study conceptualizes appreciation as a prototypical generic socioemotional resource at work that is communicative in nature, and key to both motivation and health.LimitationsThere is a need to capture the perspective of managers and internal communication professionals on employees’ expectations in order to deepen the debate about communication responsibilities, practice and critical aspects of appreciation. Furthermore, a comparison of different work cultures (e.g. Asia) and other institutionalized work forms (e.g. start-ups, small enterprises, public agencies) would advance the debate.Originality/valueThe study provides in-depth knowledge of reasons for and forms of appreciation from an employee’s perspective, which is considered relevant to discuss communication responsibilities in light of dependencies.

Green IT and BYOD: driving sustainability, job performance, and well-being in remote work

Purpose This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions. Design/methodology/approach The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country. Findings SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions. Practical implications Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being. Originality/value The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

Investigating the Influence of Time Pressure on Risky Riding Behaviour among P-Hailing Riders in Malaysia: The Mediating Role of Moral Disengagement

This study investigates the impact of time pressure on risky riding behaviour among p-hailing riders in Malaysia, with moral disengagement as a mediating factor. Drawing on Bandura's Moral Disengagement Theory and the Job Demand-Resources (JD-R) Model, the research explores how time pressure influences these behaviours. A survey of 200 respondents, selected through stratified convenience sampling, was conducted across three Northern States in Malaysia, namely Perlis, Kedah, and Penang. Data analysis using Partial Least Squares Structural Equation Modelling (PLS-SEM) reveals that time pressure significantly increases risky riding behaviour, with moral disengagement significantly mediates this relationship. The study finds that younger and less experienced riders are particularly susceptible to time pressure effects. Demographic data indicate that 80% of riders are under 35 years old, with 75% having less than three years of experience. Based on these findings, the research emphasises the need for targeted interventions, including specialised training programmes and improved workload management strategies, to mitigate risks associated with p-hailing. The study contributes to a deeper understanding of the role of a cognitive mechanism factor in influencing risky riding behaviours among p-hailing riders and provides valuable insights for enhancing road safety measures. Future research directions are suggested, including exploration of additional cognitive mechanisms that may impact risky riding behaviours in this context.

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

Generative AI: Boosting Adaptability and Reducing Workplace Overload

ABSTRACT In the evolving digital work environment, the rising prevalence of generative AI tools presents a complex challenge for practitioners: deciding whether to allow or restrict their use in organizational settings. Our research contributes to expanding the broaden-and-build theory and the job demands-resources model (JD-R) within the context of generative AI tools usage. This study investigates the impact of generative AI tools on employees’ perceived work overload, focusing on the mediating role of employee adaptability. Utilizing a survey of 307 employees and Structural Equation Modeling (SEM) techniques, findings show that generative AI tools usage by employees not only directly reduces perceived work overload but also significantly boosts employee adaptability, further decreasing perceived work overload. This highlights the dual benefits of generative AI tools in the workplace, offering valuable insights for managers on consciously integrating these technologies to enhance adaptability and reduce workload stress.

A longitudinal study of health-impairment and motivational processes in the psychosocial work environment and the subsequent influence on teachers’ intention to remain at their workplace

ABSTRACT This study examines the concurrent influence of health-impairment and motivational processes proposed by the Job Demands-Resource model on teachers’ intention to remain at their workplace at 12 and 24 months among 308 certified teachers in Sweden. Teachers’ perceptions of job demands (quantitative demands, emotional demands, work pace) and job resources (possibilities for development, social support from supervisor, social support from colleagues, recognition) were measured at baseline whereas exhaustion, work engagement, and retention intention were measured at 12 months and 24 months. Data was analysed using structural equation modelling and subsidiary analyses explored the moderating effects of job resources on the health-impairment process at 12 and 24 months. The findings indicate that the health-impairment process is a stronger predictor of teachers’ retention intention at 12 and 24 months than the motivational process and that the primary focus of teacher retention policies should be optimising teachers job demands rather than enhancing teachers’ job resources.

In the shoes of junior doctors: a qualitative exploration of job performance using the job-demands resources model

In the shoes of junior doctors: a qualitative exploration of job performance using the job-demands resources model

Ethical leadership and followers’ job crafting: the mediating role of followers’ role-breadth self-efficacy and work engagement

PurposeThe objective of this study was to investigate the link between ethical leadership and followers’ job crafting. Based on social learning theory and the job demands-resources model, we expected that followers’ role-breadth self-efficacy and work engagement would serially mediate the association between this leadership style and followers’ job crafting.Design/methodology/approachA quantitative analysis was conducted among a sample of 458 subordinates that assessed the ethical leadership of their direct supervisor and reported on their own role-breadth self-efficacy, engagement and job crafting behaviours.FindingsEthical leadership was positively associated with followers’ increasing structural resources, increasing social resources and increasing challenging demands. The mediation hypothesis was supported for increasing challenging demands but not for increasing social resources. Results unexpectedly suggested that the indirect positive effect suppresses the direct negative effect of ethical leadership on followers’ increasing structural resources, the total effect becoming positive. This leadership style was not associated with followers’ decreasing hindering demands.Practical implicationsThe research highlights the possibility that ethical leadership trainings may stimulate followers' job crafting.Originality/valueThe study explores for the first time the relationship between this leadership style and job crafting behaviours of subordinates and, moreover, provides an explanatory mechanism for the relationship between these variables.

Time pressure, coping strategies and work engagement: moderation of inclusive-leadership

PurposeThis study aims to unravel the effects of time pressure on work engagement within Chinese organizational settings, considering the moderating effect of inclusive leadership and the mediating role of coping strategies. It seeks to apply and extend theories such as the job demands-resources (JD-R) model, Lazarus’s stress and coping (LSC) framework and leader–member exchange (LMX) theory on stress and coping to understand these dynamics comprehensively.Design/methodology/approachThe study collected responses from 211 Chinese professionals in the manufacturing sector through a structured questionnaire. Multiple regression analysis was used to test the hypotheses.FindingsResults reveal that problem-focused coping strategies positively correlate with work engagement, whereas emotion-focused coping strategies do not show a significant association. Both emotion-focused and problem-focused coping strategies mediate the relationship between time pressure and work engagement. Additionally, inclusive leadership positively moderates the relationship between time pressure and both problem-focused and emotion-focused coping strategies.Practical implicationsOrganizational leaders and HR practitioners of companies can devise interventions to enhance employee engagement by leveraging the findings of this study, which advances our understanding of the critical role of coping strategies and the influence of inclusive leadership, particularly under time pressure, which is prevalent in fast-paced work environments.Originality/valueThe research integrates the JD-R model, LMX theory and LSC framework to explore workplace dynamics in China, presenting new insights into coping mechanisms and leadership roles in high-pressure environments.

Insights into longevity and the professional lifespan of early and mid-to-late career teachers: perspectives of teacher wellbeing

ABSTRACT This article reports on the findings of research that investigated the personal, organisational, and socio-political factors that affect early and mid-to-late career teachers’ well-being in Australian schools. Framed through the lens of the Job Demands-Resources Model, the study focused on both positive and negative indicators of teacher well-being. Informed by a qualitative research methodology, the study draws upon data from in-depth semi-structured interviews with early and mid-to-late career teachers which addressed four dimensions of impact on teacher well-being: (i) job/professional resources, (ii) job/professional demands, (iii) school culture, and (iv) social, cultural, and political challenges. Examination of the data indicates that both novice and experienced teachers rely significantly on accessible resources like mentorship, professional learning communities, increased autonomy, and interpersonal connections, which contribute positively to their overall well-being. However, challenges such as time constraints, administrative responsibilities, toxic school environments, and larger systemic issues exert detrimental effects on teachers’ well-being.

Does work overload of odd-job platform workers lead to turnover intention? An empirical study on platform workers

PurposeAgainst the background of the digital economy, odd-job platforms rely on artificial intelligence algorithms to efficiently allocate tasks and monitor platform workers’ performance, putting these workers under enormous pressure. This paper explores the relationship between work overload and turnover intention of platform workers on odd-job platforms and the factors that lead to platform workers’ turnover.Design/methodology/approachBased on the job demands–resources model (JD-R), we construct a theoretical model to explain the relationship between work overload and turnover intention of platform workers. We test job burnout as a mediator variable and perceived algorithmic fairness and job autonomy as moderating variables. We conducted a study at food delivery platforms and ride-hailing platforms in China.FindingsThe empirical results show that: (1) work overload increases the turnover intention of platform workers by increasing job burnout and (2) perceived algorithmic fairness and job autonomy moderate the positive relationship between work overload and job burnout.Originality/valueWe provide a theoretical basis to explain the influence of work overload on turnover intention of odd-job platform workers and provide practical recommendations for management of platform workers.

The Mediating Role of Technological Support in Enhancing Employee Productivity and Job Satisfaction through Remote Work Policies in Indonesia

Research aims: The COVID-19 pandemic has accelerated the adoption of remote work globally, including in Indonesia. This study investigates the impact of remote work policies on employee productivity and job satisfaction in Indonesia, with an emphasis on the mediating role of technological support.Design/Methodology/Approach: Using a sample of 300 respondents from various industries, we employed Structural Equation Modeling (SEM) to analyze the data.Research findings: The results indicate that remote work positively influences both employee productivity and job satisfaction. Furthermore, technological support significantly enhances these effects, underscoring its critical role in successful remote work implementation.Theoretical Contribution/Originality: The findings extend the Job Demands-Resources (JD-R) model by highlighting the critical mediating role of technological support in enhancing the positive impacts of remote work policies on employee productivity and job satisfaction.Practitioners/Policy Implications: These findings provide valuable insights for policymakers and business leaders aiming to optimize remote work strategies through effective technological investments.Research Limitations/Implications: This study's primary limitation is the reliance on self-reported data from a specific geographic region, which may not fully capture the diverse experiences and technological infrastructures present in other parts of Indonesia.

Exploring the predictor of teaching quality using the job demands-resources model

Introduction. Maintaining teaching quality in higher education in Indonesia is challenging due to the significant job demands placed on lecturers, who are expected to fulfill multiple roles as educators, researchers, and mentors.Aim. The present research aimed to explore the potential of using the job demands-resources (JD-R) model to evaluate the quality of teaching in higher education.Methodology and research methods. This study employs structural equation modelling (SEM) using SmartPLS 3.0 software to analyse the research model based on a random sample of 285 lecturers from nineteen universities in Indonesia.Results. It has been established that role conflict among lecturers negatively impacts teaching quality, whereas self-efficacy positively influences it. The paper presents methods for utilising the JD-R model to examine factors related to the performance of higher education teachers.Scientific novelty. This study, utilising the capabilities of the JD-R model, identifies factors that influence teaching quality and presents mechanisms that underlie the relationship between role conflict and the level of self-efficacy in teaching performance among high school educators in Indonesia.Practical significance. The paper out-lines the opportunities available to university administrations and the Indonesian Ministry of Education, Culture, Research, and Technology for making critical management decisions related to teaching quality. This includes restructuring the educational process to reduce the burden on teachers and expanding the methods used to assess their performance. These goals can be accomplished through the development of innovative organisational support systems.

The impact of the COVID-19 pandemic on healthcare workers

Purpose This paper aims to examine the impact of the COVID-19 pandemic on healthcare workers’ perception of job pressure as well as their anxiety and depression levels. Design/methodology/approach Survey data were collected from 109 healthcare workers enrolled in two MBA courses in Healthcare Human Resources Management at a university in the Southern USA, respectively, Fall 2020 and Fall 2021. A path analysis was conducted to test a model of the impact of the COVID-19 pandemic on healthcare workers’ perception of job pressure as well as their anxiety and depression levels. Findings The study results showed treatment of COVID-19 patients led to increased work hours for healthcare workers; changes in work hours and work methods were related to healthcare workers’ perception of job pressure; healthcare workers perceptions of job pressure were positively related to their anxiety levels; organizational support was negatively related to healthcare workers’ anxiety levels; and healthcare workers’ anxiety levels were positively related to their depression levels. Originality/value Findings from the tested model provide support for the Job Demands-Resources model in the context of the COVID-19 pandemic.

Daily challenge-hindrance stress and work engagement in preschool teacher: the role of affect and mindfulness

BackgroundThe engagement of preschool teachers in their work is pivotal for maintaining teaching quality, ensuring teacher well-being, and fostering children’s development. Despite its significance, there is limited knowledge regarding the daily fluctuations in work engagement and the underlying factors influencing it. This study, guided by the Job Demands-Resources model and Affect Event Theory, utilized an experience sampling methodology to investigate the impact of challenge and hindrance stressors on daily work engagement, as well as the mediating role of affect and the moderating effect of mindfulness.MethodsUtilizing an experience sampling method, this study collected data from 220 preschool teachers in Shanghai over five consecutive workdays, conducting surveys once daily. Data analysis was performed using multilevel linear models.ResultsThe results from multilevel regression indicated that: (1) daily challenge stressors were positively related to work engagement, (2) daily hindrance stressors were negatively related to work engagement, (3) daily positive affect mediated the relationship between challenge stressors and work engagement, (4) daily negative affect mediated the relationship between hindrance stressors and work engagement, and (5) daily mindfulness played a crucial moderating role by alleviating the adverse effects of hindrance stressors on daily negative affect.ConclusionsThis study provides valuable insights into the daily experiences of preschool teachers and the factors that influence their work engagement. Understanding the impact of stressors, affect, and mindfulness on work engagement can inform the development of interventions and strategies to improve teacher well-being and work engagement.

Educator perspectives on stressors and health: a qualitative study of U.S. K-12 educators in February 2022

BackgroundTeachers experienced increased stressors and stress during the initial onset of the COVID-19 pandemic. While many educators returned to in-person instruction in the 2021–2022 school year, they faced changing job demands and stressors which has important implications for educator well-being. We sought to understand the stressors and health impacts faced by U.S. educators in the 2021–2022 school year, two years following the acute phase of the pandemic.MethodsThirty-four certified educators based in Connecticut, USA participated in four virtual focus groups in February 2022. A semi-structured focus group script, designed by the research team and guided by the job demands-resources model, was administered to understand stressors and stress impacts. Data were transcribed and analyzed using the constant comparative method to identify themes and sub-themes. Themes were summarized based on how many participants mentioned them.ResultsAnalysis of the qualitative data yielded three themes concerning the well-being impacts of stress: physical health and health behaviors, psychological health, and relationships and social well-being behaviors. The majority of educators indicated impacts in these domains with 76% indicating impacts on physical health and health behaviors (e.g. poor sleep, physical exhaustion, lack of exercise, unhealthy eating), 62% indicating impacts on psychological health (e.g. emotional exhaustion, anxiety, negative self-evaluation); and 68% indicating impacts on relationships social well-being behaviors (e.g. connections with family or friends, connections with others, relationships with coworkers). The majority (94%) of educators indicated that stressors from the school or district with the majority (91%) citing stressors related to protocols/expectations (e.g. excessive or increased demands, insufficient or decreased resources) and some (38%) administrators. Over half (62%) indicated personal stressors including personal/home life (41%), high personal expectations (18%), and income (18%). Some (35%) indicated either the pandemic (26%) or safety concerns (9%) were stressors. Some (24%) cited students’ parents as a stressor and a few indicated community (12%), students (12%), and state or national level (9%) stressors.ConclusionEducator well-being continued to be impacted in the post-pandemic era. Targeted interventions are needed to reduce school and district-related demands and to address stress-related educator well-being.

Does the use of mobile instant messaging in the workplace increase employees’ workload?

ABSTRACT Introduction The impact of instant messaging (IM) tools on employee workload is a concern in both academic and professional contexts. Despite the widespread use of mobile instant messaging (MIM) and its challenges for organizations, research on this topic remains limited. Objective This study aims to explore the mediating roles of interactivity and job interruption, and the moderating role of communication quality, in the relationship between MIM use and perceived workload, using the job demands-resources model, distraction-conflict theory, and media synchronicity theory. Method A total of 235 employees completed self-report questionnaires measuring MIM use, interactivity, job interruption, perceived workload, and communication quality. Results The study found that MIM use has indirect effects on perceived workload. While MIM usage increases interactivity, reducing perceived workload, it also increases job interruptions, leading to a higher perceived workload. Mediation analysis showed that both job interruption and interactivity mediate the MIM use-workload relationship. Furthermore, communication quality weakens the negative impact of interactivity on perceived workload and the positive impact of job interruption on perceived workload. Conclusion These findings challenge the belief that IM is solely disruptive in the workplace, highlighting the importance of communication quality for effective management. This enhances our understanding of MIM's role in corporate and personal productivity.

Stress and depression among male police officers in Taiwan: Severity, determinants, and coping strategies.

Police work, known for its high stress, exhibits elevated depression rates. This study explores stress and depression in male officers, examining personality traits, coping strategies, family, and social support. Aligned with the diathesis-stress hypothesis and job demands-resources model, it aims to illuminate these factors in policing. Two hundred and sixty-four male police officers from Yunlin, Taiwan were enrolled in this study. Structured measurements of stress level, depression symptoms, personality traits, family functioning, and social support were made. We used multiple regression analysis to assess predictors of stress level and depression and identified coping strategies used by the police officers. Of the 264 male police officers, 36.4% had clinically significant depression. Occupational stress was mostly related to organizational factors. Multivariate regression analyses showed that age, personality traits, officer's rank, and period of education obtained could predict police officers' occupational stress. Personality traits, social support, occupational stress, and period of education obtained could predict depression. The most frequently used coping strategies were drinking and smoking. The results of our study support the diathesis-stress hypothesis and the job demands-resources model. Enhancing male police officers' mental well-being requires addressing key factors like social support and occupational stress. Strategic measures, such as mental health education, destigmatization, counseling, and community-building, are vital. Policymakers should collaborate with mental health professionals for tailored interventions, fostering a healthier work environment.

Empowering sustainable workplaces: A perspective on employee well‐being in the light of the job demand resource model

AbstractAccentuated by unprecedented challenges, burnout has become a prominent concern affecting employee well‐being. The job demands resource (JD‐R) model suggests that job demands has the capacity to mitigate employee burnout. Nevertheless, there has been limited attention on the integration of the psychological and organisational processes contributing to such effect. This research aims to analyse the integrative role of psychological (i.e., employee self‐regulation) and organisational processes (such as the Human Resource Management system) in the JD‐R model to enhance well‐being in workplaces. Consistent with Sustainable Development Goal (SDG) 3 of the United Nations (‘healthy lives and well‐being’), the results of this research conducted in public sector hospitals suggest that job demands affect employee burnout through the mediation of employee coping (self‐regulation) strategies. Furthermore, the research enriches the existing literature by showing how employee self‐regulation and organisational Human Resource Management practices may alter the effect of job demands on burnout.

How and when artificial intelligence usage facilitates task performance

This study investigated how the increasing usage of artificial intelligence (AI) in diverse business applications has affected task performance. Building on the job demands–resources model, we employed moderated mediation modeling to investigate the association between AI usage and the task performance of delivery drivers. Participants comprised 251 delivery drivers who completed online surveys over a 1-month period. Hierarchical regression analysis revealed that work engagement played a mediating role in the association between AI usage and the task performance of delivery drivers. Moreover, the mediating role of work engagement was moderated by an individual's concept of their future work self. When an individual had a stronger sense of their future work self, the mediating role of work engagement became more pronounced. This study has introduced a new mediating mechanism linking artificial intelligence with employee performance and has identified boundary conditions that increase its beneficial impact on employee performance, thus contributing theoretically to the extant literatures. The study findings can help companies improve employee engagement and performance.