A Novel Framework Based on the Improved Job Demands-Resources (Jd-R) Model to Understand the Impact of Job Characteristics on Job Burnout From the View of Emotion Regulation Theory

Yang, Ning; Lu, Jintao; Ye, Jinfu

doi:10.24869/psyd.2018.26

Cited by 9 publications

(6 citation statements)

References 28 publications

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“…It is stated that all job characteristics can be divided into two categories, which are job demands and job resources (Bakker et al, 2014). Job resources covered material, organizational, social, and psychological aspects offered by organizations or supervisors to assist employees to achieve effective job performance and personal growth (Yang et al, 2018). It is argued that job resource plays a buffering effect on the cost of job demands with the motivating and boosting functions (Tadic et al, 2014).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies

Shi

2022

IJBS

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This study aims to understand the antecedents of affective commitment and organizational citizenship behavior (OCBO) of technology employees in Chinese IT Companies. Job satisfaction, which is a positive job attitude is identified as the mediator for the relationships between family-supportive supervisor (FSS), challenge job demands, and affective commitment and organizational citizenship behavior (OCBO) of the technology employees in the Chinese IT Companies. IT industry is a promising industry in China. However, the Chinese IT companies have an overtime culture, which is highly related to the commitments of the technology employees. PLS-SEM (partial least squares structural equation modeling) by Smart PLS 3.2 version software is adopted for the data analysis, which includes the measurement model and structural model analysis. 304 technology employees from three Chinese IT companies participated in this research survey. After the data analysis, challenge job demands and FSS are positively related to job satisfaction while FSS is directly connected with affective commitment and OCBO of the technology employees in Chinese IT companies. Moreover, job satisfaction plays a positively mediating role between the exogenous variables and endogenous variables in this study. The current research provides useful insights into the strategies taken that could enhance affective commitment and OCBO of the technology employees in Chinese IT companies.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies

Shi

2022

IJBS

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“…An interpretative framework based on Patočka’s three movements of existence. The schema illustrates three movements of existence in the context of existential disruptions and a simplified job demand-resource model that relates to burnout and work engagement (Bakker et al, 2004; Schaufeli & Bakker, 2010; Yang et al, 2018). …”

Section: An Extended Framework Of Philosophy By Patočka and Finkmentioning

confidence: 99%

“…These requirements can take on physical, psychological, or societal forms and cover a variety of job characteristics, such as workload, conflict of roles, and so forth. Resources are made up of mental, physical, and social resources, and are linked to a range of support from the organization or executives (Bakker et al, 2004; Demerouti et al, 2001; Schaufeli & Bakker, 2010; Yang et al, 2018).…”

Section: Case Study By the Research Project Teammentioning

confidence: 99%

Several Notes on the Existential Hermeneutic Phenomenology for Project Management and Possibilities of Its Extension by Other Existential Concepts: Case Study From the Research Project Team

Müller

Jedličková

2020

Project Management Journal

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In this article, we follow up the approach of employing existential hermeneutic phenomenology (EHP) (Rolfe et al., 2016) published in Project Management Journal® and we show that this innovative method, useful in managerial self-development, represents an important tool for learning not only in the private sector, but also in public research projects where managerial skills are required. In this article, we propose an extended EHP framework that includes the original ideas of phenomenologists Fink and Patočka. We present the results of our interpretative phenomenological analysis study, where issues of communication and interpersonal relationships emerge as key problems in project work.

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“…It is also important to note that the care aspect in ethics has been supported by scientific research of cognitive psychologists, neuroscientists and neurosurgeons on 'emotional intelligence' -a form of intelligence that is different from but connected to reason or 'rational intelligence' -which affirmed that the rational mind cannot work effectively without the emotional reasoning and that the ability to care and empathize is necessary for ethical reasoning or practice (Yang et al 2018). For instance, people whose amygdala -the part of the brain where care and empathy 'reside' -is damaged do not engage in any moral reasoning at all, not even in a bad one (Warren 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

Impacts of Feminist Ethics and Gender on the Implementation of CSR Initiatives

Lu¹,

Ren²,

Zhang³

et al. 2020

fil-soc

Self Cite

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Nowadays women often lead teams, hold high positions in top management, plan and make important strategic decisions in firms or groups. However, little attention in scientific literature has been paid to gender difference in implementing CSR practices of firms. Implementing CSR practices successfully in many cases depends on the gender difference of top management. The object of this study is the importance of ‘feminine gaze’ with respect to gender difference in implementing CSR in firms. This study aims at supplementing feminist ethical – and in part, epistemological – concerns with empirical studies considering the role of women in the top management of firms, then the impact of gender on implementation of CSR initiatives was analysed, and the main drivers linked to gender for the implementation of CSR initiatives were assessed in this study based on the comprehensive literature review. The study confirmed the positive impact of woman representation on the development of CSR initiatives in the firm. The number of women in BOD and employee positions from all stakeholders including customers’ perspectives have positive impacts on the penetration of CSR initiatives, and can be considered as an important driver of CSR in the firms.

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A Novel Framework Based on the Improved Job Demands-Resources (Jd-R) Model to Understand the Impact of Job Characteristics on Job Burnout From the View of Emotion Regulation Theory

Cited by 9 publications

References 28 publications

Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies

Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies

Several Notes on the Existential Hermeneutic Phenomenology for Project Management and Possibilities of Its Extension by Other Existential Concepts: Case Study From the Research Project Team

Impacts of Feminist Ethics and Gender on the Implementation of CSR Initiatives

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