Troubling Job Demands at Work: Examining the Deleterious Impact of Workload and Emotional Demands on Work Engagement

Ahmed, Umair; Shah, Muzafar Hussain; Siddiqui, Benazir Ahmed; Shah, Saeed Abbas; Dahri, Abdul Samad; Qureshi, Muhammad Asif

doi:10.6007/ijarbss/v7-i6/2949

Cited by 20 publications

(21 citation statements)

References 27 publications

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“…Pertaining to service businesses, one can also foresee its serious consequences especially whilst handling clients. The findings are in agreement with Schaufeli and Bakker (2004) and Ahmed et al (2017a) asserting that emotional challenges can negatively affect psychological work wellbeing of employees.…”

Section: Assessment Of Structural Modelsupporting

confidence: 90%

“…In line with this argument, the findings of the present study have underlined that abusive supervision is not healthy for businesses and can make a considerable impact on employees' attachment and immersion in the work thus resulting in affecting individual and organizational performance. though it is a global issue (Martinko et al, 2013) yet still management can do much about it through bringing appropriate policies and consequences in place (Ahmed et al, 2017a). Henceforth, distribution companies in Bahrain need to work likewise to ensure that there are policies and practices in place that could help employees mistreated by their supervisors.…”

Section: Discussionmentioning

confidence: 99%

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Abuse, emotions, and workload in the distribution business: Implications for employees’ engagement

al.¹

2019

Int. j. adv. appl. sci.

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Distribution networks and services are one of the major business drivers in any economy. The present study attempted to examine what is the impact of some of the deleterious work prospects on employees working in the distribution businesses on their psychological work wellbeing. Therein, the study examined the role and impact on work stressors including abusive supervision, emotional demands and workload on employees work engagement. Five major distribution companies were sampled in the present study to examine these relationships on the staff level employees. Structural equation modelling using PLS 2.0 M3 resulted in significant negative impact of abusive supervision on employees' work engagement. Accordingly, emotional demands also posed a significant negative impact on employees' psychological resources thus decreasing their work engagement. In parallel, workload also reported a significant negative impact in a similar fashion. The study has forwarded noteworthy implications based on findings for the distribution businesses in particular and service based occupations in general. The study also sheds light on limitation and scope for future studies.

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Section: Assessment Of Structural Modelsupporting

confidence: 90%

Section: Discussionmentioning

confidence: 99%

Abuse, emotions, and workload in the distribution business: Implications for employees’ engagement

al.¹

2019

Int. j. adv. appl. sci.

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“…HTMT0.85 (Henseler, Ringle, & Sarstedt, 2015;Kline, 2011). Table 4 shows that all HTMT values are less than 0.85 except 0.874 (HTMT ratio between FP and WA) which also meets HTMT0.90 threshold value (Gold, Malhotra, & Segars, 2001;Henseler et al, 2015;Qureshi, 2015;Ahmed et al 2017;Nadeem et al 2016;Adil & Qureshi, 2016). Thus, it leads the author to conclude that the discriminant validity was established between the five constructs of this study using both Fornell-Larcker criterion and HTMT ratio methods.…”

Section: Table 1 Descriptive Statisticsmentioning

confidence: 75%

Impact of Job Clarity on Nurses’ Job Satisfaction: A Moderating Role of Fairness Perception

Qureshi¹,

Syed²,

Brohi³

et al. 2019

IBR

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The main objective of this study was to ascertain the impact of job clarity on nurses’ job satisfaction in the public hospitals of Sindh province of Pakistan. The results presented a valid and reliable measurement model so that a structural model could be built upon it for testing research hypotheses. Results indicate that job clarity has an insignificant impact on job satisfaction among nurses in Pakistan. Moreover, the fairness perception does not moderate; rather, it is found to be a strong predictor of nurses’ job satisfaction. In other words, people have a lack of clarity about tasks, roles, and responsibilities, often end up affecting their outcomes. Therefore, it is recommended to strengthen the element of fairness in jobs to boost job satisfaction. HR policies and general policy makers in the organization have a greater role in this regards to ensure that the work and task are divided on fair grounds and so the rewards.

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“…Job demands refer to psychological, institutional and/or job aspects that push individuals for more physical and mental effort and are often linked with physical and psychological outlays (Ahmed, Shah, Siddiqui, Shah, Dahri & Qureshi, 2017;Demerouti et al, 2001). In general, job demands such as workload and emotional demands exhaust employees` physical and mental capabilities and results in diminution of energy at work .…”

Section: Job Demandsmentioning

confidence: 99%

Job Demands and Work Engagement: Call for More Urgent Empirical Attention

Ahmed¹

2019

ACDMHR

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The current paper aimed to drive the attention of employee wellbeing scholars on the concept of job demands. The author has worked to indicate that there has been a significant amount of attention paid to elements that could enhance individual psychological wellbeing at work, famously known as engagement. However, not equitable scholarly attention has been paid to the factors that act as depleting factors of psychological resourcefulness of individuals thus, resulting in decreasing employees` work engagement. Through performing critical review of promising literature on the topic, the current paper has underlined that job demands have a major role in deciding upon the level of engagement of an employee at work wherein, workload and emotional demands are the most critical ones. The paper has concluded by welcoming aspiring scholars on the topic to further study to help practitioners understand the consequences of job demands and how to go about avoiding them to ensure healthy levels of employees` work engagement.

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Troubling Job Demands at Work: Examining the Deleterious Impact of Workload and Emotional Demands on Work Engagement

Cited by 20 publications

References 27 publications

Abuse, emotions, and workload in the distribution business: Implications for employees’ engagement

Abuse, emotions, and workload in the distribution business: Implications for employees’ engagement

Impact of Job Clarity on Nurses’ Job Satisfaction: A Moderating Role of Fairness Perception

Job Demands and Work Engagement: Call for More Urgent Empirical Attention

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