ABSTRACT As the cyber threat landscape evolves, organizations are regularly tightening their security policies and procedures, implementing frequent software updates, and update more processes and guidelines, including more stringent password guidelines, and restrictions on data access. These changes trigger stress in employees that over time leads to a depletion of self-regulation capacity and manifests as emotional exhaustion and security associated cynicism in employees which we call security fatigue. This fatigue results in a laxity in compliance with security guidelines and apathy towards security. Using the job demand-resource theory and self-regulation theory, this study conceptualizes security fatigue and attempts to understand the influence of security fatigue on the security compliance behavior of employees. We analyze data from 298 full-time employees, and our results show how organizational (organizational technological support and decision latitude) and personal (self-regulation capacity) resources interact with security demands and work impediments to influence employee security fatigue. Our results also indicate how security fatigue affects the security compliance behavior of employees. The results of the study could provide guidance to organizations in managing security policies and guidelines so as not to exacerbate the security fatigue of employees.

From Feelings to crafting: Four-quadrant investigation of job-related affect and job crafting from within-person perspective.

Teachers’ work motivation: An examination of predictors and outcomes through the lens of job demands-resources theory

Voice behavior-civil servants’ speaking up with ideas, concerns, and suggestions-is pivotal for public organizations’ adaptive capacity and service performance during crises, strengthening organizational learning and responsive policy implementation under uncertainty, yet the mechanisms enabling civil servants to voice under extreme demands remain underexplored. Drawing on Job Demands-Resources theory, this study examined how social support fostered Chinese civil servants’ voice behavior during the pandemic through public service motivation (PSM) and how work stress shaped this effect. Survey data collected from Shandong were analyzed through structural equation modeling, Bootstrap tests and Sobel tests. Findings indicate that social support exerts a positive influence on voice behavior and increases voice by strengthening PSM. Work stress weakens the conversion of PSM into voice, while additional analyses indicate that moderate stress can activate motivated speaking up, whereas high stress suppresses it. The study also detects spatial heterogeneity between urban districts and rural counties, suggesting that administrative context conditions the effectiveness of supportive ties. This research contributes to clarify the motivational channel through which social support ties correspond to voice behavior among local civil servants, and highlight actionable levers for public managers-strengthening relational and organizational support while monitoring stress-to sustain constructive input and organizational resilience.

Purpose This study investigates the mediating roles of job precarity and job autonomy, and the moderating role of union instrumentality, in the relationship between Algorithmic Management (AM) and gig workers' well-being. Design/methodology/approach Building upon the Job Demands-Resources (JD-R) theory, this study examines how AM affects gig workers' well-being through job precarity and job autonomy, with these effects moderated by union instrumentality. Employing three-wave data collected from 639 gig workers, this study conducted confirmatory factor analysis to assess the discriminant and convergent validity of the measures for AM, job precarity, job autonomy, well-being and union instrumentality. Meanwhile, bootstrapping tests were carried out to ascertain the direct, indirect and conditional indirect effects. Findings Results indicated that AM was negatively associated with gig workers' well-being, with job precarity and job autonomy mediating this relationship. Union instrumentality moderated the relationship between AM and job precarity and job autonomy. Specifically, the indirect effect of AM on gig workers' well-being, via job precarity and job autonomy, was diminished with high union instrumentality. Originality/value These findings enrich well-being literature by centering on gig work, advancing the application of the JD-R theory. Moreover, it underscores the significant role of union instrumentality in influencing gig workers' well-being, offering new insights for future research.

Employee engagement remains a challenge in frontline service work characterized by high emotional demands. Drawing on Job Demands–Resources Theory, this study examines the relationships between personal branding, emotional labor, and employee engagement among beauty advisors in the cosmetics retail sector. A cross-sectional survey was conducted and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results indicate that personal branding positively influences emotional labor, while emotional labor has a strong positive effect on employee engagement. Emotional labor was found to fully mediate the relationship between personal branding and employee engagement, highlighting emotional regulation as a key mechanism linking professional identity to engagement in frontline service roles. The findings contribute to engagement literature by positioning personal branding as a relevant personal resource and by demonstrating the supportive role of emotional labor in sustaining employee engagement.

This study examines the effects of organizational commitment and psychological well-being on lecturer performance, with job satisfaction as a mediating variable, at private universities in Malang. Using a quantitative survey method, data from 82 lecturers selected via purposive sampling were analyzed with PLS-SEM. Results show that both organizational commitment and psychological well-being significantly influence performance, directly and indirectly through job satisfaction. These findings highlight the role of internal factors in supporting the tridharma of higher education. The study underscores the need for HR policies that enhance commitment, well-being, and satisfaction to drive sustained academic performance.

Background: Artificial intelligence (AI) is increasingly integrated into early childhood education (ECE), transforming teaching practices while introducing new psychological demands for educators. AI, though intended to enhance efficiency and personalized learning, may inadvertently increase workload, blur work–life boundaries, and elevate techno-stress, especially in low-resource educational contexts. Objectives: This study, grounded in the Job Demands–Resources (JD-R) model, investigates the longitudinal impact of AI-integration intensity on teacher techno-stress in Pakistan, examining the moderating roles of the Digital Tier Divide (Structural) and techno-resilience (individual psychological adaptive capacity). Methodology: A 3-wave longitudinal design was employed over six months, sampling N=382 ECE teachers from Lahore and Islamabad. Data were analyzed using the PROCESS Macro in SPSS. Results: Findings reveal that AI integration significantly predicts longitudinal techno-stress (p < .001). The Digital Tier Divide significantly exacerbates this relationship, with teachers in low-resource schools experiencing higher stress increments. Conversely, Techno-Resilience acts as a significant buffer, flattening the stress trajectory even in high-demand environments. Conclusion/Policy Implications: The findings extend JD-R theory to AI-driven classrooms and emphasize the need for well-being-centered policies, including equitable infrastructure and resilience training, to ensure sustainable AI adoption in early childhood education.

Purpose This study investigates how telework intensity relates to employee well-being across 36 European countries. Drawing on the Job Demands-Resources (JD-R) model and Conservation of Resources (COR) theory, the paper examines whether workplace characteristics such as support, autonomy, and work-life balance act as pathways or moderators that condition telework outcomes. Design/methodology/approach Using the 2021 European Working Conditions Survey (EWCS), the analysis covers over 30,000 employees. Baseline regressions estimate the average association between telework intensity and multiple indicators of mental health and well-being, including depression risk, burnout, and overall well-being. Extended models incorporate interaction terms between teleworkability and organisational factors, including managerial support, decision-making autonomy, work–life balance, within a recursive mixed-process framework to assess both mediating and moderating effects. Findings Results indicate that telework’s effects are contingent rather than universal. While teleworkable jobs with high social interaction reduce physical burnout, jobs with low interaction are associated with higher depression and emotional exhaustion. Work–life balance, autonomy, and managerial support emerge as critical resources that buffer negative effects and enhance positive outcomes, whereas high demands such as tight deadlines and emotional strain consistently undermine well-being. Social implications The findings highlight the need for organisations and policymakers to design telework arrangements that extend beyond access to remote work, ensuring supportive environments, balanced workloads, and resource-rich job design to safeguard employee well-being. Originality/value By integrating JD-R, COR, and boundary theory, the study moves beyond binary evaluations of telework to provide a comprehensive, multi-level analysis of how digital work interacts with organisational contexts to shape employee well-being.

The fast-growing gig economy has increased work flexibility but has also raised concerns about sustaining work engagement among gig workers. Digital labor platforms increasingly manage workers through algorithmic control and performance systems, which may limit worker agency and psychological ownership. Although job crafting is often viewed as a useful proactive behavior, little is known about the conditions under which it is most effective. This study addresses this gap by examining whether platform dependency shapes the relationship between job crafting and work engagement. Using survey data from 400 gig workers working on online labor platforms, we tested a moderated mediation model using structural equation modeling. Results show that job crafting promotes work engagement through a psychological mechanism, but this positive effect weakens when workers are highly dependent on a single platform. These findings extend the job demands resources theory to the gig economy and offer guidance for platform design.

Key drivers of nurse burnout and work engagement in Europe: A cross-sectional dominance analysis.

The growing level of abuse aimed at referees is a major factor driving their intentions to quit the profession. However, only a limited number of studies have empirically examined the mediating and moderating variables that influence the nature and magnitude of this relationship. To address this issue, this study draws from the job demands–resources theory to examine why and under which conditions abuse leads to the intentions to quit of referees. Time-lagged data were collected from 487 amateur-level hockey referees. The results showed that experiences of abuse are positively related to referees’ intentions to quit through perceptions of workplace toxicity. In addition, we found that organizational support and resilience are resources that dampen the relationship between abuse and referees’ intentions to quit. Taken together, these findings offer several important implications for sports organizations and policymakers.

This study explores the effects of in-store retail technology features on customer citizenship behavior (CCB) through the lens of the job demands-resources (JD-R) theory. Based on a survey of 153 retail customers, the research identifies key technology characteristics—perceived advantage, compatibility, complexity, and risk—that influence customer engagement and fatigue, which in turn affect CCB. The results show that perceived advantage and compatibility enhance customer engagement, fostering pro-social behaviors such as feedback and brand advocacy, while perceived complexity and risk lead to customer exhaustion, diminishing CCB. Customer education was found to moderate these relationships, alleviating the negative impact of complexity and risk. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM), effectively handling complex constructs and non- normal data. The findings offer actionable insights for retailers seeking to optimize in-store technology to enhance customer engagement, promote sustainable consumption, and drive the green transformation of retail systems. This research contributes to the understanding of how technology can support sustainable development goals within the retail sector, and it also advances the understanding of consumer citizenship behavior (CCB) by investigating technical variables such as interactivity, convenience of use, and compatibility, as well as how these elements influence customer involvement. This emphasizes the relationship between technology and consumer loyalty in contemporary retail.

The present study aims to investigate the association between Learning and Development Opportunities (LDO), transfer of learning for the retail/FMCG industry employees in GCC considering workplace flexibility as a moderator. The study is relevant for the central question of generalization from training to on-the-job-performance in settings with limited work context and high turnover. It provides an insight on the performance of L&D systems within a constrained operational framework though GCC retail and FMCG sectors, where N-Oil GDP contributions are quite substantial. It is found that the transfer of learning is a positive correlate of LDO, although the elaboration on this relationship can be stronger with elements related to workplace flexibility. To the extent that transferring training experiences is important, so too are high degrees of autonomy and task discretion. It also looks like no amount of training will close the gap between how you shouLDO be working and how you are working unless it happens under a manager who will let develop the tools they've learned. Based on the job demands-resources (JD-R) theory, we extend the current literature in showing that workplace flexibility is a significant resource for facilitating LCT. The research emphasises the importance of embedding flexibility in HR policies to promote effective training. Therefore, it ends with the practical implications for HR managers aiming at maximizing training inputs in retail/FMCG industry of GCC.

Prior research confirms the detrimental effects of Technostress on employees; however, the specific contribution of perceived organizational support (as a moderator) in mitigating its impact on work-family balance is not well understood. This study examines the relationship between Technostress and work-family balance, testing perceived organizational support as a moderator. This study has used a survey design across various sections in the IT Industry, by selecting 300 employees from Sri Lanka’s IT Industry through convenience sampling emphasizing employee workplace technostress. The findings show that the perceived organizational support impacts the connection between technostress and work - family balance. This study extends existing theories on work-family balance by integrating the Job Demands-Resources (JD-R) theory and Organizational Support Theory (OST) with concept of perceived organizational support (POS). The findings contribute to a deeper understanding of how organizational-level factors interact to influence the effects of Technostress on employees' ability to manage work-family balance. Based on JD-R, and OST, this study gives a novel framework which is associated with POS. The outcomes improve the understanding of how these organizational level dimensions’ impact to the effects of technostress on employee work family balance. This research creates an original influence by identifying how Technostress and POS help with Work Family balance.

ABSTRACT Work exposes people to different kinds of stressors and provides different resources. Building on the job demands-resources theory (JD-R), the current study examined intrapersonal patterns of job stressors (challenge and hindrance demands) and personal and job resources (i.e. passion and voice) and their relationship with creativity outcomes (creative self-efficacy and creative behavior) in a sample of hospital workers (N = 5,066). Latent profile analyses identified five groups with distinct patterns of job demands and resources, in which stress-related demands were paired with either high or low resources. The creativity-related outcomes were similarly high in Low Stressor Demands-Moderate Resources and High Stressor Demands-Moderate Resources groups, suggesting that resources play an important role in creativity when stress-related demands are high. This research highlights the benefits of using a person-centered approach for developing a better understanding of how stress-related demands interact with resources within individuals.

Decent Work (DW), the 8th Sustainable Development Goal of the United Nations 2030 Agenda, encompasses seven dimensions, reflecting people’s work aspirations. Using the Job Demands-Resources (JD-R) theory, this study explores how DW dimensions can simultaneously function as resources (when adequately met) and demands (when requiring significant effort to address deficits). Using a non-experimental, cross-sectional design, with data collected through standardized questionnaires from active workers in Spain (n=1313) and Portugal (n=494), this study explores configurations of DW dimensions as demands and/or resources and their association with self-reported risk behaviours like alcohol consumption, smoking, and physical inactivity. A two-step cluster analysis identified four Decent Work Demands and Resources (DWDaR) profiles: Demanding, Resourceful, Rich, and Poor DW . "Adequate working time and workload" included the highest demand, while "Fundamental principles and values at work" showed the highest resource. The profiles showed significant differences in risk behaviours. The Demanding DW profile was associated with lower alcohol consumption and physical activity compared to the Resourceful DW profile. Participants in the Poor DW profile exhibited lower physical activity than those in the Resourceful DW profile. No significant differences in smoking behaviours were observed among the profiles. This study integrates JD-R theory with DW, offering practical and theoretical implications for policymakers, organizations and future research.

The interaction between two critical resources, emotional intelligence (EI) and perceived organizational support (POS), is studied to understand how they come together to associate resilience and well-being among healthcare professionals. Based on the Conservation of Resources (COR) theory and the Job Demands-Resources (JD-R) model, we explore whether these resources are synergistic or whether there is a substitutive relationship when combined. Data were collected from 304 healthcare professionals in Saudi Arabia, both local and foreign. Using structural equation modeling, we examined a moderated mediation model in which resilience was examined as a mediator of the associations of EI and POS with well-being, and their interaction was included as a correlate of both resilience and well-being. EI and POS both individually showed positive association with resilience and well-being. However, in interaction, they significantly negatively associated with both resilience and well-being, suggesting a substitution effect-i.e., high levels of one resource are linked to a lower marginal value of the other. This suggests a nonlinear dynamic to resource accumulation among pressured healthcare workers. This study advances COR and JD-R theories by uncovering a substitution effect between emotional intelligence and organizational support, offering fresh insights into resource dynamics among healthcare professionals.

Volunteers have long been essential to the operation of rape crisis services, where they provide advocacy, emotional support, information, and referrals to survivors and their loved ones. While many volunteers describe their experiences as deeply meaningful, supporting survivors of sexual assault also poses significant challenges. Despite the growing use of chat-based hotlines to support sexual assault survivors, research on the experiences of hotline volunteers remains limited. This qualitative study explored how volunteers at Kolmila, an anonymous, Israeli chat-based hotline for survivors of sexual trauma, navigated and managed the stress inherent in their volunteer roles. Based on a qualitative-phenomenological approach to the thematic analysis of 31 in-depth interviews, three primary stress management strategies emerged: (a) leveraging institutional and semi-institutional resources, (b) employing separation and disconnection techniques, and (c) blending personal and professional boundaries. The complexity of the volunteers' work stems from their need to balance the emotional burden of addressing sexual trauma with the unique challenges of anonymized, text-based communication. This intersection amplifies the difficulty of the work, as the absence of visual or verbal cues can intensify the distressing nature of the interactions. The findings are discussed in terms of the Job Demands-Resources Theory, emphasizing how the balance between job demands and available resources impacts volunteer resilience and well-being. Practical implications highlight the urgent need for comprehensive training and continuous support systems that can equip volunteers with effective coping strategies and that ensure a personalized balance of resources. Implementing such a framework requires substantial funding, which government agencies should prioritize as part of their responsibility to address the pressing societal problem of sexual violence.

College students in majors of medical and health-related fields in the academic environment are at high risk of experiencing academic burnout (AB) and computer vision syndrome (CVS). This study explored the direct relationship between CVS and AB among these students. In addition, the study grounded in Job Demand-resources (JD-R) Theory and Social Role Theory constructed a moderated mediation model to examine the mediating role of academic stress (AS) and the moderating role of gender. A total of 859 college students in majors of medical and health-related fields participated in this cross-sectional study. The results demonstrated that CVS had a significant positive prediction on both AS and AB among these students, AS significantly and positively predicted AB, AS played a significant mediating role in the relationship between CVS and AB. Additionally, gender significantly moderated the prediction of CVS on AB, no significant gender difference in CVS was observed, a significant gender difference in AB was found, with males reporting significantly higher AB than females, once again confirmed in the academic environments that gender is key to understanding burnout. These findings improve our understanding of how CVS contributes to AB and the emergence of gender difference of these students' AB. Furthermore, to promote gender equality in medical and health-related fields in academic environments, this study provides actionable insights for medical education institutions to mitigate both AB and CVS according to gender differences and the relationship between CVS and AB.