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Wyszukujesz frazę "cognitive demands" wg kryterium: Temat


Wyświetlanie 1-2 z 2
Tytuł:
Construction and Validation of Challenging Job Demands Scale
Autorzy:
Makhdoom, Irsa Fatima
Malik, Najma Iqbal
Atta, Mohsin
Powiązania:
https://bibliotekanauki.pl/articles/2121373.pdf
Data publikacji:
2022
Wydawca:
Polska Akademia Nauk. Czytelnia Czasopism PAN
Tematy:
Challenging job demands
time pressure
cognitive demands
social load
university teachers
Opis:
Challenging job demands are those which require the use of high energy and thus may impair health but bring positive consequences too. The present study aimed to construct a measure for challenging job demands for university teachers. Methods: The study is based upon the model developed by Makhdoom and Malik (2018) which proposed three challenging job demands including Regulatory Load, Social Load, and Cognitive Demands. On the basis of the literature review, Time Pressure was also studied as a factor. First of all, the authors created an initial item pool of 19 items which were categorized into four factors. The finalized item pool was administered on two independent samples drawn from various universities of Pakistan. In the first stage, the university teachers (N = 201) from three universities of the Punjab province were approached. EFA concluded three-factor and 13 items, which were then administered upon a sample of university teachers (N = 600). Results: The CFA confirmed the three-factor structure of challenging job demands including Time Pressure, Cognitive Demands and Social Load. All the fit indices were within an acceptable range. The values of factor loadings and Cronbach Alpha justified the internal consistency and psychometric soundness of the newly developed measure. Discussion: The study concludes a psychometrically sound scale to measure challenging job demands in university teachers which will be helpful in future studies. The limitations of the study along with suggestions for future research and important theoretical and practical implications are discussed.
Źródło:
Polish Psychological Bulletin; 2022, 53, 2; 104-111
0079-2993
Pojawia się w:
Polish Psychological Bulletin
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
All employees need job resources – Testing the Job Demands–Resources Theory among employees with either high or low working memory and fluid intelligence
Autorzy:
Kulikowski, Konrad
Orzechowski, Jarosław
Powiązania:
https://bibliotekanauki.pl/articles/2162497.pdf
Data publikacji:
2018-10-30
Wydawca:
Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:
cognitive functioning
work engagement
working memory
fluid intelligence
UWES
Job Demands–Resources Theory
Opis:
Background The Job Demands–Resources Theory (JD-R) is one of the most influential theoretical frameworks for explaining work engagement. The JD-R postulates the existence of a health impairment process in which job demands lead to strain, and of a motivational process in which job resources lead to work engagement. Although cognitive functions are among the most important characteristics of employees related to job, still little is known about its moderating role in JD-R processes; hence in this study we make a novel attempt to test the invariance of JD-R propositions among employees at different levels of cognitive functioning. Material and Methods A group of 383 multioccupational employees completed a set of questionnaires measuring job resource: co-worker support, supervisor support, performance feedback; job demands: emotional demands, occupational constraints, work-home interferences; Utrecht Work Engagement Scale; Oldenburg Burnout Inventory along with 2 working memory and 3 fluid intelligence tests. Results The multigroup invariance analysis with latent variables revealed that both the health impairment process and the motivational process as postulated by JD-R are invariant across groups of employees with either high or low levels of fluid intelligence and working memory capacity. Conclusions This result provides the first piece of evidence for JD-R robustness among employees at different levels of cognitive functioning. Our findings counterintuitively suggest that employees with high cognitive functioning are not more resistant to job demands than employees with low cognitive functioning and that in order to be work-engaged they need job resources, no less than their colleagues with low cognitive functioning. Med Pr 2018;69(5):483–496
Źródło:
Medycyna Pracy; 2018, 69, 5; 483-496
0465-5893
2353-1339
Pojawia się w:
Medycyna Pracy
Dostawca treści:
Biblioteka Nauki
Artykuł
    Wyświetlanie 1-2 z 2

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