My boss is to blame: A conservation of resources and job-demands exploration of employee burnout.

2015 ◽  
Vol 2015 (1) ◽  
pp. 17377
Author(s):  
Cody Logan Chullen
Keyword(s):  
Job Demands ◽  
Conservation Of Resources ◽  
Employee Burnout

Job Resources and Strengths Use in Relation to Employee Performance: A Contextualized View

2021 ◽  
pp. 003329412199778
Author(s):  
Luca Tisu ◽  
Andrei Rusu ◽  
Coralia Sulea ◽  
Delia Vîrgă
Keyword(s):  
Employee Performance ◽  
Job Demands ◽  
Job Resources ◽  
Conservation Of Resources ◽  
Role Clarity ◽  
Fine Grained ◽  
Strengths Use ◽  
Individual Strategies ◽  
Moderator Role

Job resources play a prominent role in employee performance literature, yet a fine-grained understanding of how resources are relevant for several performance types is still needed. Relying on the Job Demands-Resources and Conservation of Resources theories, the present study addresses this call in two ways. First, it examines the predictive effect of four job resources (i.e., role clarity, feedback, autonomy, and opportunities for development) on nine types of performance (i.e., proficiency, adaptivity, and proactivity as an individual, team, and organization member). Second, it tests the moderator role of strengths use in these relationships. Data was gathered from a sample of Romanian employees (N = 332) and analyzed via hierarchical multiple linear regression. The results indicate that the selected job resources are, indeed, predictors of different types of employee performance and not in a unitary manner. Role clarity and feedback appear to be the most relevant predictors for various performance types, while autonomy seems to be the least important. Also, strengths use moderates these relationships, but in a reinforcing manner only regarding opportunities for development. The interaction of strengths use with role clarity and feedback renders the latter two obsolete, indicating that individual strategies may act as substitutes for job resources. These findings add to the Job Demands-Resources theory's versatile nature and provide more clarity to practitioners who plan interventions to enhance specific performance types, taking individual strategies into account.

Emotional labor strategies mediate the relationship between psychological empowerment and burnout of frontline hotel employees

2021 ◽  
Vol 49 (4) ◽  
pp. 1-10
Author(s):  
Min Li ◽  
Ziyu Zhao ◽  
Lijuan Cui
Keyword(s):  
Negative Correlation ◽  
Emotional Labor ◽  
Psychological Empowerment ◽  
Job Demands ◽  
Significant Negative Correlation ◽  
Job Burnout ◽  
Automatic Regulation ◽  
Conservation Of Resources ◽  
Hotel Employees ◽  
The Relationship

We examined the relationships among psychological empowerment, emotional labor strategies, and job burnout of frontline hotel employees with reference to conservation of resources theory and the job demands–resources model. A sample of 414 employees from a Chinese chain hotel was recruited to take part in this study. There was a significant negative correlation between psychological empowerment and job burnout for these frontline hotel employees. Furthermore, the emotional labor strategies of deep acting and automatic regulation played partial mediating roles in the relationship between psychological empowerment and job burnout, which has implications for the development of intervention mechanisms and work practices for addressing burnout.

Job Burnout: toward an Integration of Two Dominant Resource-Based Models

2010 ◽  
Vol 107 (1) ◽  
pp. 193-208 ◽  
Author(s):  
Syed Akhtar ◽  
Jenny S. Y. Lee
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Response Rate ◽  
Job Demands ◽  
Job Burnout ◽  
Job Resources ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Managerial Positions ◽  
Conservation Of Resources Model

The goal of this study was to integrate the job demands-resources model and the conservation of resources model of job burnout into a unified theoretical framework. The data were collected through a mail questionnaire survey among nurses holding managerial positions in the Hospital Authority of Hong Kong. From a computer-generated random sample of nurses, 543 (84.3% women) returned usable surveys, amounting to a response rate of 24.2%. Structural equation modeling was used to test the proposed paths originating from job demands and job resources to the core job burnout dimensions, namely, emotional exhaustion and depersonalization. Results supported the integrated model, indicating that job demands and job resources had differing effects on the burnout dimensions. The effect of job demands was stronger and partially mediated the effect of job resources. Implications of the results from this study on management practices were discussed.

scholarly journals When Employees are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective

2019 ◽  
Vol 16 (18) ◽  
pp. 3300 ◽  
Author(s):  
Zubair Akram ◽  
Yan Li ◽  
Umair Akram
Keyword(s):  
Emotional Exhaustion ◽  
Job Demands ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Conservation Of Resources ◽  
Time Lagged ◽  
The Impact ◽  
The Relationship

This study represents an important step towards understanding why supervisors behave abusively towards their subordinates. Building on the conservation of resources theory, this study investigates the impact of abusive supervision on counterproductive work behaviors (CWBs) from a stress perspective. Furthermore, job demands play a significant moderating effect, and emotional exhaustion has a mediating effect on the relationship between abusive supervision and CWBs. A time-lagged design was utilized to collect the data and a total of 350 supervisors-subordinates’ dyads are collected from Chinese manufacturing firms. The findings indicate that subordinates’ emotional exhaustion mediates the relationship between abusive supervision and CWBs only when subordinates are involved in a high frequency of job demands. Additionally, emotional exhaustion and abusive supervision were significantly moderated by job demands. However, the extant literature has provided that abusive supervision has detrimental effects on employees work behavior. The findings of this study provide new empirical and theoretical insights into the stress perspectives. Finally, implications for managers and related theories are discussed, along with the boundaries and future opportunities of this study.

Reciprocal Relationships Between Job Demands, Job Resources, and Recovery Opportunities

2012 ◽  
Vol 11 (2) ◽  
pp. 86-94 ◽  
Author(s):  
Alfredo Rodriguez-Muñoz ◽  
Ana I. Sanz-Vergel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Structural Equation ◽  
Time Lag ◽  
Job Demands ◽  
Job Resources ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Reciprocal Relationships ◽  
Positive Effects ◽  
Negative Effect ◽  
Longitudinal Relationships

The aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job demands, job resources, and recovery opportunities over time. The sample was composed of 502 employees from a chemical processing company in the Netherlands, and we used a time lag of 1 year. Results of structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workload was negatively related and autonomy positively related to Time 2 (T2) recovery opportunities. Additionally, T1 recovery opportunities had a negative effect on T2 workload and positive effects on autonomy and feedback. Overall, the findings suggest the presence of a positive upward spiral between job demands, job resources, and recovery opportunities.

O bem-estar do trabalho dos militares através do prisma da relação trabalho-família: o papel das características do trabalho

2016 ◽  
Author(s):  
Vânia Sofia Carvalho ◽  
Maria José Chambel
Keyword(s):  
Job Demands ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory

Os estudos que exploram a relação trabalho-família com militares fazem-no essencialmente com militares que estão afastados da família devido à guerra. São poucos os estudos que exploram a complexidade da relação trabalho-família com os militares que constroem um percurso profissional nestes serviços. Consideramos assim pertinente analisar a relação trabalho-família nesta profissão. Este estudo envolveu 175 militares da Marinha Portuguesa e testou o efeito mediador do conflito trabalho-família e o enriquecimento trabalho-família na relação entre as características do trabalho e o bem-estar no trabalho (i.e., burnout; engagement). Usando as exigências, a autonomia e apoio supervisor como características do trabalho, e em consonância com os pressupostos de modelos bem-estar (i.e., Job Demands-Control and Support; Job Demands–Resources Model; Conservation of Resources Theory) análises de equações estruturais revelaram que as características do trabalho estão relacionados tanto com o conflito trabalho-família como o enriquecimento trabalho-família. Por sua vez, estas variáveis explicam o burnout e engagement dos militares. O enriquecimento trabalho-família medeia a relação entre as características do trabalho (i.e., autonomia e apoio supervisor) e o engagement e o conflito trabalho-família não só medeia a relação entre as características do trabalho (i.e., exigências e apoio supervisor) e o burnout, como também atua como mediador entre estas variáveis e o engagement. Implicações do estudo serão discutidas. Os estudos que exploram a relação trabalho-família com militares fazem-no essencialmente com militares que estão afastados da família devido à guerra. São poucos os estudos que exploram a complexidade da relação trabalho-família com os militares que constroem um percurso profissional nestes serviços. Consideramos assim pertinente analisar a relação trabalho-família nesta profissão. Este estudo envolveu 175 militares da Marinha Portuguesa e testou o efeito mediador do conflito trabalho-família e o enriquecimento trabalho-família na relação entre as características do trabalho e o bem-estar no trabalho (i.e., burnout; engagement). Usando as exigências, a autonomia e apoio supervisor como características do trabalho, e em consonância com os pressupostos de modelos bem-estar (i.e., Job Demands-Control and Support; Job Demands–Resources Model; Conservation of Resources Theory) análises de equações estruturais revelaram que as características do trabalho estão relacionados tanto com o conflito trabalho-família como o enriquecimento trabalho-família. Por sua vez, estas variáveis explicam o burnout e engagement dos militares. O enriquecimento trabalho-família medeia a relação entre as características do trabalho (i.e., autonomia e apoio supervisor) e o engagement e o conflito trabalho-família não só medeia a relação entre as características do trabalho (i.e., exigências e apoio supervisor) e o burnout, como também atua como mediador entre estas variáveis e o engagement. Implicações do estudo serão discutidas.

Impacts of family status and gender on the relationships between job demands, job control, and distress

2019 ◽  
Vol 43 (3/4) ◽  
pp. 322-338
Author(s):  
Sehoon Kim ◽  
Hyounju Kang ◽  
Boreum Ju
Keyword(s):  
Cultural Context ◽  
Role Theory ◽  
Job Demands ◽  
Job Control ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Family Status ◽  
Content Type ◽  
Demographic Groups ◽  
And Gender

Purpose The purpose of this paper is to investigate gender differences in the relationships between job demands, job control and distress with the moderation effects of family status (i.e. marriage and parenthood) in the patriarchal cultural context of Korea. Design/methodology/approach The authors formulated hypotheses on the grounds of stress and role theories and tested them using a hierarchical regression analysis. A sample of 403 Korean employees (230 males; 173 females) was used for the analysis. Findings Family status moderated the relationship between job demands and distress for both males and females, whereas family status significantly moderated the effect of job control on distress for only males. Regardless of gender, marriage and parenthood were associated with distress affected by job demands, while only males exhibited significant distress in interactions between family status and job control. Originality/value This exploratory study is one of few that explicitly addresses the concepts of the job demands-control model dealing with the unique characteristics of demographic groups. By incorporating data from the single, the married and parents, this study identified applications of the conservation of resources and role theory for various family statuses in a non-Western culture. Particularly, this study is meaningful in that it highlighted the impacts of family roles on distress that can be observed in any culture, but is salient in a highly hierarchal, patriarchal and work-centered culture, like Korea.

scholarly journals The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

2020 ◽  
Vol 17 (21) ◽  
pp. 7742 ◽  
Author(s):  
Nanhee Kim ◽  
Yun Jin Kang ◽  
Jinsoo Choi ◽  
Young Woo Sohn
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Structural Model ◽  
Interpersonal Conflict ◽  
Job Demands ◽  
Conservation Of Resources ◽  
Mediating Role ◽  
Crossover Effects ◽  
Perceived Workload

Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors’ workaholism on subordinates’ turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates’ emotional exhaustion. The results revealed that supervisors’ workaholism is positively related to subordinates’ emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates’ turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.

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