• Journal of Applied Reliability
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• v.6 no.4
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• pp.255-274
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• 2006

Recently firms become largely changed because of rapid technological innovation and serious global competition. It induces job stress of workers and finally leads to job burnout. This study aims to find the effects of job demands and job resources on job burnout. Job demands contains role ambiguity, role conflict, role overload and job characteristics. Job resources contains job control and feedback, involvement in decision making, learning opportunity and social support. The result reveals that job demands raises job burnout and job resources decreases job burnout. And it reveals that the effects of job demands and job resources on job burnout differs slightly according to job categories.

• Safety and Health at Work
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• v.8 no.1
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• pp.19-28
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• 2017

Background: Conservation of resources theory assumes loss of resources as a cause of job strain. In hospital work, conflicts with supervisors are tested to predict lower resources, that is, supervisory social support, participation possibilities, and appreciation. All three resources are expected to predict, in turn, experienced stress (job strain) and lower job satisfaction, lower affective commitment, and a higher resigned attitude towards the job (job attitudes). Methods: The sample included 1,073 employees from 14 Swiss hospitals (n = 604 nurses, n = 81 physicians, n = 135 medical therapists, and n = 253 technical and administrative staff). Of the total sample, 83.1% were female and 38.9% worked full-time. The median tenure was between 7 years and 10 years. Constructs were assessed by online questionnaires. Structural equation modeling was used to test mediation. Results: Structural equation modeling confirmed the negative association of conflict with supervisors and job resources. Tests of indirect paths to resources as a link between conflicts with supervisors and job attitudes were significant. For nurses, social support, participation and appreciation showed a significant indirect path, while among medical technicians the indirect paths included social support and appreciation, and among physicians only appreciation showed a significant indirect path. In medical therapists no indirect path was significant. Job resources did not mediate the link between conflict with supervisors and stress in any occupational group. Conclusion: Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

• Journal of the Korea Safety Management & Science
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• v.16 no.1
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• pp.89-99
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• 2014

This paper reviewed the relationship between job demands/resources and safety compliance, and the mediating effect of job burnout. Based on the responses from 247 employees, the results of multiple regression analysis appeared as follow; 1) two demands factors(role ambiguity and role overload) effect positively on safety compliance. 2) job resources factors(autonomy and social support) effect negatively on safety compliance. 3) job burnout effects negatively on safety compliance. 4) job burnout mediates between 4 job demands/resources(role ambiguity and role overload, autonomy, social support) and safety compliance.

• Child Health Nursing Research
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• v.26 no.2
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• pp.201-211
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• 2020

Purpose: The goal of this study was to construct a structural equation model of job engagement in pediatric nurses based on Tims and Bakker's job crafting model. Methods: In total, 203 pediatric nurses participated in this study, which was conducted to analyze the relationships among the concepts of job demands, job resources, person-job fit, job crafting and job engagement. Data were collected from July 24 to August 30, 2017, and analyzed using SPSS 20.0 and AMOS 21.0. Results: The hypothetical model appeared to fit the data. Six of the nine hypotheses selected for the hypothetical model were statistically significant. The job engagement model showed significant direct effects for job crafting, person-job fit and job resources, which collectively explained 61.5% of the variation in pediatric nurses' job engagement. Conclusion: Based on the findings of this study, a strategy will be needed to improve job resources and person-job fit in order to promote job engagement among pediatric nurses. Job crafting was affected by the factors of job resources and person-job fit, which should be addressed in job crafting promotion programs.

• Safety and Health at Work
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• v.7 no.4
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• pp.354-362
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• 2016

Background: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. Methods: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. Results: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggression) and job resources (i.e., job autonomy, support from superiors and colleagues, fairness, and organizational support), with the exception of skill discretion, were related to WLI. The effects of quantitative demands on WLI were moderated by support from superiors; fairness and organizational support moderate the effects of all job demands considered. Support from colleagues moderated only verbal aggression. Job autonomy did not buffer any job demands. Conclusion: The present study suggests that the work context has a central importance in relation to the experience of WLI among health-care workers. The results indicated that intervention in the work context may help to contain WLI. Such interventions would especially be aimed at improving the social climate within the unit and quality of the organizational process.

• Safety and Health at Work
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• v.13 no.2
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• Journal of the Korean Society of School Health
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• v.30 no.2
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• pp.103-112
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• 2017

Purpose: The Purpose of this study was to examine school health teachers' burnout, engagement, job demands and job resources and to identify the factors that influence burnout and engagement. Methods: The participants were 222 school health teachers working in elementary, middle or high schools. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression. Results: The significant factors influencing burnout were rewards (${\beta}=-.51$), autonomy (${\beta}=-.15$), and job demands (${\beta}=.13$). These factors explained 42% of the variance in burnout. The significant factors influencing engagement were feedback (${\beta}=.49$), rewards (${\beta}=.21$), type of employment (${\beta}=.15$) and autonomy (${\beta}=.13$). These factors explained 49% of the variance in engagement. Conclusion: The study showed that job demands increase burnout, while job resources such as rewards and autonomy alleviate it. In addition, job resources, such as feedback, rewards and autonomy, increase engagement among school health teachers. Therefore, in order to reduce burnout and increase engagement among school health teachers, it is necessary to reduce the level of job demands and to provide enough job resources such as rewards, autonomy and feedback by improving the job environment.

• Safety and Health at Work
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• v.13 no.2
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• pp.220-226
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• 2022

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.

• Korean Journal of Occupational Health Nursing
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• v.29 no.4
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.5 no.1
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• pp.83-104
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• 2011

Mobile grid is a combination of grid computing and mobile computing to build grid systems in a wireless mobile environment. The development of network technology is assisting in realizing mobile grid. Mobile grid based on established grid infrastructures needs effective resource management and reliable job scheduling because mobile grid utilizes not only static grid resources but also dynamic grid resources with mobility. However, mobile devices are considered as unavailable resources in traditional grids. Mobile resources should be integrated into existing grid sites. Therefore, this paper presents a mobile grid middleware interconnecting existing grid infrastructures with mobile resources and a mobile service agent installed on the mobile resources. This paper also proposes a mobile resource reliability-based job scheduling model in order to overcome the unreliability of wireless mobile devices and guarantee stable and reliable job processing. In the proposed job scheduling model, the mobile service agent calculates the mobile resource reliability of each resource by using diverse reliability metrics and predicts it. The mobile grid middleware allocated jobs to mobile resources by predicted mobile resource reliability. We implemented a simulation model that simplifies various functions of the proposed job scheduling model by using the DEVS (Discrete Event System Specification) which is the formalism for modeling and analyzing a general system. We also conducted diverse experiments for performance evaluation. Experimental results demonstrate that the proposed model can assist in improving the performance of mobile grid in comparison with existing job scheduling models.