Explore the vast range of titles available.

Given a turbulent work environment, employee resilience, defined as the capacity to bounce back, adapt, and even flourish at work in the face of challenging situations, has been receiving increasing attention. Previous studies have demonstrated the personal and organizational benefits of employee resilience and have underscored the need for further research on how to foster it. Nonetheless, in the organizational context, certain job demands may hinder its development. Drawing on the Job Demands–Resources theory and the challenge–hindrance framework, the paper aims to reveal the hindrance job demands that undermine employee resilience. For this, qualitative data were collected from 21 employees in Lithuania. The results revealed that social (toxic relationships with managers, difficulties in managing team dynamics, interpersonal conflicts with colleagues), organizational (role-related demands, generational clashes, workload, and scheduling), and emotional (dealing with clients) demands play an important role in undermining resilience. Moreover, ethical demands (dishonesty when dealing with clients and idea stealing) were also indicated. The results draw attention to the need to conduct training programs, including leadership training, to foster a supportive organizational culture and to rethink job design while aiming for organizational sustainability and employee well-being.

Background The deteriorating psychosocial work environment among healthcare workers in Sweden, influenced by demanding working conditions and resource constraints, affects individual well-being and patient care quality. Healthcare workers, including physicians, registered nurses, and nursing assistants, often work interdependently and share workplaces, yet are three completely different professions. Nonetheless, comprehensive studies comparing their psychosocial work environments are scarce; often focusing on healthcare workers either separately or as a homogenous group, but rarely comparative. Aim Utilising the job demands–resources model, this study investigated variations in the psychosocial work environment among Swedish healthcare workers. We wanted to identify how the antecedents of individual well-being, in the form of demands and resources, differed between healthcare workers. Method Data from the 2022 Longitudinal Occupational Health Survey for Health Care in Sweden were analysed; the participants included 7589 physicians, registered nurses, and nursing assistants. The analysis involved descriptive statistics, including measures of means and analysis of covariance (ANCOVA), employing the Bonferroni correction for multiple post hoc comparisons. The ANCOVA was also stratified by working factors, including years of work experience and employment within the private/public sector. Results The study revealed significant variations in how healthcare workers perceive their psychosocial work environment. Physicians faced the highest level of Quantitative Demands (mean (x̄) 3.15; 95% CI 3.11–3.19), while registered nurses reported the most Emotional Demands (x̄ 3.37; 95% CI 3.32–3.41). Nursing assistants had the highest grand means for the imbalance between Efforts and Rewards (Effort Reward Imbalance) (x̄ 1.49; 95% CI 1.49–1.49) and an imbalance between Work and Private Life (Work–Life Interference) (x̄ 3.20, 95% CI 3.15–3.25), along with limited resources. The stratified analysis showed that years of experience and the sector affected healthcare workers' perceptions of their psychosocial working environment. For example, registered nurses working in the private sector reported better working conditions than registered nurses working in the public sector. The situation for nursing assistants was reversed. Conclusion Psychosocial work environments are experienced differently between and within healthcare professions in Sweden. This study provides crucial insights for improving workplace conditions and consequently enhancing healthcare professionals’ well-being and quality of patient care.

Purpose This study aims to examine the correlates of burnout among primary school teachers working with public schools in Chhattisgarh-India. Design/methodology/approach Data were collected from 713 teachers using a questionnaire survey. Using partial least square path modeling, this study tests the proposed measurement and structural model. Findings The study confirmed that general job demands and emotional job demands in a school environment significantly correlated with burnout, which, in turn, has increased somatic symptoms and decreased pro-social behavior among teachers. However, the association of burnout with absenteeism was insignificant. Emotional intelligence (EI) was found to buffer the adverse associations of general job demands and emotional job demands on burnout. Practical implications The findings of this study demonstrate that EI has buffering effects on high job demands that consequently reduce burnout. This will help educators and policymakers in shaping and formulating effective policies and practices to deal with burnout. Originality/value Earlier studies exploring burnout of primary school teachers, especially in the Indian context, had focused exclusively on demographic factors. This study is an early attempt to understand the impact of contextual factors on burnout thereby helping in designing appropriate interventions thereof. This study additionally rationalizes the unexplored association of burnout with pro-social behavior among educators.

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

Purpose Job performance is an important variable, which primarily affects outcomes at three levels: the micro level (i.e. the individual), the meso level (i.e. the group) and the macro level (i.e. the organisation). This paper aims to identify, analyse and synthesise factors that affect job performance. Design/methodology/approach Through an extensive integrative review of literature, this study identifies and classifies the factors that affect job performance. A synthesised model based on the schema of demands, resources and stressors is also developed. Findings The demands identified are grouped into physical, cognitive and affective. Stressors adversely affecting job performance are classified at an individual level, job level and family level. Finally, resources are classified at an individual level, job level, organisational level and social level. Research limitations/implications This review enhances the job demands-resources (JD-R) model to job demands-resources-stressors (JD-R-S) model by identifying a separate category of variables that are neither job demands nor resources, but still impede job performance. Practical implications The subgroups identified under demands, resources and stressors provide insights into job performance enhancement strategies, by changing, managing or optimising them. Originality/value This study helps in better understanding the factors that go on to impact job performance differentially, depending on the group to which they belong. It gives a holistic picture of factors affecting job performance, thereby integrating classifying and synthesising the vast literature on the topic.

Purpose Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this study is to identify antecedents of work engagement in the hotel sector through an integrative literature review of existing empirical studies. Design/methodology/approach A total of 38 quantitative studies published between 2001 and 2017 were reviewed, and a summary of the antecedents of work engagement was compiled based on the JD-R model. Findings Support from the organization, supervisors and coworkers were the most frequently discussed predictors of work engagement. Compared with previous studies in other sectors, the findings show unique antecedents of work engagement in the hotel sector, such as internal branding, organizational justice and organizational features (e.g., organizational size/history/level) as job resources; behavioral intentions and polychronicity as personal resources; and customer emotions and sexual harassment as job demands. Practical implications This study is relevant considering the discourse in the hotel sector on delegating human resource responsibilities to frontline managers. Hotel managers should establish and maintain a work environment where coworkers and supervisors provide support as the environment is found to be a key factor that promotes work engagement. Originality/value The significance of the study is that it provides an overview of studies on work engagement in the hotel sector and insights on how hotel service practices affect employees and work engagement by highlighting the antecedents of work engagement from previous empirical studies.

It is essential for healthcare organisations worldwide to have an engaged nursing workforce due to the multiple challenges associated with delivering quality care for a wide range of patients. However, this study examined the effect of job demands on work engagement and the impact of job resources on work engagement among nurses in Bangladesh and the moderating impact of person-environment (P-E) fit in these relationships. Cross-sectional research and methods of quantitative analysis were used in this study. Data were gathered using simple random sampling method from 533 registered nurses working in four hospitals of Bangladesh. The data were examined through structural equation modeling using IBM SPSS 25 and SmartPLS4. The results indicated that the relationship between job demands and job resources were significantly related to work engagement which is in accordance with the job demands-resource (JD-R) theory. The results also indicated that the moderating effect of person-environment (P-E) fit on these two relationships didn’t support in this study. This study makes several significant theoretical contributions as it investigated factors that influence work engagement of nurses. Practically, it may help healthcare mangers adopt different strategies so that nurses can practise their ability with responsibility to handle certain situations smoothly.

Objectives We examined the associations of perceived psychosocial safety climate (PSC) with psychological distress and work engagement in Japanese employees. We also examined the mediation effects of job demands (i.e., psychological demands) and job resources (i.e., job control, worksite support, and extrinsic reward) in these associations. Methods A total of 2200 employees (1100 men and 1100 women) registered with a Japanese online survey company were surveyed using a self‐administered web‐based questionnaire containing the scales on PSC (12‐item PSC scale), job demands and job resources (Job Content Questionnaire and Effort‐Reward Imbalance Questionnaire), psychological distress (K6 scale), and work engagement (9‐item Utrecht Work Engagement Scale), and items on demographic and occupational characteristics (i.e., age, sex, education, occupation, work form, and working hours per week). A multiple mediation analysis with a bootstrap method was conducted. Results After adjusting for demographic and occupational characteristics, significant negative and positive total effects of perceived PSC were observed on psychological distress and work engagement, respectively (c = −0.258 [95% confidence interval (CI): −0.298 to −0.219] and 0.383 [95% CI: 0.344–0.421], respectively). When we included job demands and job resources as mediators in the model, significant total mediation effects in these associations were observed (c − c′ = −0.181 [95% CI: −0.221 to −0.143] and 0.269 [95% CI: 0.234–0.304], respectively). Conclusions Our findings suggest that perceived PSC is negatively associated with psychological distress and positively associated with work engagement, and that these associations are partially mediated (or explained) by job demands and job resources.

Purpose The purpose of this paper is to investigate how cognitive and emotional job demands interact with job resources to influence work engagement, and whether work engagement mediates the association of job demands with job satisfaction. In collectivistic patriarchal societies women have fewer resources to devote to work; thus, based on Conservation of Resources theory, the authors have tested if job demands relate differently to work engagement for women than for men and if the mediation differs across genders. Design/methodology/approach Using data collected from 724 bank officers in India, the authors used the PROCESS macro developed for SPSS to test the hypotheses. Findings Gender interacted with job demands to influence work engagement, such that the relationship was stronger for men than for women. Moderated mediation analysis showed that men experience work engagement and through work engagement increased job satisfaction from challenging job demands, whereas these benefits do not accrue for women, and when they do, they are significantly less than for men. Originality/value Most models and theories of organizational behavior have been developed in the western world where, relatively speaking, men and women enjoy almost equal privileges at work and at home. In collectivistic patriarchal societies, women are responsible for the lion’s share of household chores (Rout et al., 1999) and thus have fewer resources to devote to work, affecting their work engagement and satisfaction. The results behoove researchers to consider gender as a study variable when designing studies on organizational phenomena.

Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing job demands and resources, and avoiding job burnout by utilizing personal resources.