Karasek's Job Demand-Control Model Research Articles

Psychosocial strain and coping of Finnish working mothers during the COVID-19 lockdown: a job demand-control approach.

In March 2020 many countries around the world, including Finland, implemented lockdown measures to mitigate the unprecedented impacts of the coronavirus infectious disease (COVID-19) on public health. As a result, school and daycare settings closed indefinitely and working from home became the new normal for a big part of the workforce, which came with increased homeschooling and childcare responsibility for mothers. In this article we present the findings from maternal responses to open ended questions on psychosocial well-being, and experiences of combining work, family life and homeschooling during the COVID-19 national lockdown in Finland in March-May 2020. Working mothers' responses (n = 72) were analyzed through the lens of Karasek's job demand-control model, focusing on how the mothers experienced the demands of their life during the lockdown, and how they saw their possibilities to control the situation. The findings indicated important variation in the level of experienced demand and control and associated compensatory factors during the COVID-19 lockdown across different subgroups of working mothers. The findings have implications for understanding strain and plausible supports among working mothers during the COVID-19 lockdown as well as in the face of acute adversity including the next possible public health crisis.

Primary drivers and psychological manifestations of stress in frontline healthcare workforce during the initial COVID-19 outbreak in the United States

ObjectiveThe purpose of this study was to understand the physical and psychological impact of high stress clinical environments and contributory factors of burnout in multidisciplinary healthcare workforce during the initial outbreak of COVID-19. MethodIn-person qualitative interviews informed by an adaptation of Karasek's Job Demand-control model were conducted with a convenience sample of healthcare workforce from March to April 2020. ResultsThemes emerging from interviews coalesced around three main areas: fear of uncertainty, physical and psychological manifestations of stress, and resilience building. Shifting information, a lack of PPE, and fear of infecting others prompted worry for those working with Covid-infected patients. Participants reported that stress manifested more psychologically than physically. Individualized stress mitigation efforts, social media and organizational transparency were reported by healthcare workers to be effective against rising stressors. ConclusionCOVID-19 has presented healthcare workforce with unprecedented challenges in their work environment. With attention to understanding stressors and supporting clinicians during healthcare emergencies, more research is necessary in order to effectively promote healthcare workforce well-being.

Psychosocial work environment and cross‐cultural competence among native and foreign‐born registered nurses

Cross-cultural competence is an essential component of the nursing profession, but little is known about the specific psychosocial work characteristics that potentially promote or hinder such competence. In the present study, psychosocial work characteristics were based on Karasek's Job Demand-Control Model. The researchers examined whether Karasek's psychosocial work characteristics, such as high-strain jobs, high-strain isolated jobs, active jobs, and active collective jobs, are associated with cross-cultural competence (empathy, skills, positive attitudes, and motivation), and whether there are differences between native and foreign-born registered nurses (RN) in these potential associations. A random sample of 744 native RNs (91.0% women) and a total sample (n = 212) of foreign-born RNs (94.3% women) working in Finland were used. Data were collected using a questionnaire and analyzed with a series of multiple linear regression analyses. High-strain and high-strain isolated jobs were negatively associated with all four dimensions of cross-cultural competence. Active collective jobs, but not active jobs, were positively associated with cross-cultural skills. There were no differences between native and migrant nurses in these associations. The psychosocial work environment is associated with cross-cultural competence in both native and migrant nurses. Improvements in psychosocial working conditions, especially minimizing negative factors in the work environment, such as high-strain and high-strain isolated jobs, may need to be considered as a part of the efforts aimed to enhance cross-cultural competence among nursing personnel.

Effort-Reward Imbalance: A Risk Factor for Exposure to Workplace Bullying.

Previous research shows that work environment factors are important antecedents of workplace bullying (WB), because of the stress they may induce. While previous studies have typically used Karasek’s Job Demand-Control model or the Demands-Resources model, the present study investigates whether another important occupational stress model, that is the Effort-Reward Imbalance model, is also associated to WB. A survey study in 19 Belgian organizations (n = 5727) confirmed that employees experiencing an imbalance between efforts and reward were more likely to be targets of exposure to bullying. In line with previous research, this study illustrates that stressful situations increase the risk of exposure to WB. It shows that the perceived incongruence between effort and reward may increase employee vulnerability to bullying. The perceived injustice may lead employees to engage in norm-breaking behavior and also signal low social standing to others, thereby potentially eliciting negative behaviors from others.

Working conditions and occupational risk exposure in employees driving for work

IntroductionAn analysis of the occupational constraints and exposures to which employees facing road risk at work are subject was performed, with comparison versus non-exposed employees. Objective was to improve knowledge of the characteristics of workers exposed to road risk in France and of the concomitant occupational constraints. The descriptive study was based on data from the 2010 SUMER survey (Medical Monitoring of Occupational Risk Exposure: Surveillance Médicale des Expositions aux Risques professionnels), which included data not only on road risk exposure at work but also on a range of socio-occupational factors and working conditions. Materials and methodsThe main variable of interest was “driving (car, truck, bus, coach, etc.) on public thoroughfares” for work (during the last week of work). This was a dichotomous “Yes/No” variable, distinguishing employees who drove for work; it also comprised 4-step weekly exposure duration: <2h, 2–10h, 10–20h and ≥20h. Results75% of the employees with driving exposure were male. Certain socio-occupational categories were found significantly more frequently: professional drivers (INSEE occupations and socio-occupational categories (PCS) 64), skilled workers (PCS 61), intermediate professions and teaching, health, civil service (functionaries) and assimilated (PCS 46) and company executives (PCS 36). Employees with driving exposure more often worked in small businesses or establishments.Constraints in terms of schedule and work-time were more frequent in employees with driving exposure. Constraints in terms of work rhythm were more frequent in non-exposed employees, with the exception of external demands requiring immediate response. On the Karasek's Job Demand-Control Model, employees with driving exposure less often had low decision latitude. Prevalence of job-strain was also lower, as was prevalence of “iso-strain” (combination of job-strain and social isolation). Employees with driving exposure were less often concerned by hostile behavior and, when they did report such psychological violence (inspired on the Leymann questionnaire), it was significantly more frequently due to clients, users or patients. DiscussionEmployees with driving exposure at work showed several specificities. The present study, based on a representative nationwide survey of employees, confirmed the existence of differences in working conditions between employees with and without driving exposure at work. In employees with driving exposure, constraints in terms of work-time and rhythm increased with weekly exposure duration, as did tension at work and exposure to hostile behavior.

The relevance of shared experiences: A multi-level study of collective efficacy as a moderator of job control in the stressor-strain relationship

Karasek's Job Demand-Control model proposes that control mitigates the positive effects of work stressors on employee strain. Evidence to date remains mixed and, although a number of individual-level moderators have been examined, the role of broader, contextual, group factors has been largely overlooked. In this study, the extent to which control buffered or exacerbated the effects of demands on strain at the individual level was hypothesized to be influenced by perceptions of collective efficacy at the group level. Data from 544 employees in Australian organizations, nested within 23 workgroups, revealed significant three-way cross-level interactions among demands, control and collective efficacy on anxiety and job satisfaction. When the group perceived high levels of collective efficacy, high control buffered the negative consequences of high demands on anxiety and satisfaction. Conversely, when the group perceived low levels of collective efficacy, high control exacerbated the negative consequences of high demands on anxiety, but not satisfaction. In addition, a stress-exacerbating effect for high demands on anxiety and satisfaction was found when there was a mismatch between collective efficacy and control (i.e. combined high collective efficacy and low control). These results provide support for the notion that the stressor-strain relationship is moderated by both individual- and group-level factors.

Job stress and mortality in older age

This paper aims to assess the relationship between the determinants of the psychosocial work environment, as expressed in terms of JDC or ERI models, and all-cause mortality in older individuals. The baseline study was conducted on a cohort comprising a random sample of 65-year-old community-dwelling citizens of Kraków, Poland. All of the 727 participants (410 women, 317 men) were interviewed in their households in the period between 2001 and 2003; a structured questionnaire was used regarding their occupational activity history, which included indexes measuring particular dimensions of their psychosocial work environment based on Karasek's Job Demand-Control model and Siegrist's Effort-Reward Imbalance model, as well as health-related quality of life and demographic data. Mortality was ascertained by monitoring City Vital Records for 7 years. Analyses were conducted separately for men and women, with the multivariate Cox proportional hazard model. During a 7-year follow-up period, 59 participants (8.1%) died, including 21 women (5.1% of total women) and 38 men (12%) (p < 0.05). Significant differences in the number of deaths occurred regarding disproportion between physical demands and control in men: those with low physical demands and low control died three times more often than those with high control, regardless of the level of demands. The multivariate Cox proportional hazard model showed that significantly higher risk of death was observed only in men with low physical demands and low control, compared to those with low physical demands and high control (Exp(B) = 4.65, 95% CI: 1.64-13.2). Observed differences in mortality patterns are similar to the patterns of relationships observed in health-related quality of life (HRQoL) level at the beginning of old age; however, the relationship between efforts and rewards or demands and control and mortality was not fully confirmed.

The Demand–Control model and target's reports of bullying at work: A test within Spanish and Belgian blue-collar workers

The present study explores whether Karasek's Job Demand–Control (JDC) model's strain hypothesis can be applied to target's reports of bullying at work in matched samples of Spanish and Belgian blue-collar workers. In the Spanish sample, results reveal a positive main effect of workload and a negative main effect of autonomy. The relationship between workload and bullying is particularly strong under the condition of low autonomy (i.e., interaction), in line with Karasek's strain hypothesis. In the Belgian sample, results show a positive main effect of workload and a significant workload–autonomy interaction effect in accordance with the strain hypothesis. In sum, high strain jobs associate with target's reports of bullying in both the Spanish and Belgian sample. Karasek's JDC model may accordingly be extended to target's reports of bullying as a form of social behavioural strain. These findings furthermore enhance research in the realm of bullying at work by introducing a well-established theoretical framework to account for the relationship between workload, autonomy, and target's reports of bullying.

The moderating roles of job control and work-life balance practices on employee stress in the hotel and catering industry

This study investigated the relationships among job stressors, coping resources, and job stress. Data were collected from food service employees ( n = 255) in the hotel and catering industry. Hierarchical regression showed main significant effects of job demands and job control and three-way (job demands × job control × work-life balance practices) interactions on job stress. The results further demonstrated that high job demands coupled with low job control and the availability of work-life balance practices resulted in a higher level of stress. Implications for Karasek's job demand–control model, managerial practice and future research are provided.

Testing Karasek's learning and strain hypotheses on young workers in their first job

This study tests the core hypotheses of Karasek's job demand-control model: high job demands (workload) in combination with low job control (autonomy) increase strains (job dissatisfaction; strain hypothesis), whereas high job demands in combination with high job control increase learning and development in the job (here: learning new skills in the first job; learning hypothesis). These hypotheses are tested in two ways: (a) the mere combination of both job characteristics is associated with the expected outcomes, and (b) a statistical interaction between both job characteristics in predicting the outcomes is expected. A large dataset (n=2,212) of young workers in their first job was used to test all hypotheses. As young workers are presumably still in the process of adjusting themselves to their work environment, we expected that the effects of work characteristics on work outcomes would be stronger for this group than for more experienced workers. The results confirm both the strain and the learning hypothesis. We found a combined effect of both job characteristics, as well as a statistical interaction between both variables. The lowest level of job satisfaction was found in the “high strain” job, whereas the highest increase in skills was found in the “active” job. The consequences of these findings for theory and practice are discussed.

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.

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.

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.

Work and strain on physicians in Finland.

In this study we compared the Karasek job demand-control model with an alternative model in an attempt to explain strain on Finnish physicians (n = 91) at work. Based on previous research, job demands were studied in terms of time pressure and demands related to patients. LISREL (8) analysis was used to test the models. The three factor model, providing the most parsimonious explanation of the data, suggested that time pressure, patient-related stress and controllability all have unique predictive ability of strain on Finnish physicians.

Testing the demand-control-support model among health-care professionals: A structural equation model

Abstract This paper reports a further empirical validation of the Demand-Control-Support Model (DCS model), which was developed by Johnson and colleagues (1988, 1989). Data were collected from a heterogeneous group of health-care professionals (nurses and nurses' aides; n = 249). Three major refinements were made to the validation of the DCS Model. First, all relationships in the model were estimated simultaneously by means of covariance structure modelling (LISREL 8). Second, the control dimension was refined substantially, using a psychometrically more sound assessment of the workers' autonomy. Third, the model was applied to the work of health-care professionals. The data did not confirm the assumption that both job strain and motivation are multiplicative functions of job demands, autonomy and social support. First, the results suggested that high levels of autonomy attenuate the increase of emotional exhaustion due to job demands. These results partially supported Karasek's Job Demand-Control Model (...