Results 251 to 260 of about 2,092,814 (293)

Jobs Demands Resources

2021
Das Job-Demands-Ressources Modells (JD-R) (vgl. Demerouti et al. 2001; Bakker et al. 2003a) basiert auf der Annahme, dass jeder Beruf seine eigenen spezifischen Risikofaktoren aufweist, die mit Stress am Arbeitsplatz verbunden sind (Abb. 7.1.).
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Job Resources Buffer the Impact of Job Demands on Burnout.

Journal of Occupational Health Psychology, 2005
This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study.
Arnold B. Bakker, Evangelia Demerouti, Martin C. Euwema   +2 more
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Incorporating Job Demand Variability Into Job Demands Theory: A Meta-Analysis

Journal of Management, 2020
A rich history of research on job demands suggests that employees’ demands at work are related to their strain and engagement. This research often considers job demands to be fixed and stable over the course of workers’ experiences, despite the existing research showing that some employees experience high levels of job demands one day and low levels ...
Patrick E. Downes, Cody J. Reeves, Brian W. McCormick, Wendy R. Boswell, Marcus M. Butts   +4 more
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The Impact of Job Demands Variables in the Job Demands Resources Model

2022
The purpose of this chapter is to report on the findings of a study that was conducted by the author to investigate the impact of job demands variables on emotional exhaustion and emotional ill-health. A sample of 173 drawn from employees who worked for different organizations in the Pacific, mainly Australia, the African region, the Indian ...
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Subjective Job Demand is Not Isomorphic with Job Demand

2010
In this paper, we redefine the concept of job demand and specify its four properties, namely, timeframe, quantity, pace and quality of job demand. We also clarify job demand observation and job demand perception as two distinct types of subjective job demand. Then, we discuss the process that links these concepts.
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The job demands-resources model of burnout.

Journal of Applied Psychology, 2001
The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job ...
Evangelia Demerouti, Arnold B. Bakker, Friedhelm Nachreiner, Wilmar B. Schaufeli   +3 more
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The Job Demands–Resources Model and Counterproductive Work Behaviour: The Role of Job-Related Affect

European Journal of Work and Organizational Psychology, 2011
The Job Demands–Resources (JD-R) model postulates that job demands and job resources constitute two processes: the health impairment process, leading to negative outcomes, and the motivational process, leading to positive outcomes.
Cristian Balducci, Wilmar B. Schaufeli, Franco Fraccaroli   +2 more
exaly   +2 more sources

Job Demands and Job Resources as Predictors of Absence Duration and Frequency

Journal of Vocational Behavior, 2003
This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and attachment to work and the organization.
Evangelia Demerouti, Wilmar B. Schaufeli, Arnold B. Bakker   +2 more
exaly   +4 more sources

On-Demand Nursing Jobs

AJN, American Journal of Nursing
Gig nursing offers flexibility, autonomy, and risks.
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Exploring the role of cognitive job demands in job demands‐resources theory

Journal of Occupational and Organizational Psychology
Abstract Cognitive job demands in the JD‐R theory are surprisingly underexplored. Despite extensive research using the JD‐R model, we lack a comprehensive understanding of how cognitive job demands affect employee well‐being and do not have a widely accepted definition of these demands.
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