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 demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

This study, among 109 German nurses, tested a theoretically derived model of burnout and overall life satisfaction. The model discriminates between two conceptually different categories of working conditions, namely job demands and job resources. It was hypothesized that: (1) job demands, such as demanding contacts with patients and time pressure, are most predictive of exhaustion; (2) job resources, such as (poor) rewards and (lack of) participation in decision making, are most predictive of disengagement from work; and (3) job demands and job resources have an indirect impact on nurses' life satisfaction, through the experience of burnout (i.e., exhaustion and disengagement). A model including each of these relationships was tested simultaneously with structural equations modelling. Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction. These findings contribute to existing knowledge about antecedents and consequences of occupational burnout, and provide guidelines for interventions aimed at preventing or reducing burnout among nurses.

The project brought together researchers from 9 EU-Countries and resulted in a number of actions, in particular the following: (a) There is an urgent need of defining the concept of flexible working hours, since it has been used in many different and even counterintuitive ways; the most obvious distinction is where the influence over the working hours lies, that is between the "company-based flexibility" and the "individual-oriented flexibility"; (b) The review of the Legislation in force in the 15 European countries shows that the regulation of working times is quite extensive and covers (Council Directive 93/104/EC) almost all the various arrangements of working hours (i.e., part-time, overtime, shift, and night work), but fails to provide for flexibility; (c) According to the data of the Third EU Survey on Working Conditions, longer and "irregular" working hours are in general linked to lower levels of health and well-being; moreover, low (individual) flexibility and high variability of working hours (i.e., company-based flexibility) were consistently associated with poor health and well-being, while low variability combined with high autonomy showed positive effects; (d) Six substudies from different countries demonstrated that flexible working hours vary according to country, economic sector, social status, and gender; overtime is the most frequent form of company-based flexibility but has negative effects on stress, sleep, and social and mental health; individual flexibility alleviates the negative effects of the company-based flexibility on subjective health, safety, and social well-being; (e) The literature review was able to list more than 1,000 references, but it was striking that most of these documents were mainly argumentative with very little empirical data. Thus, one may conclude that there is a large-scale intervention ongoing in our society with almost completely unknown and uncontrolled effects. Consequently, there is a strong need for systematic research and well-controlled actions in order to examine in detail what flexible working hours are considered, what and where are their positive effects, in particular, as concerns autonomy, and what regulation seem most reasonable.

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PurposeThe aim of this study is to provide a useful conceptualization of flexible working times and to examine the relationships between flexible working times and employees' well‐being and peer ratings of performance. It is supposed that an employee's “time‐autonomy” would be positively related to performance and well‐being. On the contrary, an unfavorable effect of “time restriction” on well‐being is expected.Design/methodology/approachA questionnaire‐study was conducted among 167 German employees from 17 different organizations. Information about in‐role and extra‐role performance was also obtained via peer evaluations.FindingsThe data support a two‐factor structure of flexibility. The time restriction factor adds to the degree of exhaustion and the work‐nonwork conflict, while time autonomy diminishes these outcome variables. However, the flexibility dimensions are unrelated to performance.Originality/valueThe multidimensional conceptualization of flexibility allows for the detection of advantages and drawbacks regarding the effectiveness of flexible working time models.