• Asia pacific journal of information systems
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• v.34 no.2
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• pp.447-469
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• 2024

Despite the maturity of platforms, only some studies have explored the relationships between the working conditions of platform workers and their organization-like responses to these platforms. Thus, this research utilized the Job Demands-Resources Model (JD-R Model) to analyze the effects of job demands and resources on platform workers' job embracing. The data were collected from 182 food delivery riders in South Korea. This study utilized the PLS technique (partial least squares) to examine the research model. Regarding job demands, this study has found that work overload and physical effort significantly affect burnout. Regarding job resources, the results revealed that service technology support and training significantly affect work engagement. In alignment with the Job Demands-Resources literature, the findings offer tangible proof that burnout has a detrimental impact on job embracing, whereas work engagement has a beneficial effect on job embracing. Our findings indicate that work engagement exerts a more substantial beneficial effect on job embracing, and burnout reduces job embracing. Results also provide novel insights to scholars seeking a comprehensive research model on the impact of on-demand workplace conditions to help platforms attract and retain platform workers.

• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.45-55
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• 2024

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

• (The)Korea Educational Review
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• v.24 no.3
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• pp.1-26
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• 2018

The purpose of the present study is to examine the effects of academic demands and resources into academic burnout and engagement among Korean highschool students, applying Job Demands-Resources Model(JD-R) into academic settings. A structural equational modeling was performed on data that collected from 934 seniors in 8 different highschool on the regular curriculum and investigated the relationships among academic demands, resources, burnout, and engagement. The results suggested that academic demands composed of effort, over-commitment, and teacher pressure had a positive effect both on academic burnout and engagement. On the other hand, academic resources consisted of rewards, peer support, teacher autonomy support, and parental academic support had a negative effect on academic burnout and a positive effect on academic engagement. The current study has its significance on applying JD-R model to academic setting and the further study as well as the limitations were suggested.

• Journal of the Korea Safety Management & Science
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• v.16 no.1
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• pp.109-117
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• 2014

This paper reviewed the relationship between job demands/resources and safety participation, and the moderating effect of safety self-efficacy. Based on the responses from 247 employees, the results of multiple regression analysis appeared as follow; 1) job demands factors(role conflict, role ambiguity and role overload) effect negatively on safety participation. 2) job resources factors(autonomy and social support) effect positively on safety participation. 3) safety self-efficacy moderates positively 3 relationships-between role conflict and safety participation, between role ambiguity and safety participation, between social support and safety participation.

• Korean Journal of Occupational Health Nursing
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• v.29 no.4
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• Safety and Health at Work
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• v.13 no.2
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1041-1050
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• 2021

Employee engagement plays an important role in the development as well as the success of a company. The manner in which employees are committed to their work and be more innovative seems to drive people's curiosity. This study aims to analyze the impacts of job demands-resources, personal resources, and coworker support on work engagement. Also, whether there is a relationship between work engagement and creativity of employees is tested through this research. The data served for the research was collected in the context of Vietnamese small- and medium-sized enterprises (SMEs). The authors used structural equation modeling (SEM) (software Smart PLS), to test the proposed hypotheses by using the data of 602 employees. Results of the study point out that proposed antecedents influence work engagement and creativity. Such findings have shed light on both theory and practice implications. In theory, it supports the social exchange theory and the job demands and resources model. In practice, leaders should assist subordinates in various aspects and build and promote a corporate culture where employees help others with great enthusiasm to increase the level of work engagement and spirit of innovation of employees.

• The Journal of the Korea Contents Association
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• v.15 no.6
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• pp.432-444
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• 2015

This study investigated the effects of job demand-resource variables that appear in a special organizational environment such as a hospital on job burnout and job engagement using the job demands-resources model of Schaufeli & Bakker(2004). And also the study investigated to verify discriminatory mediating roles of emotional labor strategies in the process. The main finding of this study was as follows: Job demands-resources showed a positive relationship in the job burnout and job engagement, and job demands induced surface acting and job resources induced deep acting. However, deep acting showed a positive relationship to job engagement, and surface acting showed a negative relationship with job burnout unlike in previous study results, which was not significant. The results of verifying the meditation model through Boostrap showed that since the two indirect effects were not significant, the meditating role of emotional labor strategies was not verified in the effects of job demand-resource levels on job attitudes, including job burn out and job engagement.

• Asia Marketing Journal
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• v.16 no.2
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• pp.1-14
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• 2014

This study applies the job-demands resource (JD-R) model to investigate the interactive effect of job demands and job resources in predicting the development of service employee work engagement and customer-oriented attitude. This paper proposed a theoretical model that suggests that the service employee's work engagement is the consequence of the employee's perceived support from the organization and its customers (customer participation) and leads to a customer-oriented attitude. However, the effect of organizational support is somewhat hindered by job insecurity, demonstrating the inability of an organizationally provided job resource to overcome the job demand of job insecurity. As a type of job demand from customer's perspective, customer crowding is suggested as a negative moderator in the link between customer participation and work engagement. As such, this article proposes how different elements of a service employee's work environment interact to ultimately influence the service employee's customer-oriented attitude. Specifically, the current research focuses on how the negative contextual elements of job insecurity and job crowding (i.e., job demands) interact with the potentially positive elements of organizational support and customer participation (i.e., job resources), as well as with an employee's customer orientation, to ultimately develop a customer-oriented attitude. This study concludes with some propositions for potential causal relationships among key constructs that can be empirically tested in future research, as well as implications of the current study for both managers and researchers.

• Journal of Preventive Medicine and Public Health
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• v.52 no.5
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• pp.299-307
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• 2019

Objectives: While occupational stress has long been a central focus of psychological research, few studies have investigated how immigrant microbusiness owners (MBOs) respond to their unusually demanding occupation, or how their unresolved occupational stress manifests in psychological distress. Based on the job demands-resources model, this study compared MBOs to employees with regard to the relationships among emotional demands, job resources, and depressive symptoms. Methods: Data were derived from a cross-sectional survey of 1288 Korean immigrant workers (MBOs, professionals, office workers, and manual workers) aged 30 to 70, living in Toronto and surrounding areas. Face-to-face interviews were conducted between March 2013 and November 2013. Results: Among the four occupational groups, MBOs appeared to endure the greatest level of emotional demands, while reporting relatively lower levels of job satisfaction and job security; but MBOs reported the greatest job autonomy. The effect of emotional demands on depressive symptoms was greater for MBOs than for professionals. However, an inspection of stress-resource interactions indicated that though MBOs enjoyed the greatest autonomy, the protective effects of job satisfaction and security on the psychological risk of emotional demands appeared to be more pronounced for MBOs than for any of the employee groups. Conclusions: One in two Korean immigrants choose self-employment, most typically in family-owned microbusinesses that involve emotionally taxing dealings with clients and suppliers. However, the benefits of job satisfaction and security may protect MBOs from the adverse mental health effects of job stress.