De oudere werknemer na de kredietcrisis

The effect of demands and resources on work stress in the Netherlands and Flanders The effect of demands and resources on work stress in the Netherlands and Flanders In this article, four large samples of the Dutch (2002 and 2004) and Flemish (2004 and 2007) working population are used to test the robustness of a research model, based on the Job Demands-Resources model. The aim is to find empirical evidence for the context independence and generalisability of the main and interaction effects in the model. Results are compared both in time and between regions. The hypothesised main effects proved to be significant in all four datasets: job demands induce and job resources reduce work related stress. No empirical evidence is found for the generalisability of the hypothesised interaction effects. We conclude that these buffering and amplifying interaction effects seem to be context dependent, i.e., dependent on measurement year and country or region. The practical implication of the study is that one may not assume that job resources buffer the negative effects of job demands on work stress. Thus, managing work stress is best helped by limiting work pressure and home-work interference.

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The Perceived Risk of Being Infected With COVID-19 at Work, Communication, and Employee Health: A Longitudinal Application of the Job Demands-Resources Model

10.20944/preprints202110.0429.v1 ◽

2021 ◽

Author(s):

Alessandra Falco ◽

Damiano Girardi ◽

Alessandro De Carlo ◽

Elvira Arcucci ◽

Laura Dal Corso

Keyword(s):

Perceived Risk ◽

Protective Factor ◽

Job Demands ◽

Job Resources ◽

Quality Information ◽

Team Members ◽

Work Related ◽

Job Demand ◽

Related Stress ◽

Over Time

The perceived risk of being infected at work (PRIW) with COVID-19 represents a potential risk factor for workers during the current COVID-19 pandemic. In line with the job demands-resources (JD-R) model applied to safety at work, in this longitudinal study we propose that PRIW can be conceptualized as a job demand, whereas communication (i.e., the exchange of good-quality information across team members) can be conceived as a job resource. Accordingly, we hypothesized that PRIW at Time 1 (T1) would positively predict psychophysical strain at Time 2 (i.e., four months later). Furthermore, we hypothesized that communication at T1 would negatively predict psychophysical strain at T2. Overall, 297 workers took part in the study. The hypothesized relationships were tested using multiple regression analysis. Results supported our predictions: PRIW positively predicted psychophysical strain over time, whereas communication negatively predicted psychophysical strain over time. Also, results did not change after controlling for age, gender, and type of contract. Overall, this study suggests that PRIW and communication can be considered as a risk and a protective factor for work-related stress, respectively. Hence, to promote more sustainable working conditions, interventions should encourage organizations to optimize the balance between job demands and job resources related to COVID-19.

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Perceived age discrimination in the workplace: the mediating roles of job resources and demands

Journal of Managerial Psychology ◽

10.1108/jmp-04-2020-0185 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Dannii Y. Yeung ◽

Xiaoyu Zhou ◽

Sherry Chong

Keyword(s):

Work Engagement ◽

Older Workers ◽

Job Demands ◽

Age Discrimination ◽

Job Resources ◽

Negative Effects ◽

Intention To Stay ◽

Content Type ◽

Work Related ◽

Work Strain

PurposeWith a growing number of older workers in the labor force, cultivating an age-friendly working environment becomes increasingly important. Inspired by the job demands–resources (JD-R) model, this study aims to investigate whether the negative effects of perceived age discrimination (PAD) on work-related outcomes would be explained by job resources and demands.Design/methodology/approachA total of 333 Hong Kong Chinese employees aged 40 and above (M = 46.62, SD = 6.21; 60% female) completed an online survey that covered measures on workplace age discrimination, job resources and demands, work engagement, intention to stay and work strain.FindingsPAD at work was associated with reduced job resources and increased job demands. The results of the mediation analyses showed support from supervisor and coworkers could account for the effects of PAD on work engagement and intention to stay, whereas emotional demand or workload could explain the effects of PAD on work engagement and work strain.Practical implicationsThe findings of this research unveil the underlying mechanisms between age discrimination and work-related outcomes through job resources and job demands. Cultivating a supportive organizational climate toward older employees and offering awareness-based training programs are necessary to mitigate age biases in the workplace.Originality/valueBuilding on the JD-R model, this study revealed the possible mechanism underlying the negative effects of PAD. Perceptions of age discrimination decrease older workers' job resources and increase their job demands, subsequently lower their work engagement and intention to stay and increase their work strain.

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Impact of Job Resources and Job Demands on Burnout among Physical Therapy Providers

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph182312521 ◽

2021 ◽

Vol 18 (23) ◽

pp. 12521

Author(s):

Rupal M. Patel ◽

John Bartholomew

Keyword(s):

Secondary Trauma ◽

Physical Therapists ◽

Job Demands ◽

Self Determination Theory ◽

Psychological Needs ◽

Basic Psychological Needs ◽

Self Determination ◽

Job Resources ◽

Negative Effects ◽

Workplace Interventions

Job burnout is a threat for physical therapists. Little research has been conducted to identify possible protective factors against burnout in this population. Accordingly, we utilized the job demands-resources (JD-R) model and self-determination theory to guide our examination of basic psychological needs as factors to predict burnout in physical therapists. One hundred and two licensed physical therapists completed surveys. Higher levels of autonomy, competence and relatedness predicted burnout, even after accounting for job demands. Job resources, such as the basic psychological needs outlined by the self-determination theory, along with perceived respect, buffer the negative effects of secondary trauma on burnout. The job resource of perceived respect also buffers the negative effects of the physical demands of the job on burnout. These findings suggest that while job demands can be difficult to change, increasing the fulfillment of job resources can help ameliorate burnout in physical therapists. The present findings highlight the need for workplace interventions which cultivate the satisfaction of the basic psychological needs of autonomy, competence, and relatedness to address burnout among physical therapists.

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Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽

10.1136/bmjopen-2019-031053 ◽

2019 ◽

Vol 9 (11) ◽

pp. e031053 ◽

Cited By ~ 1

Author(s):

Lara Solms ◽

Annelies E M van Vianen ◽

Tim Theeboom ◽

Jessie Koen ◽

Anne P J de Pagter ◽

...

Keyword(s):

The Netherlands ◽

Work Engagement ◽

Psychological Capital ◽

Job Demands ◽

Psychological Flexibility ◽

Well Being ◽

Medical Residents ◽

Job Resources ◽

Survey Study ◽

Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

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Crafting Jobs for Sustaining Careers during China’s Manufacturing Digitalization

Sustainability ◽

10.3390/su12052041 ◽

2020 ◽

Vol 12 (5) ◽

pp. 2041 ◽

Cited By ~ 1

Author(s):

Zhenhao Xu ◽

Tachia Chin ◽

Lele Cao

Keyword(s):

Work Stress ◽

Manufacturing Industry ◽

Job Demands ◽

Three Dimensions ◽

Job Resources ◽

Continuance Commitment ◽

Career Plans ◽

Time Lagged ◽

Stress Influences ◽

Practical Implications

Accelerated digitalization coupled with ever-growing new job demands in China’s manufacturing industry has led to serious concerns about rising work stress and the loss of the sustainability of careers among production workers. They are trapped within an organization due to the lack of career alternatives in the labor market; under such occupational stress, some proactive workers may engage in expansive job crafting (JC) behaviors to get more resources to meet their career goals and make better career plans. As a result, this paper aims to investigate how Chinese manufacturing workers perform JC behaviors to translate perceived work stress into more control over their careers in today’s shrinking job market. Drawing on the job demands-resources (JD-R) theory, this study thus investigates how employee continuance commitment (CC), as a manifestation of work stress, influences career control that can reflect the sustainability of careers in such a turbulent time and how the three dimensions of employees’ JC (i.e., increasing structural job resources, increasing social job resources, and increasing challenging job demands) mediate the CC‒career control relationship, respectively. A time-lagged survey was carried out with a sample of 476 Chinese production workers. The results show that crafting jobs is instrumental in translating the degree of CC that embodies the level of work stress to the degree of career sustainability during the digital transformation of Chinese manufacturing. The article concludes with a discussion of the theoretical and practical implications. Limitations and their implications for future studies are also reviewed.

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Using the Job Demands–Resources Model to Evaluate Work-Related Outcomes Among Norwegian Health Care Workers

SAGE Open ◽

10.1177/2158244020947436 ◽

2020 ◽

Vol 10 (3) ◽

pp. 215824402094743

Author(s):

Sabine Kaiser ◽

Joshua Patras ◽

Frode Adolfsen ◽

Astrid M. Richardsen ◽

Monica Martinussen

Keyword(s):

Job Satisfaction ◽

Health Care ◽

Service Quality ◽

Health Care Professionals ◽

Turnover Intention ◽

Structural Equation ◽

Job Demands ◽

Well Being ◽

Job Resources ◽

Work Related

The job demands-resources (JD-R) model was used to evaluate work-related outcomes among 489 health care professionals working in public health services for children and their families in Norway. In accordance with the JD-R model, the relationship of job demands and job resources with different outcomes (turnover intention, job satisfaction, and service quality) should be mediated through burnout and engagement. The results of the multilevel structural equation model analysis indicated good model fit: The χ2/degrees of freedom ratio was 1.54, the root mean square error of approximation was .033, and the Tucker Lewis index and comparative fit index were both .92. Job demands were positively associated with burnout; job resources were positively related to engagement and negatively related to burnout. Burnout was positively related to turnover intention and negatively related to job satisfaction and service quality. Engagement was inversely related to the outcome variables. Both job demands and job resources are important predictors of employee well-being and organizational outcomes.

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Decreasing the Negative Effects of Work-Related Stress in Unchanged Working Environments

European Journal of Mental Health ◽

10.5708/ejmh.13.2018.2.4 ◽

2018 ◽

Vol 13 (2) ◽

pp. 163-183 ◽

Cited By ~ 1

Author(s):

Adrienn Stauder ◽

Zoltán Cserháti ◽

Barna Konkolÿ Thege

Keyword(s):

Negative Effects ◽

Work Related Stress ◽

Work Related ◽

Working Environments ◽

Related Stress

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INSURANCE INTERMEDIARIES’ WORK-RELATED STRESS: CONNECTIONS WITH LABOUR PRODUCTIVITY

Ekonomika ◽

10.15388/ekon.2014.0.3016 ◽

2014 ◽

Vol 93 (1) ◽

pp. 146-159

Author(s):

Violeta Raimonda Kulvinskienė ◽

Gintarė Apčelauskaitė

Keyword(s):

Work Stress ◽

Life Insurance ◽

Labour Productivity ◽

Type A ◽

Insurance Company ◽

Life Insurance Company ◽

Work Related Stress ◽

Work Related ◽

Type A Personality ◽

Related Stress

Abstract. The article deals with work-related stress, the reasons for its occurrence, consequences, and ways how to manage stress in the Lithuanian “X” life insurance company. The intermediaries’ work stress connection with labour productivity and type A personality behaviour are analyzed. The study aims to find out how the insurance company takes certain measures to minimize work-related stress and to increase labour productivity.Key words: work-related stress, labour productivity, Type A character behaviour, work-related stress management

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Mentally tiring work and type 2 diabetes in women: a 22-year follow-up study

Acta Endocrinologica ◽

10.1530/eje-18-0804 ◽

2019 ◽

Vol 180 (4) ◽

pp. 257-263

Author(s):

Guy Fagherazzi ◽

Gaelle Gusto ◽

Douae El Fatouhi ◽

Francesca Romana Mancini ◽

Beverley Balkau ◽

...

Keyword(s):

Type 2 Diabetes ◽

Job Demands ◽

Diabetes Risk ◽

Work Related Stress ◽

Overweight Women ◽

Work Related ◽

Increased Risk ◽

Related Stress ◽

Incident Cases

Hypothesis Previous work suggested no or inconsistent associations between components of work-related stress and type 2 diabetes risk, but suggested sex-specific differences should be further investigated, as women potentially had higher risks. Methods We analyzed data from 73 517 women, mostly teachers, from the E3N cohort study followed for 22 years (1992–2014), to study the association between mentally tiring work, used as a proxy of job demands, and type 2 diabetes risk. Univariate and multivariable Cox regression models were used to estimate hazard ratios and 95% confidence intervals. Results A total of 4187 incident cases of type 2 diabetes cases were observed. There was a higher type 2 diabetes risk for women with a ‘Very mentally tiring work’ when compared to women with ‘Little or not mentally tiring work’ (HR = 1.21 (1.09–1.35)). This association was independent of unhealthy lifestyle and traditional metabolic factors. An interaction between mentally tiring work and BMI was detected (P < 0.0001), with a stronger association being observed in non-overweight women, HR = 1.26 (1.08–1.47) vs HR = 1.14 (0.98, 1.32), in overweight women. Conclusions We observed an increased risk of type 2 diabetes associated with mentally tiring work, used as a proxy of job demands. These observational results suggest the importance of taking into consideration the potential long-term metabolic impact of work-related stress for women working in a demanding environment. Increased support for such women should be investigated in intervention studies.

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