A Test of the Job Demands-Resources Model with HIV/AIDS Volunteers

Cox, Stephen; Pakenham, Kenneth I.; Cole, Sally

doi:10.1080/15381501.2010.525461

Cited by 16 publications

(23 citation statements)

References 40 publications

(67 reference statements)

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“…Third, job demands are more strongly related to exhaustion than to cynicism and reduced professional efficacy, the other two dimensions of burnout (Peng, Wong, & Che, 2010). Finally, exhaustion has been directly linked to depression (Cox et al, 2010) and turnover intentions (Knudsen, Ducharme, & Roman, 2009), which are outcomes of interest in the present study.…”

Section: Exhaustion Engagement and Connectednessmentioning

confidence: 66%

“…The robustness of the model has been well supported in numerous studies of paid workers (Hakanen, Bakker, & Schaufeli, 2006) and, to a lesser extent, volunteers (Cox, Pakenham, & Cole, 2010). Although volunteering can be demanding and stressful and may lead to negative psychological and behavioural consequences for volunteers, it can also be motivating and rewarding.…”

Section: Introductionmentioning

confidence: 82%

“…When volunteers are exhausted, they lack the energy to complete their duties. Consequently, these negative feelings may be generalized and may lead to anxiety and depressive symptoms (Cox et al, 2010). Emotional exhaustion has been associated with poor mental health outcomes including anxiety (Claxton et al, 1998).…”

Section: Jy Huynh Et Al 308mentioning

confidence: 99%

“…Emotional exhaustion has been associated with poor mental health outcomes including anxiety (Claxton et al, 1998). Various studies in paid (Ahola et al, 2006;Hakanen et al, 2008) and unpaid (Cox et al, 2010) work contexts have shown that exhaustion plays a mediating role in explaining the transition from demands to depression. This suggests that under strenuous conditions, exhaustion may enhance depressive symptoms.…”

Section: Jy Huynh Et Al 308mentioning

confidence: 99%

“…In response to this concern, scholars have applied the JD-R model (Bakker & Demerouti, 2007) in order to test volunteer well-being, and provided considerable evidence for its external validity in non-profit contexts (Cox et al, 2010;Klemasz & Tuckey, 2007). Moreover , Huynh, Winefield, Xanthopoulou, and Metzer (2012) recently extended the JD-R model in volunteers by investigating the role of the relatively new construct, organizational connectedness (OC; Huynh, 2012), over and above the role of engagement in the motivational process.…”

Section: Introductionmentioning

confidence: 99%

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The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

2014

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Using a sample of 887 volunteer emergency service workers in South Australia, we conducted a study based on the JD-R framework to examine the roles of three mediators in the relationship between job characteristics and volunteer well-being. These were (i) exhaustion as a mediator in the relationships between job demands and both poor mental health and turnover intentions; and (ii) work engagement and organizational connectedness as mediators in the relationships of job resources (training and organizational support) with happiness and turnover intentions. Organizational connectedness, a relatively new construct, is a positive state of well-being that involves an emotional connection with other workers, with service recipients and with aspects of the task and the organization's values. Results indicated that all three mediators were important in explaining volunteer well-being. Specifically, job demands were positively related to exhaustion, which, in turn, was linked to ill-health and turnover intentions. Job resources were positively related to work engagement and organizational connectedness, which were, in turn, negatively related to turnover intentions. However, while organizational connectedness mediated the relationship between job resources and happiness, this was not the case for work engagement. The roles of these variables in future research in paid and voluntary work are discussed.

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Section: Exhaustion Engagement and Connectednessmentioning

confidence: 66%

Section: Introductionmentioning

confidence: 82%

Section: Jy Huynh Et Al 308mentioning

confidence: 99%

Section: Jy Huynh Et Al 308mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

2014

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A longitudinal investigation of job demands‐resources theory in volunteer firefighters working for the nonprofit sector

Huynh,

Xanthopoulou,

Windsor

2023

Nonprofit Mgmnt & Ldrshp

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Many nonprofit emergency service organizations rely heavily on volunteers. With the recent decline in volunteer numbers and the associated economic cost, it is important for nonprofit organizations to develop strategies aimed at improving volunteer retention. To this end, we applied job demands‐resources theory to examine how volunteer demands and resources explain volunteers' well‐being (i.e., exhaustion and engagement) and consequently, retention and mental health (i.e., depressive symptoms). Specifically, we hypothesized that: (1) exhaustion mediates the positive relationship between demands and depressive symptoms, and the negative relationship between demands and retention; (2) engagement mediates the positive relationship between resources and retention; (3) resources buffer the positive relationship between demands and exhaustion; and (4) demands boost the positive relationship between resources and engagement. Volunteer firefighters (N = 126) were asked to complete a self‐report questionnaire twice over a 1‐year period. Results showed that increases in engagement mediated the positive relationship between resources and retention over time. Contrary to expectations, volunteer resources boosted the positive relationship between volunteer demands and increases in exhaustion. Namely, demands related positively with exhaustion particularly when resources were high (instead of low). Collectively, the study results have important theoretical implications since they suggest that demands do not always have long‐term, unfavorable consequences for volunteer firefighters. In contrast, resources enhance volunteer engagement and consequently, promote retention in the long run. Therefore, it is important for volunteer organizations to provide relevant resources to their members to keep them engaged and enhance their willingness to remain in the force.

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Engaged or Connected? A Perspective of the Motivational Pathway of the Job Demands-Resources Model in Volunteers Working for Nonprofit Organizations

2011

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A Test of the Job Demands-Resources Model with HIV/AIDS Volunteers

Cited by 16 publications

References 40 publications

The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness

A longitudinal investigation of job demands‐resources theory in volunteer firefighters working for the nonprofit sector

Engaged or Connected? A Perspective of the Motivational Pathway of the Job Demands-Resources Model in Volunteers Working for Nonprofit Organizations

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