Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model

Based on assumptions of the Job Demands–Resources model and the Person–Environment fit literature, the present research conceptualizes an intrinsic relative to an extrinsic work value orientation as a personal resource. We examine whether such an orientation may strengthen the relations of classical job resources (i.e., autonomy and learning opportunities) with well-being outcomes. The results in a large, representative sample of Dutch employees (N = 4009) show that a predominant intrinsic work orientation strengthened the negative association of learning opportunities with emotional exhaustion as well as the buffering role of autonomy for the health-impairing impact of workload. With respect to work engagement, a predominant intrinsic work orientation strengthened the positive association of autonomy, the expected boosting impact of workload on the stimulating association of autonomy, as well as the—rather unexpected—attenuating impact of workload on the positive association of learning opportunities with work engagement. Although not all hypotheses were confirmed, in general, results point at the importance and practical relevance of personal resources in the realm of the Job Demands–Resources model.     

Job demands–resources model in the context of recovery: Testing recovery experiences as mediators

The aim of the present study was to extend the original Job Demands–Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model.     

Development and validation of an instrument for assessing job demands arising from accelerated change: The intensification of job demands scale (IDS)

Accelerated societal and organizational changes have placed new pressures on employees. Especially, service employees are exposed to intensified workloads, planning and decision-making, and learning demands. Despite the growing attention given to this intensification of job demands, a comprehensive measure is missing. In the present study, we developed the Intensification of Job Demands Scale (IDS) and validated it in four samples (N = 1363). Confirmatory factor analyses supported the differentiation into five subscales, namely work intensification, intensified job-related planning and decision-making demands, intensified career-related planning and decision-making demands, intensified knowledge-related learning demands, and intensified skill-related learning demands. This five-factor structure holds for both the German and the English versions of the instrument. Convergent and discriminant validity tests showed that the IDS subscales are moderately related to established measures of job demands, but at most have small correlations with negative affectivity. Providing support for the incremental validity, the IDS subscales were found to add to the prediction of burnout and job satisfaction beyond established job demands. Finally, the IDS subscales helped to identify employees who experienced changes in their work situation. In sum, the results indicate that the IDS is a valid and reliable measure to assess the intensification of job demands.     

New Concepts for a New Age: Information Service Organizations and Mental Information Work

Abstract

To describe and conceptualize new forms of work and organization a questionnaire survey in service organizations (n = 845), and a telephone survey among workers (n = 1168) were held. New concepts are introduced to identify the types of work and organization found, i.e. “Information Service Organization” (ISO) and “Mental Information Work” (MIW). ISOs are characterized by activities such as collecting, storing, and processing data; advising people; and informing people. They also make a lot of use of IT (computers, programs) and electronic network connections. Most ISOs appear to be traditional in terms of working hours and places of work. MIW is a form of knowledge work characterized by mental manipulations of information; IT is often used. Flexi-time is relatively frequent in MIW, but most people work on a fixed place of work.     

Self-efficacy,Work, and Psychological Outcomes in a Public Service Context

The study examined the prediction of psychological outcomes (conceptualized as psychological well-being and engagement) by general self-efficacy (GSE) and work context (conceptualized as job demands and job resources). The role of GSE as a moderator between work context and psychological outcomes was also examined in a cross-sectional survey of a sample of public sector employees (N = 459: males = 151, females = 273, and age ranging between 25 and 55). Multiple regression analyses showed that job demands and resources and GSE significantly predict both psychological well-being (positive affect, negative affect and satisfaction with life) and engagement (vigour and dedication). GSE moderated the relationship between work context and psychological outcomes. Work contexts characterised by a preponderance of job resources appear to facilitate both satisfaction with life and dedication.     

Weekly work engagement and flourishing: The role of hindrance and challenge job demands

Two studies were conducted to examine how home healthcare nurses stay engaged in their work and maintain their psychological well-being. In Study 1, we hypothesized that nurses would perceive work pressure more as a hindrance demand than as a challenge demand, and that the reverse would be true for emotional demands. We approached 120 home healthcare nurses who filled in a survey. Results of a series of paired sample t-tests supported our hypotheses. In Study 2, we used the JD-R model to hypothesize that weekly job demands can either facilitate or undermine the positive impact of personal resources on work engagement and flourishing, depending on the nature of the job demand (hindrance vs. challenge). A sample of 63 nurses filled in a questionnaire at the end of the working week during three consecutive weeks (N = 3 × 63 = 189 occasions). Results of hierarchical linear modeling showed that emotional job demands strengthened the effect of personal resources on weekly well-being, whereas work pressure undermined this effect. Taken together, the present findings challenge the idea that whether job demands act as hindrances or challenges is the same for all occupations and for all individuals.