Search

Understanding what drives public service motivation and its impacts is crucial for improving public sector performance. This meta-analysis synthesized the antecedents and outcomes of public service motivation based on the job demands–resources (JD-R) model. Incorporating 177 studies and 179 independent samples, with a total of 319 effect sizes, the results indicated the following: (1) Job resources and personal resources were positively related to public service motivation, while hindrance demands were negatively related to it. (2) Public service motivation had a positive relationship with overall job attitudes, job satisfaction, organizational commitment, and work engagement. It also had a positive relationship with overall job performance, in-role performance, and extra-role performance. (3) In terms of the antecedents, individualism/collectivism moderated the relationship between job resources and public service motivation, as well as the relationship between hindrance demands and public service motivation. As for the outcomes, individualism/collectivism moderated the relationship between public service motivation and both job attitudes and job performance. This study contributes to a comprehensive understanding of the antecedents and outcomes of public service motivation, offering valuable insights for future research and serving as a reference for theory development and practical application. [ABSTRACT FROM AUTHOR]

Background: A positive work environment can enhance nursing safety and patient satisfaction while alleviating nurse stress. Conversely, a poor work environment can harm nurses' physical and mental health and compromise the quality of care, particularly in the high-intensity and shift-based setting of the ICU. Objectives: Based on the Job demands-resources (JD-R) model, this study examined the effects of job demands and job resources in the work environment, as well as personal resources, on the night-shift alertness of ICU shift nurses. Methods: This cross-sectional correlational exploratory study, conducted from July to September 2022, recruited 291 ICU shift nurses from a hospital in Beijing, China. The Copenhagen Psychosocial Questionnaire (COPSOQ), the Self-resilience scale, the General Self-Efficacy Scale (GSES), and the Psychomotor Vigilance Task (PVT) were used to subjectively and objectively measure the job demands, job resources, personal resources, and night-shift alertness. SPSS 26.0 and Mplus 8.3 were used to analyze the data and construct the structural equation model. Results: The night-shift reaction time was 251.0 ms (Median), indicating a relatively high level of alertness. Job demands were negatively correlated with both job resources (r=-0.570, P < 0.001) and personal resources (r=-0.462, P < 0.001), while a positive correlation existed between job resources and personal resources (r = 0.554, P < 0.001). The results show that increased job demands can lead to higher levels of nurse strain (β = 0.955, P < 0.001), whereas job resources were found that it can decrease strain (β=-0.477, P = 0.047). Adequate job resources can enhance motivation directly (β = 0.874, P < 0.001), subsequently reducing reaction time (β=-0.148, P = 0.044) and improving night-shift alertness among ICU shift nurses. Conclusion: Enhancing ICU shift nurses' work motivation through bolstering job resources can boost night-shift alertness. However, it is noteworthy that, in this study, neither strain nor individual resources significantly influenced nurses' night-shift alertness. This may be attributed to the complexity of the ICU environment and individual differences. Future research should explore the relationship between these factors and nurses' work alertness. [ABSTRACT FROM AUTHOR]

Abstract Background A positive work environment can enhance nursing safety and patient satisfaction while alleviating nurse stress. Conversely, a poor work environment can harm nurses’ physical and mental health and compromise the quality of care, particularly in the high-intensity and shift-based setting of the ICU. Objectives Based on the Job demands-resources (JD-R) model, this study examined the effects of job demands and job resources in the work environment, as well as personal resources, on the night-shift alertness of ICU shift nurses. Methods This cross-sectional correlational exploratory study, conducted from July to September 2022, recruited 291 ICU shift nurses from a hospital in Beijing, China. The Copenhagen Psychosocial Questionnaire (COPSOQ), the Self-resilience scale, the General Self-Efficacy Scale (GSES), and the Psychomotor Vigilance Task (PVT) were used to subjectively and objectively measure the job demands, job resources, personal resources, and night-shift alertness. SPSS 26.0 and Mplus 8.3 were used to analyze the data and construct the structural equation model. Results The night-shift reaction time was 251.0 ms (Median), indicating a relatively high level of alertness. Job demands were negatively correlated with both job resources (r=-0.570, P

In order to explore the formation mechanism of job burnout of coal mine safety managers, based on the job demand-resource model and grounded theory, the research conducted in-depth interviews with coal mine safety managers, built a JD-R theoretical model of coal mine safety managers’ job burnout and proposed relevant hypotheses. The results show that: among the demographic variables, working age, position and working time will affect job burnout; job demands and role pressure negatively predict job burnout, while job resources and organizational justice positively predict job burnout of coal mine safety managers. The mediating effect of role stress on job demand and job burnout was 0.276, and the mediating effect of organizational justice on job resource and job burnout was -0.365.

This study, based primarily on job demands–resources model in the context of recovery, uses a mixed methods approach to examine the role that some work and family demands and boundary management tactics play in explaining work-nonwork balance and some related constructs, while also accounting for gender inequalities. The research involved 553 remote workers during the first lockdown in France caused by the COVID-19 pandemic. The results confirmed that a high number of work-related emails or phone calls outside of working hours and the constant presence of children at home were risk factors; conversely, good supervisor support was positively related to recovery experiences and negatively related to work-family conflict and insomnia. Women reported higher levels of insomnia symptoms and had more difficulty disengaging from work and restoring their energy than men. The use of effective tactics– planning, having your own space to work, coordinating with your partner - was made more difficult by workload, use of technology, demands at home, the size of the home and, for women, likely gender inequalities. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine how divine struggles moderate the association between interpersonal workplace conflict and worker well-being in Singapore. Using data from the Work, Religion, and Health survey (2021), the analyses show that interpersonal workplace conflict is positively associated with psychological distress and negatively associated with job satisfaction. Although divine struggles fail to function as a moderator in the former, these moderate its association in the latter. Specifically, the negative association between interpersonal conflict at work and job satisfaction is stronger for those with higher levels of divine struggles. These findings support the idea of stress amplification, indicating that troubled relationships with God may exacerbate the deleterious psychological effects of antagonistic interpersonal relationships at work. Ramifications of this aspect of religion, job stressor, and worker well-being will be discussed. [ABSTRACT FROM AUTHOR]

Introduction: Based on the Job Demands-Resources model, this study explored the mediating effect of emotional exhaustion on the relationship between perceived job demands and the intention to leave the profession of full-time secondary school sports coaches. The moderating effect of psychological detachment on the relationship between perceived job demands and emotional exhaustion was also examined. Finally, we adopted moderated mediation to analyze the relationships between these variables. Methods: The study participants were full-time secondary school sports coaches. Purposive sampling was used to select participants to answer a questionnaire. A total of 300 questionnaires were distributed, and 270 valid questionnaires were collected (with an effective response rate of 90%). Descriptive statistics, Pearson correlation, hierarchical regression, and PROCESS analyses were used to validate the hypotheses. Results: Perceived job demands positively affected the intention to leave the profession via the mediator of emotional exhaustion (p < .001). In addition, psychological detachment moderated the relationship between perceived job demands and emotional exhaustion in sports coaches (p < .001). When sports coaches had better psychological detachment, the relationship between perceived job demands and emotional exhaustion was lower (p < .05); conversely, when sports coaches had lower psychological detachment, the relationship was stronger (p < .001). In addition, psychological detachment also moderated the mediating relationships between perceived job demands, emotional exhaustion, and intention to leave the profession (p < .05). When sports coaches demonstrated better psychological detachment, the above-mentioned mediating effect of emotional exhaustion did not exist; conversely, when sports coaches had lower psychological detachment, the mediating effect was present. Conclusion: This study validated the relationships of the moderated mediation model between perceived job demands, emotional exhaustion, psychological detachment, and intention to leave the profession. In addition to enriching the Job Demands-Resources model, the results of this study can also contribute to the practical application of human resources in the sports coaching profession. [ABSTRACT FROM AUTHOR]

Introduction: Based on the job demands-resources (JD-R) model, the present study aimed to validate "The Technical and Administrative Staff Quality of Life At Work" (TASQ@work), a new tool to assess the quality of life at work in academia focused on technical and administrative staff. Methods: This tool was developed by the QoL@Work research team, a group of expert academics in the field of work and organizational psychology affiliated with the Italian Association of Psychologists. The TASQ@work was elaborated in different steps. The first phase was aimed at the identification of the dimensions of the tool. The second phase was aimed to assess the psychometric properties of the tool. The validation process involved confirmatory analysis and measurement invariance of the various constructs selected. The analyses were performed in a convenience sample of two Italian universities in different regions (one in the Northwest and the second in Central Italy). Results: The sample was composed of 1820 Administrative Staff, comprising 69.4% from University 1 (N = 1,263) and 30.6% from University 2 (N = 557). The TASQ@work presented satisfactory psychometric properties (normality of the items, reliability and content, construct and nomological validity) and measurement invariance across gender, seniority, and Athenaeum. Discussion: The results indicate that the tool can be considered a reliable and valid instrument to assess job demands, job resources, and outcomes in the working life of technical and administrative academic staff. In this perspective, the present study represents the first contribution to the debate on the psychosocial risks in academic contexts by presenting a new tool, the TASQ@ work, aimed at contextualizing the JD-R model to understand the role played by psychosocial aspects in affecting the well-being of the academic employees. [ABSTRACT FROM AUTHOR]

Work–family conflict is a phenomenon known to affect an individual's well-being. However, its affective consequences are yet to be explored. In this study, we focus on understanding work–family conflict affective consequences on positive and negative affect. Our approach aims to refine the Job Demands and Resources model (JD-R model) by incorporating affect as a psychological mechanism in the health-impairment process and by exploring family-supportive organizational perceptions and psychological detachment as moderators. The final sample was composed of 195 couples, with men's mean age around 46 years old (M = 46.85, SD = 0.34) and women's age around 44 (M = 44.23, SD = 0.37). Men worked an average of 44.46 h per week (SD = 0.83), while women worked an average of 39.79 h per week (SD = 0.65). The majority of couples had full-time jobs (77.9% of men and 73.8% of women), worked fixed schedules (55.4% of men and 73.8% of women), were employed by others (75% of men and 82.8% of women), and worked for small companies (54.6% of men and 40% of women). Concerning education, most of the men (81.3%) and women (71.4%) attended high school or had less than 12 years of education. To test our moderation models, PROCESS version 4.1st macro for SPSS was used. Additional analyses included correlations and paired mean comparisons. Our findings indicate that work–family conflict correlates positively with negative affect and negatively with positive affect. Psychological detachment moderated the effect of work–family conflict on negative affect for women, but did not moderate the relationship with positive affect for men or women. Family-supportive organizational perceptions also did not moderate any of the proposed relationships. This study highlights how the ability to detach and separate family and professional domains is important and supports the health-impairment process of the Job Demands and Resources model through affective experiences. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Physical Education / Tiyu Xuekan is the property of Journal of Physical Education Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The COVID-19 crisis has affected numerous areas of civil servants' working life. We investigate, using the JD-R model, the impact of the current crisis on civil servants' wellbeing. Furthermore, we argue that the COVID-19 pandemic might have different consequences for civil servants with various role perceptions. We distinguish between traditional, NPM, and NPG civil servants. A longitudinal survey (N = 569) has shown that: (a) wellbeing decreased over a 6-months period; (b) job demands, including work pressure and work-life disbalance, negatively influence wellbeing; and job resources, including autonomy, task variety, and social support, positively influence wellbeing. In terms of personal resources, self-efficacy positively influences wellbeing; and (c) civil servants' role perception directly influences wellbeing. Although the effect is small, we found an interaction effect in the relation between leader support and burnout for NPG civil servants. The consequences of these findings for HR strategies related to civil servants' wellbeing are discussed. [ABSTRACT FROM AUTHOR]

The construction industry is fraught with risks due to the use of heavy machinery and work at heights, leading to increased occupational accidents. Understanding how the work environment affects personnel adaptation is crucial, as a negative environment can have detrimental consequences on the physical and mental health of workers. The aim of this study is to identify and examine the significant dimensions, factors, and models related to the organizational climate, with a particular focus on the construction sector. A systematic literature review was conducted following the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) protocol, utilizing the SCOPUS database, from which 176 studies were obtained through search strings. Of this set, 142 were selected for final analysis. The results reveal that China has the highest number of studies on the organizational climate in construction. Regarding dimensions, emphasis is placed on occupational health and safety. Factors include a classification for dimensions, models, and other general factors. The model identified in studies with the most relevance is the JD-R (job demands–resources) model, which helps us to understand how job characteristics promote employee well-being. The implications of this study underscore the need for further research related to the work environment, implementing changes in occupational safety and health, and highlighting the importance of fostering a positive work environment from the early stages of organizational development. These findings provide valuable insights to refine labor practices, design more effective models, and guide future research in the realm of organizational climate in construction sector companies. [ABSTRACT FROM AUTHOR]

After decades of slow diffusion, the acceptance of telework has dramatically accelerated during the pandemic crisis, becoming a mainstream work practice. However, little is still known on the impact of telework design on employee stress, particularly when stress is high due to a major health crisis, at a time when it is crucial that organizations help buffer it. Using the welfare regime literature, we study the effects of telework demands/resources factors on stress and the moderating effects of gender in more or less egalitarian welfare regimes, during a pandemic crisis. Analyzing data collected from 4602 respondents in France and Quebec, we find that telework demands (family interference with work, organizational isolation, emotional isolation) impact stress positively in both welfare regimes. We also find that the gender stress gap is higher in a more gender‐inegalitarian welfare regime than in a more gender‐egalitarian welfare regime. Men's and women's stress is not impacted in the same manner in the two contexts studies. Contributions to research and practice are discussed, along with limitations and potential future research avenues. [ABSTRACT FROM AUTHOR]

Understanding what drives public service motivation and its impacts is crucial for improving public sector performance. This meta-analysis synthesized the antecedents and outcomes of public service motivation based on the job demands–resources (JD-R) model. Incorporating 177 studies and 179 independent samples, with a total of 319 effect sizes, the results indicated the following: (1) Job resources and personal resources were positively related to public service motivation, while hindrance demands were negatively related to it. (2) Public service motivation had a positive relationship with overall job attitudes, job satisfaction, organizational commitment, and work engagement. It also had a positive relationship with overall job performance, in-role performance, and extra-role performance. (3) In terms of the antecedents, individualism/collectivism moderated the relationship between job resources and public service motivation, as well as the relationship between hindrance demands and public service motivation. As for the outcomes, individualism/collectivism moderated the relationship between public service motivation and both job attitudes and job performance. This study contributes to a comprehensive understanding of the antecedents and outcomes of public service motivation, offering valuable insights for future research and serving as a reference for theory development and practical application.

The Job Demands−Resources (JD-R) model was developed to explain occupational health and well-being. The present work intended to analyze the role of flourishing at work in the relationship between two resources (autonomy at work and the supervisor's supportive behavior towards the family) with job crafting. The sample consisted of 509 Brazilian workers, of both sexes (71.3% women). Participants' ages ranged from 18 to 82 years (M = 42.6; SD = 10.4). The results of the Structural Equation Modeling showed a direct and positive relationship between work resources and job crafting. In addition, they also demonstrated the mediating role that flourishing at work has in these relationships. Such findings offer different theoretical and practical contributions to the field of Organizational Psychology, allowing advances in knowledge of the nomological network of relationships between work resources and job crafting, with flourishing as a mediator. [ABSTRACT FROM AUTHOR]

Aim: To determine antecedents and outcomes of work engagement (WE) among nursing staff in long‐term care (LTC) using the Job Demand‐Resources model. Design: A systematic review following the Preferred Reporting Items for Systematic Review and Meta‐Analysis statement and Synthesis Without Meta‐analysis in systematic reviews guideline. A study protocol was registered in PROSPERO (registration number CRD42022336736). Data Sources: The initial searches were performed in PsycInfo, Medline, Academic Search Premier, CINAHL and Scopus and yielded 3050 unique publications. Updated searches identified another 335 publications. Sixteen studies published from 2010 to 2022 were included. Review Methods: The screening of titles and abstracts, and subsequently full‐text publications, was performed blinded by two author teams using the inclusion/exclusion criteria. When needed, a mutual consensus was obtained through discussion within and across the teams. A descriptive and narrative synthesis without a meta‐analysis of the included studies was performed. Results: The extent of research on WE in LTC facilities is limited and the factors examined are heterogeneous. Of forty‐two unique antecedents and outcomes, only three factors were assessed in three or more studies. Antecedents—in particular job resources—are more commonly examined than outcomes. Conclusion: Existing literature offers scant evidence on antecedents and outcomes of WE among nursing staff in LTC facilities. Social support, learning and development opportunities and person‐centred processes are the most examined factors, yet with ambiguous results. Impact: Antecedents and outcomes of engagement among nursing staff in LTC facilities have not previously been reviewed systematically. Engagement has been correlated with both more efficient and higher‐quality service delivery. Our findings suggest opportunities to improve health and care services by enhancing engagement, whilst at the same time better caring for employees. This study lays the groundwork for more detailed research into the contributing factors and potential results of increasing caregivers' engagement. No patient or public contribution. [ABSTRACT FROM AUTHOR]

Aim: To understand the experience of critical care nurses during the COVID‐19 pandemic, through the application of the Job‐Demand‐Resource model of occupational stress. Design: Qualitative interview study. Methods: Twenty‐eight critical care nurses (CCN) working in ICU in the UK NHS during the COVID‐19 pandemic took part in semi‐structured interviews between May 2021 and May 2022. Interviews were guided by the constructs of the Job‐Demand Resource model. Data were analysed using framework analysis. Results: The most difficult job demands were the pace and amount, complexity, physical and emotional effort of their work. Prolonged high demands led to CCN experiencing emotional and physical exhaustion, burnout, post‐traumatic stress symptoms and impaired sleep. Support from colleagues and supervisors was a core job resource. Sustained demands and impaired physical and psychological well‐being had negative organizational consequences with CCN expressing increased intention to leave their role. Conclusions: The combination of high demands and reduced resources had negative impacts on the psychological well‐being of nurses which is translating into increased consideration of leaving their profession. Implications for the Profession and/or Patient Care: The full impacts of the pandemic on the mental health of CCN are unlikely to resolve without appropriate interventions. Impact: Managers of healthcare systems should use these findings to inform: (i) the structure and organization of critical care workplaces so that they support staff to be well, and (ii) supportive interventions for staff who are carrying significant psychological distress as a result of working during and after the pandemic. These changes are required to improve staff recruitment and retention. Reporting Method: We used the COREQ guidelines for reporting qualitative studies. Patient and Public Contribution: Six CCN provided input to survey content and interview schedule. Two authors and members of the study team (T.S. and S.C.) worked in critical care during the pandemic. [ABSTRACT FROM AUTHOR]

To date, there has been no agreement on the conclusions regarding the differences in burnout between married and unmarried groups. Based on the job demands-resources model and the self-determination theory, work motivation may be a significant influencing factor. This study aimed to examine whether work motivation differed significantly between unmarried and married groups and used network analysis to test the marital status difference in the association of work motivation with burnout. The participants were 5,025 Chinese manufacturing employees (2556 married, 2469 unmarried). We used the Network Comparison Test to compare the connection between work motivation and burnout in married and unmarried networks on three aspects: global strength, network structure, and specific edge strength. The results showed that the married scored significantly higher in work motivation (p < 0.001) and lower in burnout (p < 0.01). There were no marital status differences in global strength (S = 0.019, p = 0.931). However, the network structure (M = 0.158, p = 0.01) differed between two networks. Specifically, the analysis of specific edge strength indicated that the negative association of work motivation with burnout was more pronounced in the married network. Notably, the fact that 98% of our study participants were male may limit the results' application to female. Hence, these results demonstrated that at least for male workers, work motivation may contribute to the difference in burnout between unmarried and married groups, and being married and work motivation may be considered protective factors against burnout. Further studies should investigate whether the findings also translate to the female samples. [ABSTRACT FROM AUTHOR]

With the evolution of the global landscape towards remote work, the working conditions of such arrangements tend to pique the interest of researchers. This framework seeks to assess the role of psychological well-being as a mediator between job demands, social support, family-work conflict, and work engagement by combining Conservation of Resources (COR) theory and Boundary theory. Quantitative designs utilizing cross-sectional studies have been conducted. A total of 315 Malaysian employees with remote working experience were recruited as respondents via homogeneous sampling. The COPSOQ II was used to assess job demands and social support, the WAFCS to assess work-family conflict, and the WHO-5 to assess psychological well-being. The Hayes Process Macro Version 4 was employed for hypothesis testing. The results indicate that job demands and social support are significant predictors of work engagement, but work-family conflict is not. For mediation analyses, it was found that psychological well-being mediates the relationship between job demands, social support, work-family conflict, and work engagement. This study offers empirical support for the conceptual framework of JD- R model, COR theory, and boundary theory as a means of predicting work engagement in remote work settings. HR professionals and organizations considering the implementation of work-from-home policies can gain valuable insights from this study, which can be used to develop policies and procedures that promote employee engagement, productivity, and well-being. [ABSTRACT FROM AUTHOR]

This article extends the discussion of the predictors of job crafting to include small- and medium-sized enterprises (SMEs) working in an information and communication technologies (ICT)-based mobile and multilocational manner. Based on a survey (N = 412) conducted in 43 Finnish SMEs, the job and personal resources-related predictors of approach and avoidance types of job crafting were analysed. From job resources, co-working, multilocality, the resources in the physical work environment, useful ICT and social support predicted the approach types of job crafting. Intrinsic motivation, relatedness and feeling competent as personal resources activated the approach types of job crafting. Drawing on background variables, being a younger firm activated job crafting. Avoidance type of job crafting was predicted positively by the resources in the physical work environment. This article suggests that knowledge about the predictors of job crafting encourages SMEs to activate this practice among its personnel. [ABSTRACT FROM AUTHOR]

Promoting workplace safety is crucial in occupational health and safety (OHS). However, existing studies have primarily concentrated on accident prevention, overlooking the role of resources in encouraging safety. This research investigates the impact of a personal resource, namely hope, on safety participation, considering its interaction with job resources and job demands using the Job Demands-Resources (JD-R) model in the context of safety. A cross-sectional study was conducted in a large company managing European shopping centers (N = 262). Of the sample, 52.3% of participants were female. Data were collected through an online questionnaire and analyzed using model 92 of Andrew F. Hayes' Process Macro to test the hypothesized moderate serial mediation model. Our results highlighted that (1) hope directly correlates with safety participation, (2) hope and job dedication mediate the relationship between autonomy and safety participation, and (3) high job demands can undermine the beneficial effects of resources (i.e., autonomy, hope, and job dedication) on safety participation. These results suggest that workers with personal resources like hope are more likely to engage in safety practices, displaying increased dedication and focus on safety. However, excessive job demands can challenge the effectiveness of these resources in promoting safety participation. This study offers a novel perspective by integrating safety participation into the JD-R model framework. [ABSTRACT FROM AUTHOR]

Although it is widely recognised that well‐being of teachers is important, not much is known about the effects of job characteristics in subjective well‐being. This paper is a report of a study that investigates the effects of job characteristics on subjective well‐being. Nationally representative employee data is used to investigate the effects of job characteristics and teachers' subjective well‐being among teachers in Britain (N = 954). The findings suggest that there is a prima facie case for schools to use the job demands‐resources model to maintain and raise levels of job satisfaction and negative affect among their teachers. Multiple regressions were performed to calculate the relative weight of job characteristics related to subjective well‐being. Results show, among other things, that job security, autonomy and employee voice increase, and work–life conflict decreases, the subjective well‐being of teachers. In addition, it is found that family policies, a supportive supervisor and employee voice can mitigate the detrimental effects of work–life conflict, workload and work hours on negative affect. Policy implications follow, which include, inter alia, that training and development programmes with an emphasis on communications skills and providing teachers more opportunities to participate in decisions could be used to achieve greater participation, better supportive supervision and more job security. In addition, workload can be reduced by giving teachers more non‐contact time and creating smaller classes. Context and implicationsRationale for this studyIt is widely recognised that lack of well‐being can potentially affect both workers and the organisation in negative ways. Within the teaching occupation well‐being is a serious and growing concern. Therefore, it is of paramount importance to generate insights into what job characteristics affect teacher well‐being.Why the new findings matterThis study demonstrated that the JD‐R model can be used successfully to investigate job characteristics. Furthermore, this study highlights the relationship of subjective well‐being of teachers with job characteristics. In addition, it is found that various job resources can mitigate the detrimental effects of several demands on negative affect.Implications for practiceThe present study suggests that increases in subjective well‐being can be made by increasing resources and decreasing demands and that special attention needs to be drawn to: supportive management, employee voice, autonomy, job security, workload and work–life conflict. Policy implications include that training and development programmes with an emphasis on communication skills and providing teachers more opportunities to participate in decisions could be used to achieve greater participation, better supportive supervision and more job security. In addition, workload can be reduced by giving teachers more non‐contact time and creating smaller classes. [ABSTRACT FROM AUTHOR]

IntroductionBased on the job demands-resources (JD-R) model, the present study aimed to validate “The Technical and Administrative Staff Quality of Life At Work” (TASQ@work), a new tool to assess the quality of life at work in academia focused on technical and administrative staff.MethodsThis tool was developed by the QoL@Work research team, a group of expert academics in the field of work and organizational psychology affiliated with the Italian Association of Psychologists. The TASQ@work was elaborated in different steps. The first phase was aimed at the identification of the dimensions of the tool. The second phase was aimed to assess the psychometric properties of the tool. The validation process involved confirmatory analysis and measurement invariance of the various constructs selected. The analyses were performed in a convenience sample of two Italian universities in different regions (one in the Northwest and the second in Central Italy).ResultsThe sample was composed of 1820 Administrative Staff, comprising 69.4% from University 1 (N = 1,263) and 30.6% from University 2 (N = 557). The TASQ@work presented satisfactory psychometric properties (normality of the items, reliability and content, construct and nomological validity) and measurement invariance across gender, seniority, and Athenaeum.DiscussionThe results indicate that the tool can be considered a reliable and valid instrument to assess job demands, job resources, and outcomes in the working life of technical and administrative academic staff. In this perspective, the present study represents the first contribution to the debate on the psychosocial risks in academic contexts by presenting a new tool, the TASQ@work, aimed at contextualizing the JD-R model to understand the role played by psychosocial aspects in affecting the well-being of the academic employees.

To develop a model that integrates restaurant and employee resources to overcome technostress and achieve sustainable performance. This qualitative study is based on twenty-two semi-structured interviews with restaurant managers and frontline employees (FLEs) to comprehensively understand how restaurant resources and personnel can be employed to combat technostress and achieve sustainable performance. Restaurant FLEs experience technostress from multiple sources, including unclear work-life boundaries, complex new systems, job insecurity, and the frequent use of new technologies. In addition, restaurant managers and FLEs concur that integrating restaurant and FLE resources is an effective model for reducing technostress and achieving FLEs' sustainable performance. The study expands the JD-R model to address the challenges faced by FLEs in managing technology-induced job demands, offering a comprehensive solution that benefits restaurants and employees. This approach considers the role of both employers and employees in managing technostress, leading to a supportive work environment and improved sustainable performance.

Many firms are engaging in the digital transformation (DT) of their sales forces, and this trend has accelerated during the COVID-19 pandemic. However, research on DT as a profound organizational change process, as well as salespeople's individual psychological reactions to such initiatives, is still limited. Although DT offers salespeople more and better resources for work-related goal attainment, it increases job demands and typically generates high uncertainty, which companies must then manage. We draw on job demands-resources (JD-R) theory to account for these bright and dark side effects simultaneously. We analyze the direct, mediated, and moderated effects of uncertainty reduction initiatives (resources) and excessive workload (demands) on the perceived usefulness of DT (i.e. salespeople's motivation to embrace it), the stress it generates, and the ultimate success of DT integration. In doing so, we shed light on the complex pattern of relationships that characterizes salespeople's psychological reactions to DT. Using DT context-specific constructs, we test our model and hypotheses on a sample of 144 salespeople of a firm engaged in DT. Our results fill several gaps in the technology in sales, DT, and JD-R literatures, and we provide managers with several guidelines to better manage DT in sales. [ABSTRACT FROM AUTHOR]

Presenteeism has often been considered as the correlate of absenteeism and associated to productivity loss. This study sought to re-examine the psychometric properties of the 6-item Stanford Presenteeism Scale (SPS-6), a popular measure which has been translated in a number of languages. The study adopted a cross-sectional design with 268 participants aged 18 - 65 working in a multinational IT company with headquarters based in Poland. The respondents participated willingly in an online questionnaire on a presenteeism health-related productivity measure (SPS-6), job resources (peer support), job demands (workto-family conflict), engagement and burnout. Their responses were subjected to statistical analyses. Confirmatory Factor Analysis revealed that the SPS-6 is better represented by two singular and independent components, namely completing work and avoiding distractions, rather than an aggregated measure of healthrelated productivity. In fact, the aggregated measure had convergent and discriminant validity issues. We also assessed, via Structural Equation Modeling (SEM), the explanatory role of the SPS-6 within the wider well-being discourse by subjecting its' factors as outcomes using the JD-R framework. Here, burnout was better at explaining its relationship to avoiding distractions and completing work compared to engagement, while avoiding distractions was more dominant than completing work in explaining indirect pathways. Given the convergent and discriminant validity of its two-dimensional measures, we argue that the SPS-6 is a better assessment of health-related productivity in the light of presenteeism when keeping both components separate rather than adding the scores from both dimensions to provide a global score as has been the practice so far. In addition, the SEM findings suggest that both SPS-6 components may require different theoretical explanations. This study supports a growing chorus of scholars who argue the need to look deeper into the presenteeism phenomenon, not least its measures. [ABSTRACT FROM AUTHOR]

Given the high turnover rate of the nursing occupation, meaningful work may be the very reason why many nurses choose to stay in health care. However, it remains uncertain whether nurses' meaningful work and the sources that contribute to meaningful work still well predict nurses' occupational attitudes during the COVID-19. To answer these questions, applying the job demands-resources model as our overarching framework, this study examines the mediating role of meaningful work between its sources (i.e., autonomy support, and prosocial impact) and nurses' occupational attitudes (i.e., occupational regret, and occupational turnover intention) during the COVID-19, with event strength as a moderator. A time-lagged design was adopted to collect survey data from 958 full-time Chinese nurses at three time points. The results show that during the COVID-19, perceived autonomy support and perceived social impact are still sources of nurses' meaningful work and further affect their occupational attitudes, while the latter contributes more to meaningful work. The perceived event strength of the COVID-19 restrains the positive effect of meaningful work on nurses' occupational attitudes. The findings of this study contribute to occupational attitude literature by revealing its antecedents and influencing factors in times of crisis. Plain Language Summary: Meaningful Work and its Sources: Sustaining Nurses' Commitment During the COVID-19 This large-sample survey study conducted during the COVID-19 found that nurses' perceived social impact and perceived autonomy support contribute to their meaningful work and further reduce their occupational regret and occupational turnover intention. In addition, the perceived event strength of the COVID-19 was found to undermine the association between meaningful work and nurses' occupational regret. Theoretically, findings of this study may draw research attention to the lack of understanding of the antecedents and occupational attitudinal consequences of meaningful work in times of crisis. Practical implications are provided to enhance nurses' intention to remain in the nursing profession. [ABSTRACT FROM AUTHOR]

Given the upheavals that characterize the world of higher education and the recent literature on the subject, the examination of what can improve student well-being has become critical. The JD-R model, originally developed to explain the implementation of motivational processes and the simultaneous unfolding of mechanisms that impact health, is used to contextualize the processes that occur in higher education systems. Objective. The purpose of this paper is to examine the role of personal resources such as optimism and self-efficacy in increasing academic engagement and as protective factors against technostress. Method. A SEM model was implemented using MPLUS 7 and Jamovi on a sample of 421 university Italian students. They completed an online self-report questionnaire during the height of COVID-19 (May–November 2021) while taking online courses and were predominantly female (64.4%) and full-time academic students (87.6%) with a mean age of 24.6 years. Direct and indirect effects were estimated, accounting for the mediating role of academic engagement. Results. The results indicate that both self-efficacy and optimism have direct and negative effects on technostress. Self-efficacy, in turn, significantly increases academic engagement, whereas optimism has no effect on it. Finally, academic engagement appears to reduce the impact of technostress on the lives of students involved in the study, confirming its mediating role in reducing technostress. Conclusions. This study provides numerous important clues and insights into improving academic performance and well-being, as the use of personal resources can have important implications for avoiding the negative consequences of technology. [ABSTRACT FROM AUTHOR]

Work–family conflict is a phenomenon known to affect an individual’s well-being. However, its affective consequences are yet to be explored. In this study, we focus on understanding work–family conflict affective consequences on positive and negative affect. Our approach aims to refine the Job Demands and Resources model (JD-R model) by incorporating affect as a psychological mechanism in the health-impairment process and by exploring family-supportive organizational perceptions and psychological detachment as moderators. The final sample was composed of 195 couples, with men’s mean age around 46 years old (M = 46.85, SD = 0.34) and women’s age around 44 (M = 44.23, SD = 0.37). Men worked an average of 44.46 h per week (SD = 0.83), while women worked an average of 39.79 h per week (SD = 0.65). The majority of couples had full-time jobs (77.9% of men and 73.8% of women), worked fixed schedules (55.4% of men and 73.8% of women), were employed by others (75% of men and 82.8% of women), and worked for small companies (54.6% of men and 40% of women). Concerning education, most of the men (81.3%) and women (71.4%) attended high school or had less than 12 years of education. To test our moderation models, PROCESS version 4.1st macro for SPSS was used. Additional analyses included correlations and paired mean comparisons. Our findings indicate that work–family conflict correlates positively with negative affect and negatively with positive affect. Psychological detachment moderated the effect of work–family conflict on negative affect for women, but did not moderate the relationship with positive affect for men or women. Family-supportive organizational perceptions also did not moderate any of the proposed relationships. This study highlights how the ability to detach and separate family and professional domains is important and supports the health-impairment process of the Job Demands and Resources model through affective experiences.

The construction industry is fraught with risks due to the use of heavy machinery and work at heights, leading to increased occupational accidents. Understanding how the work environment affects personnel adaptation is crucial, as a negative environment can have detrimental consequences on the physical and mental health of workers. The aim of this study is to identify and examine the significant dimensions, factors, and models related to the organizational climate, with a particular focus on the construction sector. A systematic literature review was conducted following the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) protocol, utilizing the SCOPUS database, from which 176 studies were obtained through search strings. Of this set, 142 were selected for final analysis. The results reveal that China has the highest number of studies on the organizational climate in construction. Regarding dimensions, emphasis is placed on occupational health and safety. Factors include a classification for dimensions, models, and other general factors. The model identified in studies with the most relevance is the JD-R (job demands–resources) model, which helps us to understand how job characteristics promote employee well-being. The implications of this study underscore the need for further research related to the work environment, implementing changes in occupational safety and health, and highlighting the importance of fostering a positive work environment from the early stages of organizational development. These findings provide valuable insights to refine labor practices, design more effective models, and guide future research in the realm of organizational climate in construction sector companies.

Presenteeism has often been considered as the correlate of absenteeism and associated to productivity loss. This study sought to re-examine the psychometric properties of the 6-item Stanford Presenteeism Scale (SPS-6), a popular measure which has been translated in a number of languages. The study adopted a cross-sectional design with 268 participants aged 18 - 65 working in a multinational IT company with headquarters based in Poland. The respondents participated willingly in an online questionnaire on a presenteeism health-related productivity measure (SPS-6), job resources (peer support), job demands (work-to-family conflict), engagement and burnout. Their responses were subjected to statistical analyses. Confirmatory Factor Analysis revealed that the SPS-6 is better represented by two singular and independent components, namely completing work and avoiding distractions, rather than an aggregated measure of health-related productivity. In fact, the aggregated measure had convergent and discriminant validity issues. We also assessed, via Structural Equation Modeling (SEM), the explanatory role of the SPS-6 within the wider well-being discourse by subjecting its’ factors as outcomes using the JD-R framework. Here, burnout was better at explaining its relationship to avoiding distractions and completing work compared to engagement, while avoiding distractions was more dominant than completing work in explaining indirect pathways. Given the convergent and discriminant validity of its two-dimensional measures, we argue that the SPS-6 is a better assessment of health-related productivity in the light of presenteeism when keeping both components separate rather than adding the scores from both dimensions to provide a global score as has been the practice so far. In addition, the SEM findings suggest that both SPS-6 components may require different theoretical explanations. This study supports a growing chorus of scholars who argue the need to look deeper into the presenteeism phenomenon, not least its measures.

Previous studies have established that work motivation and depression are related; however, the underlying mechanisms between the two have not received much empirical attention. Based on the JD-R model, the present research aimed to expand extant research by proposing a moderated mediation model to examine whether burnout may play a mediator between work motivation and depression and investigate the moderating role of mental resilience in this mediation process. Overall, 5,025 Chinese manufacturing employees participated in the study. Participants completed questionnaires regarding work motivation, job burnout, mental resilience, and depression. Using Hayes's PROCESS macro (Model 58) to test the moderated mediation model, this study found that work motivation was significantly and negatively associated with depression. The moderated mediation analyses further indicated that burnout acted as a full mediator in the relation between work motivation and depression and this mediated path was weaker for employees with higher levels of mental resilience. These findings demonstrated that burnout is the critical link between work motivation and depression, and high mental resilience helps prevent job burnout and depression. [ABSTRACT FROM AUTHOR]

This study aimed to test the multilevel mediating effect of intrinsic motivation on the relationship between burned-out classroom climate and academic engagement and theoretically investigate the unresolved issues in the Job Demands-Resources model. Data were collected from 1015 high school students from 43 classes. Multilevel structural equation modeling indicated that a high level of burned-out classroom climate was related to a low level of academic engagement. In addition, intrinsic motivation mediated the path from burned-out classroom climate to academic engagement. Practical implications to improve classroom climate and academic engagement are discussed. [ABSTRACT FROM AUTHOR]

This article offers a systematic review of empirical research intending to identify and categorise the types of existing job crafting interventions (JCIs). It highlights a range of substantial features, including methodological characteristics, intervention design and delivery characteristics, and resultant outcomes. It also attempts to uncover the mechanisms through which the interventions operate and boundary conditions determining intervention strength. Based on the results, the authors provide a conceptual framework synthesising conclusions from existing works and establish that stimulating job crafting behaviors through interventions positively impacts an array of significant outcomes. It further proposes theoretically driven recommendations for empirical and theoretical advancements in the JCI literature, accentuating the processes whereby JCIs are predicted to address contemporary workplace issues and trends. [ABSTRACT FROM AUTHOR]

To develop a model that integrates restaurant and employee resources to overcome technostress and achieve sustainable performance. This qualitative study is based on twenty-two semi-structured interviews with restaurant managers and frontline employees (FLEs) to comprehensively understand how restaurant resources and personnel can be employed to combat technostress and achieve sustainable performance. Restaurant FLEs experience technostress from multiple sources, including unclear work-life boundaries, complex new systems, job insecurity, and the frequent use of new technologies. In addition, restaurant managers and FLEs concur that integrating restaurant and FLE resources is an effective model for reducing technostress and achieving FLEs' sustainable performance. The study expands the JD-R model to address the challenges faced by FLEs in managing technology-induced job demands, offering a comprehensive solution that benefits restaurants and employees. This approach considers the role of both employers and employees in managing technostress, leading to a supportive work environment and improved sustainable performance. [ABSTRACT FROM AUTHOR]

Mar Ortiz-Gómez,1 Horacio Molina-Sánchez,1 Antonio Ariza-Montes,2 Araceli de los Ríos-Berjillos2 1Financial Economics and Accounting Department, Universidad Loyola Andalucía, Córdoba, 14004, Spain; 2Social Matters Research Group, Universidad Loyola Andalucía, Córdoba, 14004, SpainCorrespondence: Mar Ortiz-Gómez, Financial Economics and Accounting Department, Universidad Loyola Andalucía, Córdoba, Spain, Tel +34957222100, Email mmortiz@uloyola.esIntroduction: Empirical evidence shows that leadership style is a job resource that promotes employee subjective well-being among workers of value-based organizations. These organizations try to create cultures with strong values to which employees adhere, increasing their subjective well-being and transmitting the identity values. Concretely, religious organizations are characterized by transmitting their values while they perform their services. The value-based management model of religious entities is an appropriate setting for studying the effects that this style based on values has on subjective well-being.Purpose: In organizations with strong value-based cultures, the most appropriate styles are moral leadership and, among them, servant and authentic leadership; thus, this research contributes from the theoretical framework of job demands-resources (JD-R) model to the open debate on leadership as job resource to promote subjective well-being and the common characteristics of these leadership styles.Patients and Methods: To reach the aim of this research, a sample of workers in Catholic organizations located in Spain was used. The data was processed using partial least squares (PLS) technique.Results: The results show that while authentic leadership is a job resource to achieving greater well-being among workers of value-based organizations, servant leadership is merely a resource in the presence of a perceived authentic leadership. In other words, authentic leadership exerts a total mediation in the relationship between servant leadership and subjective well-being.Conclusion: The main contribution of this research lies in demonstrating that servant and authentic leadership are job resources that together promote subjective well-being among workers of religious organizations. This result rejects the previous theory that defend the redundant outcomes of these leadership styles, what undoubtedly constitutes an interesting finding for the academy. These findings also complement the social identity theory, as the identity of a service entity could justify that servant leadership generates higher levels of perceived authentic leadership.Keywords: authentic leadership, governance, JD-R model, servant leadership, subjective well-being, value-based organizations