Job demands, control and support: Meta-analyzing moderator effects of gender, nationality, and occupation

Fila, Marcus J.; Purl, Justin; Griffeth, Rodger W.

doi:10.1016/j.hrmr.2016.09.004

Cited by 96 publications

(92 citation statements)

References 85 publications

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“…Finally, we control for job demand, one of the factors most commonly acknowledged to create stress and strain in organizations (Fila, Purl, & Griffeth, 2017;Karasek, 1979…”

Section: Confoundersmentioning

confidence: 99%

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Jacobsen

Fjeldbraaten

2017

Human Resource Management

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This study investigates the relationship between sickness absence and shift work. It is hypothesized that the effect of shift work is linked to sickness absence by two mediators: perceived health and work‐family conflict (WFC). Shift work was hypothesized to have an adverse effect on health, as well as making work‐family balance harder to obtain, both in turn resulting in higher sickness absence. The study distinguishes between self‐declared (short‐term) and doctor declared (long‐term) sickness absence. A survey was conducted covering all employees in a Norwegian hospital working more than 30 % of a full position (N=5272) in January 2012, yielding 1864 valid responses (% response = 36). Survey data was coupled with register data on days of sickness absence in 2014. A model with perceived health and WFC as mediating variables between shift work and sickness absence was tested. The findings indicate no direct effect of shift work on sickness absence, but indirect effects both through WFC and perceived health.

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“…Finally, we control for job demand, one of the factors most commonly acknowledged to create stress and strain in organizations (Fila, Purl, & Griffeth, 2017;Karasek, 1979…”

Section: Confoundersmentioning

confidence: 99%

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Jacobsen

Fjeldbraaten

2017

Human Resource Management

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“…The likely effects of job demands and job resources on job satisfaction Following Demerouti et al (2001), employee-perceptions of work conditions are generalised in two categories: job demands and job resources. The former concerns aspects of the job that require physical or mental effort (Fila et al 2017), such as long hours or tight deadlines. By contrast, job resources refer to other aspects which individuals perceive to facilitate their work, for example, manager support and feedback.…”

Section: Employee-perceptions Of Work Conditions and Wellbeing In Patmentioning

confidence: 99%

Managing performance in quality management

Menezes

Escrig

2019

IJOPM

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Purpose The purpose of this paper is to address potential effects of the control element in quality management. First, behavioural theories on how elements of performance management can affect organisational performance are examined. Second, theoretical models on how perceptions of work conditions may impact well-being and performance are considered. Direct and indirect pathways from performance management to productivity/quality are inferred. Design/methodology/approach Matched employee-workplace data from an economy-wide survey in Britain and two-level structural equation models are used to test the hypothesised associations. Findings The use of practices in workplaces is inconsistent with a unified performance management approach. Distinct outcomes are expected from separate components in performance management and some may be contingent on workplace size. For example, within quality planning, strategy dissemination is positively associated with workplace productivity; targets are negatively associated with perceptions of job demands and positively correlated with job satisfaction, which in turn can increase workplace productivity. With respect to information and analysis: keeping and analysing records, or monitoring employee performance via appraisals that assess training needs, are positively associated with workplace productivity and quality. Originality/value This paper illustrates how control in quality management can be effective. Although the merits of performance management are subject to ongoing debate, arguments in the literature have tended to focus on performance appraisal. Analyses of economy-wide data linking performance management practices, within quality management, to employee perceptions of work conditions, well-being and aggregate performance are rare.

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“…Researchers have found some support for the demands‐control model. In their meta‐analysis, Fila, Purl, and Griffeth () found that job demands are negatively related to job satisfaction and positively related to emotional exhaustion. Furthermore, decision control is positively related to job satisfaction and negatively related to emotional exhaustion (Fila et al., ).…”

Section: Stressmentioning

confidence: 99%

“…In their meta‐analysis, Fila, Purl, and Griffeth () found that job demands are negatively related to job satisfaction and positively related to emotional exhaustion. Furthermore, decision control is positively related to job satisfaction and negatively related to emotional exhaustion (Fila et al., ). In a recent sample of bus drivers, high job demands and low control combined to produce increased physiological arousal (e.g., increased skin conductance) along with decreased psychological well‐being (e.g., decreased enjoyment in the job; Cendales‐Ayala, Useche, Gómez‐Ortiz, & Bocarejo, ).…”

Section: Stressmentioning

confidence: 99%

Stress, health, and job performance: What do we know?

Jackson

Frame

2018

J Appl Biobehavioral Res

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This manuscript reviews the literature on and discusses the relationships among stress, health, and job performance in the workplace. All organizations expect employees to perform work-related tasks and activities that help fulfill the organization's goals. Job performance behaviors often occur in stressful situations and can be a stressor. The links among stress, health, and job performance are reviewed in the context of relevant theories and models. The bidirectional aspects of the relationships among: stress and job performance; performance and stress; health and job performance; and job performance and health are discussed.Job performance and stress are ubiquitous in the workplace and while research into the antecedents and consequences of both has provided some understanding, there is more to be gleaned by future research that includes both physiological and psychological measures which also takes the biopsychosocial context into account.

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Job demands, control and support: Meta-analyzing moderator effects of gender, nationality, and occupation

Cited by 96 publications

References 85 publications

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Shift work and sickness absence—the mediating roles of work–home conflict and perceived health

Managing performance in quality management

Stress, health, and job performance: What do we know?

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