Temat: demands - Katalog OPAC zbiorów

Skocz do pozycji: 1.

Tytuł:: Does job burnout mediate negative effects of job demands on mental and physical health in a group of teachers? Testing the energetic process of Job Demands-Resources model
Autorzy:: Baka, Łukasz
Powiązania:: https://bibliotekanauki.pl/articles/2177409.pdf
Data publikacji:: 2015-03-30
Wydawca:: Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:: Job Demands-Resources model
job burnout
job demands
depression
physical health
Opis:: Objectives The aim of the study was to investigate the direct and indirect – mediated by job burnout – effects of job demands on mental and physical health problems. The Job Demands–Resources model was the theoretical framework of the study. Three job demands were taken into account – interpersonal conflicts at work, organizational constraints and workload. Indicators of mental and physical health problems included depression and physical symptoms, respectively. Material and Methods Three hundred and sixteen Polish teachers from 8 schools participated in the study. The hypotheses were tested with the use of tools measuring job demands (Interpersonal Conflicts at Work, Organizational Constraints, Quantitative Workload), job burnout (the Oldenburg Burnout Inventory), depression (the Beck Hopelessness Scale), and physical symptoms (the Physical Symptoms Inventory). The regression analysis with bootstrapping, using the PROCESS macros of Hayes was applied. Results The results support the hypotheses partially. The indirect effect and to some extent the direct effect of job demands turned out to be statistically important. The negative impact of 3 job demands on mental (hypothesis 1 – H1) and physical (hypothesis 2 – H2) health were mediated by the increasing job burnout. Only organizational constraints were directly associated with mental (and not physical) health. Conclusions The results partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the low well-being of teachers in the workplace.
Źródło:: International Journal of Occupational Medicine and Environmental Health; 2015, 28, 2; 335-346
1232-1087
1896-494X
Pojawia się w:: International Journal of Occupational Medicine and Environmental Health
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 2.

Tytuł:: How job and family demands impact change in perceived stress: A dyadic study
Autorzy:: Smoktunowicz, Ewelina
Cieślak, Roman
Powiązania:: https://bibliotekanauki.pl/articles/2161787.pdf
Data publikacji:: 2017-11-03
Wydawca:: Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:: job demands
self-efficacy
family demands
spillover–crossover
dyads
interrole conflict
Opis:: Objectives: The aim of this two-wave study has been to test the spillover and crossover of job and family demands on changes in perceived stress at work and in the family. Specifically, we proposed that demands from one domain (work or family) spilled over to another domain through interrrole conflict (work–family/family–work conflict) and context-specific self-efficacy. Additionally, we hypothesized that changes in perceived stress were impacted not only by a person’s own demands through interrole conflict but also by the demands of one’s significant other, in the process of crossover. Material and Methods: The study was of dyadic design and it was conducted online, among 130 heterosexual couples, at 2 time points separated by 3 months interval. Hypotheses were verified by means of the path analysis. Results: No support was found for the spillover of job and family demands on changes in perceived stress through interrole conflict and self-efficacy, neither for women nor for men. With regard to the crossover, no support was found for the actor effects, i.e., a person’s demands did not impact changes in one’s own work- and family-related perceived stress but partial support was found for the partner effects, i.e., women’s job demands were associated with men’s changes in work and family-related stress through women’s work–family conflict, and men’s family demands were associated with women’s change in family-related perceived stress through men’s family–work conflict. Conclusions: The study is a longitudinal test of the Spillover–Crossover model and Work–Home Resources model demonstrating that job and family demands are transmitted across domains and across partners in the intimate relationships through the interrole conflict but the nature of this crossover is different for men and women. Int J Occup Med Environ Health 2018;31(2)199–215
Źródło:: International Journal of Occupational Medicine and Environmental Health; 2018, 31, 2; 199-215
1232-1087
1896-494X
Pojawia się w:: International Journal of Occupational Medicine and Environmental Health
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 3.

Tytuł:: The role of rewards and demands in burnout among surgical nurses
Autorzy:: Basińska, Beata A.
Wilczek-Rużyczka, Ewa
Powiązania:: https://bibliotekanauki.pl/articles/2179132.pdf
Data publikacji:: 2013-08-01
Wydawca:: Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:: demands
job security
rewards
professional burnout
surgical nurses
Opis:: Objective: Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees' development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout among surgical nurses. Materials and Methods: The study was conducted in 2009 and 2010 with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome (Maslach Burnout Inventory). A cross-sectional, correlational study design was applied. Results: Nurses experienced the largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect). Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced personal achievement was explained by more demands and greater job security (small effect). Conclusions: Excessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too many resources are invested and career opportunities do not appear. These results may help to improve human resource management in the healthcare sector.
Źródło:: International Journal of Occupational Medicine and Environmental Health; 2013, 26, 4; 593-604
1232-1087
1896-494X
Pojawia się w:: International Journal of Occupational Medicine and Environmental Health
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 4.

Tytuł:: Do all types of restructuring threaten employees’ well-being? An exploratory study
Autorzy:: Widerszal-Bazyl, Maria
Mockałło, Zofia
Powiązania:: https://bibliotekanauki.pl/articles/2177240.pdf
Data publikacji:: 2015-07-01
Wydawca:: Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:: well-being
restructuring
change appraisal
psychosocial job characteristics
job demands
innovative behavior
Opis:: Objectives Most research on the negative impact of restructuring on employees’ health considers restructuring involving personnel reduction. The aim of this study was to explore the assumption that the type of restructuring, business expansion versus restructuring not involving expansion (only reductions and/or change of ownership), influences its psychological responses: appraisal of the change, psychosocial working conditions and well-being after the change. Material and Methods The study was carried out among 857 employees that experienced restructuring in 2009 and/or 2010 and 538 employees from companies not restructured at that time. The main variables, i.e., assessment of change in terms of personal benefits and losses, psychosocial job characteristics and well-being were measured using a questionnaire developed in “The psychological health and well-being in restructuring: key effects and mechanisms” project (PSYRES). Results It was found that the employees who experienced business expansion in comparison to those who experienced exclusively change of ownership had a higher appraisal of change, while those who experienced restructuring not involving business expansion did not differ from those who experienced change of ownership. As far as psychosocial working conditions are concerned, those employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for quantitative demands that were higher), while most psychosocial working conditions of the employees who experienced restructuring not involving expansion were poorer than in the not restructured companies. Also, well-being measures of the employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for innovative behavior that was even higher), while well-being measure of those who experienced restructuring not involving expansion was poorer than of those in the not restructured companies. Conclusions Restructuring involving exclusively business expansion is not a threat to psychosocial job characteristics (except for quantitative demands) or to employees’ well-being. Therefore, the type of restructuring should be taken into account when the restructuring – psychological health relationship is discussed.
Źródło:: International Journal of Occupational Medicine and Environmental Health; 2015, 28, 4; 689-706
1232-1087
1896-494X
Pojawia się w:: International Journal of Occupational Medicine and Environmental Health
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 5.

Tytuł:: Relationship between job demands and psychological outcomes among nurses: Does skill discretion matter?
Autorzy:: Viotti, Sara
Converso, Daniela
Powiązania:: https://bibliotekanauki.pl/articles/2177058.pdf
Data publikacji:: 2015-12-15
Wydawca:: Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:: job satisfaction
job demands
skill discretion
emotional exhaustion
intention to leave the profession
well-being at work
Opis:: Objectives The aim of the present study was to assess both the direct and indirect effects (i.e., interacting with various job demands) of skill discretion on various psychological outcomes (i.e., emotional exhaustion, intention to leave, affective well-being, and job satisfaction). Material and Methods Data were collected by a self-reported questionnaire in 3 hospitals in Italy. The sample consisted of 522 nurses. Moderated hierarchical regression analyses were employed. Results The findings highlighted the direct effect of skill discretion on reducing emotional exhaustion, intention to leave, sustaining affective well-being and job satisfaction. As regards interaction effect, the analyses indicated that skill discretion moderates the negative effect of disproportionate patient expectations on all the considered psychological outcomes. On the other hand, skill discretion was found to moderate the effect of cognitive demands on turnover intention as well as the effect of quantitative demands on emotional exhaustion and job satisfaction only in conditions of low job demands. Conclusions The study revealed some interesting findings, suggesting that skill discretion is not a resource in the pure sense, but that it also has some characteristics of a job demand. The study has relevant practical implications. Particularly, from a job design point of view, the present study suggests that job demands and skill discretion should be balanced carefully in order to sustain job well-being and worker retention.
Źródło:: International Journal of Occupational Medicine and Environmental Health; 2016, 29, 3; 439-460
1232-1087
1896-494X
Pojawia się w:: International Journal of Occupational Medicine and Environmental Health
Dostawca treści:: Biblioteka Nauki

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