Development and validation of an instrument for assessing job demands arising from accelerated change: The intensification of job demands scale (IDS)

Kubicek, Bettina; Paškvan, Matea; Korunka, Christian

doi:10.1080/1359432x.2014.979160

Cited by 152 publications

(323 citation statements)

References 47 publications

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“…Time pressure has been defined as the extent to which employees feel that they need to work at a pace faster than usual or have insufficient time to finish their work tasks (Baer & Oldham, 2006;Kinicki & Vecchio, 1994). Learning demands require employees to acquire knowledge and skills that are necessary to perform their jobs effectively (Kubicek, Paškvan, & Korunka, 2015;Loon & Casimir, 2008). Empirical evidence showing that the prevalences of both time pressure and learning demands have increased over the last decades (e.g., Eurofound, 2012Eurofound, , 2015Kubicek et al, 2015) underlines their growing importance in today's work settings.…”

Section: Challenge Stressors As Antecedents Of Thriving At Workmentioning

confidence: 99%

“…Learning demands require employees to acquire knowledge and skills that are necessary to perform their jobs effectively (Kubicek, Paškvan, & Korunka, 2015;Loon & Casimir, 2008). Empirical evidence showing that the prevalences of both time pressure and learning demands have increased over the last decades (e.g., Eurofound, 2012Eurofound, , 2015Kubicek et al, 2015) underlines their growing importance in today's work settings. Moreover, time pressure and learning demands both represent typical challenge stressors in the sense that differential effects on work outcomes have been shown in previous studies (for time pressure, refer to Searle & Auton, 2015;Widmer et al, 2012; for learning demands, refer to Höge & Hornung, 2015;Paulsson et al, 2005).…”

Section: Challenge Stressors As Antecedents Of Thriving At Workmentioning

confidence: 99%

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Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work

et al. 2016

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SummaryIn the conceptualization of thriving at work, it is emphasized that employees' learning and vitality are two equally important components of thriving and that thriving is facilitated by contextual features and available resources. In this study, we examined the effects of two challenge stressors (time pressure and learning demands) on thriving at work. Based on the literature on challenge and hindrance stressors, we proposed that challenge stressors positively affect learning and negatively affect vitality. To uncover underlying mechanisms, we measured challenge appraisal and hindrance appraisal of work situations in a diary study. A sample of 124 knowledge workers responded to three daily surveys (before the lunch break, during the afternoon, and at the end of the workday) for a period of five workdays. Results indicate that the indirect effects of learning demands and time pressure on learning are mediated by challenge appraisal, whereas indirect effects of learning demands on vitality are mediated by hindrance appraisal. Overall, our study shows that challenge stressors have a positive total effect on learning but no total effect on vitality. These differential relationships call for a finer distinction between the two components of thriving at work in future research. Copyright © 2016 The Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd.

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Section: Challenge Stressors As Antecedents Of Thriving At Workmentioning

confidence: 99%

Section: Challenge Stressors As Antecedents Of Thriving At Workmentioning

confidence: 99%

Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work

et al. 2016

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“…The hybrid work characteristics under our study seem to share a time‐related perspective. For example, the diffusive nature of work time inherent in boundarylessness, the polychromic nature of work time inherent in multitasking, and the disruptive nature of work time relating to interruptions all point to the tendency that working lives are becoming increasingly more intensified (Kubicek, Paškvan, & Korunka, ; also see Parker, Andrei, & Li, ). While the present study focused on individual hybrid work characteristics, future researchers may want to adopt a time‐based lens and orientation to further our understanding of work design in modern times.…”

Section: Discussionmentioning

confidence: 99%

Charting New Terrain in Work Design: A Study of Hybrid Work Characteristics

Xie

Elangovan

et al. 2018

Applied Psychology

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Research on work design to date has focused on work characteristics associated primarily with one of three domains-task, social, or contextual. The present paper introduces a new concept-hybrid work characteristics-that refer to work characteristics which are not fully captured within any one of the three domains but possess features from more than one domain. We identify boundarylessness, multitasking, non-work-related interruptions, and demand for constant learning as hybrid work characteristics in the modern work environment. Furthermore, we theorise that boundarylessness, multitasking, and demand for constant learning carry both enriching and depleting potential, but non-work-related interruptions have only depleting potential. In our study, we developed instruments to assess the four work characteristics and tested their relationship with jobholders' job satisfaction, occupational commitment, emotional exhaustion, and somatic health symptoms, through three independent studies (a total of 968 employees across a wide range of jobs). The results demonstrated convergent, predictive, and discriminant validity for the newly developed scales, and showed partial support for the prediction that boundarylessness and multitasking are beneficial as well as detrimental for jobholders and consistent support for the depleting potential inherent in non-work-related interruptions. We conclude with a discussion of how our exploration of hybrid work characteristics contributes to research on work design and management practices.

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“…According to many scholars, current working life is characterized by acceleration and intensification (Green, 2004;Franke, 2015;Korunka et al 2015;Kubicek, Paškvan and Korunka, 2015) due to technological acceleration pervading the whole of society (Rosa, 2003). The workrelated implications of this development include increased work pace and intensified cognitive job demands due to a wider use of digitalization, artificial intelligence and robotization in production and services (Chesley, 2014;Kubicek et al 2015;Rosa, 2003;Mauno et al in press). We approach these work-related implications via the concept of intensified job demands (henceforth IJDs), imposing new job stressors on employees (Green, 2004;Kubicek et al 2015).…”

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confidence: 99%

Do Older Employees Suffer More from Work Intensification and Other Intensified Job Demands? Evidence from Upper White-Collar Workers

Mauno

Minkkinen

Tsupari

et al. 2019

SCAND J WORK ORGAN PSYCHOL

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Background: Working life today is characterized by acceleration and intensification due to social, and particularly technological, acceleration affecting the whole of society. These phenomena also affect working life by intensifying job demands, possibly imposing new job stressors on the workforce. At the same time workforce is aging, raising a question how older employees manage to cope with these work life changes. Methods: This study examined intensified job demands and their effects on occupational well-being from the age perspective utilizing Finnish survey data from upper white-collar workers (N = 2,200). Data was analyzed using multivariate analysis of covariance and hierarchical regression analyses. Results: The findings show that older employees experienced more work intensification and intensified knowledge-and skill-related learning demands, whereas younger employees experienced more intensified career-related planning and decision-making demands. Intensified job demands were related to occupational well-being (job burnout, work engagement), but were rarely age-specific. Conclusion: Aging does not necessarily mean higher intensified job demands, yet work intensification and intensified learning demands can be more common among older employees. However, more research is needed concerning the relationships between aging, intensified job demands and occupational well-being as empirical evidence is still scarce.

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Development and validation of an instrument for assessing job demands arising from accelerated change: The intensification of job demands scale (IDS)

Cited by 152 publications

References 47 publications

Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work

Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work

Charting New Terrain in Work Design: A Study of Hybrid Work Characteristics

Do Older Employees Suffer More from Work Intensification and Other Intensified Job Demands? Evidence from Upper White-Collar Workers

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