How do high-performance work systems affect work fatigue: The mediating effect of job responsibility and role overload

Abstract

Work fatigue refers to physical, mental, and emotional exhaustion, resulting in the inability to work. Hitherto research indicate a close relationship between high-performance work systems and work fatigue, and there may be a double-edged sword effect of high-performance work systems on work fatigue. However, a comprehensive theoretical framework has not been developed to understand the relationship between them. Based on the challenge-hindrance stress model, this study employs role overload and job responsibility as mediating variables in a conceptual framework to understand the impact of high-performance work systems on work fatigue. Using the partial least square structural equation model and a sample of 360 employees in China, the mediating effects of role overload and job responsibility were confirmed. Further, the internal mechanisms of how high-performance work systems affect work fatigue are discussed, its adverse effects are confirmed, and its practical implications are proposed.

Mental workload profile and its relationship with presenteeism, absenteeism and job performance among surgeons: The mediating role of occupational fatigue

“…A study by Yurko et al [ 15 ] concluded that a higher mental workload due to increased fatigue could lead to decreased job performance and even surgeon human errors. The effects of fatigue on the job performance of surgeons and the mediating role of job responsibility and role overload have been investigated by Jiandong et al The results of their study approve the effect of increased fatigue on the performance of surgeons and the amplification of this effect with increasing job responsibility and role overload [ 52 ]. Also in another study, Fan et al [ 32 ] stated that mental workload with increased fatigue can lead to a decrease in job performance, and fatigue mediates the relationship between mental workload and job performance.…”

Is spirituality at work a pragmatic way to cope with stress and prevent turnover? A bibliometric analysis and conceptual framework

“…Literature supports the idea that job stress and emotional exhaustion are predictors of various negative outcomes in employee behaviour (Karatepe & Nkendong, 2014). Another plane of work stress in work fatigue, which refers to inability to work due to physical, mental, and emotional exhaustion (Jiandong et al, 2022). Irrespective of age group, work stress exists, but yes, the impact of work stress is quite higher among older working adults in the labour market (Malik et al, n.d.).…”

“…According to the challenge-stress hindrance model, stress refers to the extent to which individuals respond to emotional or physical stimuli from their environment. Work stress is developed among employees as a direct response to external workplace stressors such as work requirements, practice requirements, and performance appraisals (Jiandong et al, 2022). In other terms, work stress is an outcome of combining demands and controls over the job situation (Malik et al, n.d.).…”

“…Literature says a certain amount of stress is essential to accomplishing tasks in the workplace, but not all the stress is that good, and many affect mental well-being of individual (Johnson & Rohde, 2022). As the challenge-stress hindrance model describes, challenge stress in employees can positively control attitude such as job responsibility and time pressure, which can help the employees accomplish their tasks, whereas hindrance stress in employees will have negative control and leads to job overload, conflicts, and workplace hindrances (Jiandong et al, 2022). Literature supports the idea that job stress and emotional exhaustion are predictors of various negative outcomes in employee behaviour (Karatepe & Nkendong, 2014).…”

The Influence Of High Performance Working Systems On Work Performance Effects Of Job Responsibility And Work Fatigue

“…Previous research has explained a lot about the effect of a high performance system on work fatigue (Ruiz et al, 2019). In addition, it also explains the influence of the mediating effect of job responsibilities, work performance, and overtime (Jiandong et al, 2022). However, this research has limitations and gaps in the research, where many studies measure the sustainable effects of high performance systems on business results, but only a few consider the effects of total quality management practices (Peterson et al, 2014).…”