Leadership and Job Demands-Resources Theory: A Systematic Review.
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ABSTRACT:
SUBMITTER: Tummers LG
PROVIDER: S-EPMC8514935 | biostudies-literature | 2021
REPOSITORIES: biostudies-literature
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Leadership and Job Demands-Resources Theory: A Systematic Review.
Tummers Lars G LG Bakker Arnold B AB
Frontiers in psychology 20210930
The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three m ...[more]
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Project description:PurposePrevious research conducted on the Job Demands-Resources model has mostly ignored the newly introduced Challenge-Hindrance-Threat distinction of workplace stressors. Thus, to better understand the nature of job demands, the present study aimed to explore this distinction of job demands within the framework of the Job Demands-Resources model. Moreover, it examined competing theoretical frameworks by investigating the associations between job characteristics and psychological health variables (i.e., burnout, vigor).Design/methodology/approachData were collected via computer assisted telephone interview among a representative sample of employees working in Luxembourg (n = 1,506).FindingsStructural Equation Modeling supported the distinctiveness of the proposed demand categories in terms of their effects. The health impairing nature of threats, hindrances, and challenges, as well as the motivational potential of resources was supported. Yet, scarce support was found for the moderating effects of demands and resources on employees' well-being.Research implicationsBased on these findings, we argue for an extended framework of job characteristics, which will more accurately describe their nature and effects on employees.Practical implicationsIn order to promote employee's well-being, occupational health advisors need to be aware of the distinct demand-wellbeing relations when implementing job redesign measures.Originality/valueCombining multiple theoretical frameworks is considered a leading principle in occupational health research. The present study implements an extended classification framework of workplace stressors into one of today's most influential theoretical framework of job characteristics.
| S-EPMC9983325 | biostudies-literature
Project description:BackgroundYoung nurses are the backbone of the intensive care unit nursing team. Their turnover intentions not only directly impact the physiological health and life outcomes of critically ill patients but also significantly affect the efficient operation of the healthcare system. Previous research has noted the association between nurse emotional exhaustion and turnover intentions. However, few studies have examined how both external and internal resources simultaneously moderate this relationship, especially among young intensive care unit nurses. This study explore the potential mechanisms by which emotional exhaustion affects turnover intentions among young intensive care unit nurses. On this basis, it investigates how organizational justice and organizational-based self-esteem, as critical work resources, moderate the relationship between emotional exhaustion and turnover intentions.MethodsA cross-sectional survey design was adopted. A total of 490 questionnaires were distributed, with a final valid response rate of 91.2%. SPSS 27.0 was utilized for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was employed to construct the Structural Equation Model and the Bootstrap test.ResultsEmotional exhaustion among young intensive care unit nurses positively predicts turnover intention, with job performance playing a mediating role. The indirect effect of job performance accounts for 3.24% of the total effect. Organizational justice and organizational-based self-esteem respectively moderated the relationship between emotional exhaustion and turnover intention. The combined indirect effects accounted for 17.18% and 12.76% of the total effect, respectively. Organizational justice and organizational-based self-esteem, as well as organizational justice, organizational-based self-esteem, and job performance, respectively played a chain mediating role between emotional exhaustion and turnover intention. The indirect effect accounted for 3.82% and 3.63% of the total effect, respectively.ConclusionEmotional exhaustion has a positive predictive effect on turnover intention among young intensive care unit nurses, with job performance playing a mediating role. Organizational justice and organizational-based self-esteem, as key work resources, moderated this relationship, mitigating the impact of emotional exhaustion on turnover intention.Clinical trial numberNot applicable.
| S-EPMC11800589 | biostudies-literature
Project description:ObjectivesHow the work environment contributes to employees' overall subjective well-being remains inadequately explored. Building upon the seminal Job Demands-Resources model, this study aims to test a complex model that combines leadership, job demands, and job resources, as factors contributing either indirectly (via job satisfaction) or directly to employees' subjective well-being (SWB).MethodsThe cross-sectional data (N = 1,859) of the Belgian National happiness study (2020) were used. Leadership (satisfaction with leadership; perceived supervisor support), job demands (role conflict; job insecurity; work-private conflict; perceived working conditions), job resources (autonomy; relatedness; competence; skill utilization; personal growth), job satisfaction and subjective well-being (life evaluation; positive affect; negative affect) were assessed via self-report questionnaires. The proposed model investigates the direct impact of job demands and resources on SWB, as well as the indirect impact with job satisfaction as mediating factor, and was tested using the Structural Equation Modeling technique.ResultsFindings supported the proposed model. Both job demands and job resources have a direct relationship with SWB. Job resources are positively related to overall SWB, whereas job demands negatively affected SWB. Moreover, job resources are more strongly related to SWB compared to job demands. The demands and resources also indirectly contribute to employee's SWB via job satisfaction as job satisfaction appeared to mediate these relationships.ConclusionThe current study shows that both job demands and resources directly and indirectly contribute to employees' SWB. Creating a supportive and healthy work environment is thus of paramount importance in order to foster employees' SWB. In particular, investing in improving job resources may be a fruitful approach to promote employees' overall subjective well-being.
| S-EPMC10394838 | biostudies-literature
Project description:Job demands and resources have been consistently associated with the burnout syndrome in physicians, however the literature points to a lack of robust measures to assess these job characteristics across various medical specialties. This study aimed to develop a theoretically and empirically grounded physician-specific job demands and resources self-report measure - the Physicians' Job Demands and Resources Scale. Relevant dimensions of physicians' job demands and resources were identified, corresponding measurement items were generated and pre-tested, and the factor structure of the resulting 44 items was tested with a sample of 9,176 Portuguese physicians. The results of EFAs and CFAs with two random split samples provided consistent evidence of a nine-factor structure with 38 of the 44 items. Importantly, the nine-factor structure is consistent with the dimensions identified in the literature. The paper discusses the theoretical and practical impacts of the scale.
| S-EPMC10637071 | biostudies-literature
Project description:While it has been shown that psychological contract breach leads to detrimental outcomes, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources predict breach perceptions. We argue that perceiving high demands elicits negative affect, while perceiving high resources stimulates positive affect. Positive and negative affect, in turn, influence the likelihood that psychological contract breaches are perceived. We conducted two experience sampling studies to test our hypotheses: the first using daily surveys in a sample of volunteers, the second using weekly surveys in samples of volunteers and paid employees. Our results confirm that job demands and resources are associated with negative and positive affect respectively. Mediation analyses revealed that people who experienced high job resources were less likely to report psychological contract breach, because they experienced high levels of positive affect. The mediating role of negative affect was more complex, as it increased the likelihood to perceive psychological contract breach, but only in the short-term.
| S-EPMC4865204 | biostudies-literature
Project description:PURPOSE: Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. The purpose of our cross-sectional study was to estimate the burnout rates among medical residents in the largest Greek hospital in 2012 and identify factors associated with it, based on the job demands-resources model (JD-R). METHOD: Job demands were examined via a 17-item questionnaire assessing 4 characteristics (emotional demands, intellectual demands, workload, and home-work demands' interface) and job resources were measured via a 14-item questionnaire assessing 4 characteristics (autonomy, opportunities for professional development, support from colleagues, and supervisor's support). The Maslach Burnout Inventory (MBI) was used to measure burnout. RESULTS: Of the 290 eligible residents, 90.7% responded. In total 14.4% of the residents were found to experience burnout. Multiple logistic regression analysis revealed that each increased point in the JD-R questionnaire score regarding home-work interface was associated with an increase in the odds of burnout by 25.5%. Conversely, each increased point for autonomy, opportunities in professional development, and each extra resident per specialist were associated with a decrease in the odds of burnout by 37.1%, 39.4%, and 59.0%, respectively. CONCLUSIONS: Burnout among medical residents is associated with home-work interface, autonomy, professional development, and resident to specialist ratio.
| S-EPMC4230205 | biostudies-other
Project description:Previous research has shown that challenge and hindrance job demands show different effects on employees' wellbeing and performance. Moreover, it has been demonstrated that employees' subjective appraisal of job demands as challenges and hindrances may vary: they can be appraised as challenges or hindrances or both. Subjective appraisal of job demands was found to be also related to employees' wellbeing and productivity. However, little is known about predictors of the appraisals of job demands made by employees. The aim of the study was to identify predictors of such appraisals among job and individual resources. Cross-sectional research was carried out among 426 IT, healthcare and public transport employees. COPSOQ II scales were used to measure job demands (emotional, quantitative, cognitive demands, work pace and role conflicts) and job resources (influence at work, possibilities for development, vertical and horizontal trust), single questions were used to measure employees' subjective appraisals of job demands as hindrances and challenges, and PCQ was used to measure psychological capital. Multiple hierarchical regression analyses showed that only horizontal trust predicted the appraisal of job demands as challenges, and vertical trust predicted the appraisal of job demands as hindrances among four analysed job resources. Individual resource-psychological capital-predicted only the appraisal of job demands as challenges. Control variables-occupation, age and job demands also played a significant role in predicting the appraisal of job demands. Implications and future directions are discussed.
| S-EPMC8007006 | biostudies-literature
Project description:(1) Background: Empirical studies have started to examine employees' subjective appraisals of job demands and their relations to employees' health. However, knowledge of working conditions, which might contribute to how employees appraise specific job demands, is scarce. The present study aimed to examine predictors of nurses' appraisals of job demands (i.e., time pressure, emotional demands, physical demands, and role ambiguity) as challenges and/or threats among corresponding job resources (i.e., autonomy, social support, physical resources, participation in decision-making). It also examined moderating effects of these predictors. (2) Methods: Cross-sectional data were collected via an online survey in a sample of 425 nurses working in Luxembourg. (3) Results: Multiple regression analyses indicated that matching job resources predicted nurses' appraisal of job demands as challenging. Threat appraisal was predicted by three out of four kinds of job resources (i.e., autonomy, physical resources, participation in decision-making). However, the current study did not find any moderating effects between job demands and job resources on challenge/threat appraisals. (4) Conclusions: The present study identified domain-specific job resources that contribute to how employees perceive selected job demands. Accordingly, we encourage scholars and practitioners to align job demands with matching job resources to prevent nurses' threat appraisal of job demands, and to promote their challenge appraisals.
| S-EPMC9859003 | biostudies-literature
Project description:AimCalculating a modelled workload based on objective measures. Exploring the relation between this modelled workload and workload as perceived by nurses, including the effects of specific job demands, job resources and personal resources on the relation.DesignAcademic hospital in the Netherlands. Six surgical wards, capacity 15-30 beds. Data collected over 15 consecutive day shifts.MethodsModelled workload is calculated as a ratio of required care time, based on patient characteristics, baseline care time and time for non-patient related activities, and allocated care time, based on the amount of available nurses. Both required and allocated care time are corrected for nurse proficiency. Five dimensions of perceived workload were determined by questionnaires. Both the modelled and the perceived workloads were measured on a daily basis. Linear mixed effects models study the longitudinal relation between this modelled and workload as perceived by nurses and the effects of personal resources, job resources and job demands. ANOVA and post-hoc tests were used to identify differences in modelled workload between wards.ResultsModelled workload varies roughly between 70 and 170%. Significant differences in modelled workload between wards were found but confidence intervals were wide. Modelled workload is positively associated with all five perceived workload measures (work pace, amount of work, mental load, emotional load, physical load). In addition to modelled workload, the job resource support of colleagues and job demands time spent on direct patient care and time spent on registration had the biggest significant effects on perceived workload.ConclusionsThe modelled workload does not exactly predict perceived workload, however there is a correlation between the two. The modelled workload can be used to detect differences in workload between wards, which may be useful in distributing workload more evenly in order prevent issues of over- and understaffing and organizational justice. Extra effort to promote team work is likely to have a positive effect on perceived workload. Nurse management can stimulate team cohesion, especially when workload is high. Registered nurses perceive a higher workload than other nurses. When the proportion of direct patient care in a workday is higher, the perceived workload is also higher. Further research is recommended. The findings of this research can help nursing management in allocating resources and directing their attention to the most relevant factors for balancing workload.
| S-EPMC7909623 | biostudies-literature
Project description:BackgroundBuilding on the job demands-resources (JD-R) model and regulatory focus theory, this study examined how regulatory foci shaped the effects of different job demands and resources on both negative and positive workplace outcomes among medical staff.MethodsTwo independent studies (NStudy 1 = 267; NStudy 2 = 350) were designed for cross-validation. Participants completed a battery of measures evaluating job demands (workload, emotional demands, interpersonal stress), job resources (psychological safety, perceived organizational support, servant leadership), and well-being (job burnout, affective commitment, job satisfaction).ResultsMultiple linear regression analyses showed employees' well-being was affected by job demands and resources through energetic and motivational processes, respectively. The deleterious effect of emotional demands on job burnout was pronounced in individuals with weak prevention focus (B = 0.392, standard error [SE] = 0.069, p < .001). Psychological safety (Study 1) and servant leadership (Study 2) had stronger positive associations with motivational outcomes among individuals with weak promotion focus than those with strong promotion focus (B = 0.394, SE = 0.069, p < .001; B = 0.679, SE = 0.121, p < .001; and B = 0.476, SE = 0.072, p < .001, respectively).ConclusionWe used two samples to examine and cross-validate the joint effects of job characteristics and personal traits on workplace well-being among Chinese medical staff. Although heterogenous, the results showed regulatory foci were especially important in determining the effects of job demands and resources on well-being when there was (autonomous) self-regulation in the workplace.
| S-EPMC11437780 | biostudies-literature