The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

The job demands-resources model of burnout

https://link.springer.com/content/pdf/10.2307%2F3343168.pdf

Development as Freedom

The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

/pdf/perceived-organizational-support-a-review-of-the-literature-44wwivd3l8.pdf

Perceived organizational support: A review of the literature.

In addition to the person-environment fit model (J. R. French, R. D. Caplan, & R. V. Harrison, 1982) and the demand-control model (R. A. Karasek & T. Theorell, 1990), a third theoretical concept is proposed to assess adverse health effects of stressful experience at work: the effort-reward imbalance model. The focus of this model is on reciprocity of exchange in occupational life where high-cost/low-gain conditions are considered particularly stressful. Variables measuring low reward in terms of low status control (e.g., lack of promotion prospects, job insecurity) in association with high extrinsic (e.g., work pressure) or intrinsic (personal coping pattern, e.g., high need for control) effort independently predict new cardiovascular events in a prospective study on blue-collar men. Furthermore, these variables partly explain prevalence of cardiovascular risk factors (hypertension, atherogenic lipids) in 2 independent studies. Studying adverse health effects of high-effort/low-reward conditions seems well justified, especially in view of recent developments of the labor market.

Adverse health effects of high-effort/low-reward conditions.

This article consists of three parts. Part 1 discusses the Job Content Questionnaire (JCQ), designed to measure scales assessing psychological demands, decision latitude, social support, physical demands, and job insecurity. Part 2 reports the cross-national validity, for men and women, of the JCQ scales in six broadly representative populations from four advanced industrial societies: the United States, Canada, the Netherlands and Japan. JCQ scale means, standard deviations, reliabilities and correlations are compared. Part 3 reviews comparison of the intercountry and interoccupation differences in the scales, discusses specific scales issues and discusses the implications of the study for interpretation of psychosocial job asessment questionnaires.

The Job Content Questionnaire (JCQ): an instrument for internationally comparative assessments of psychosocial job characteristics.

Job stress and stress-related illness have reached epidemic proportions in the US and are a major concern for employer and employee alike. This edited book presents the latest research on how the structure of the organisation and attributes of the job contribute to or ameliorate stress. Major themes examined by the contributing authors include the importance of organisational culture and climate, the nature of job stress and burnout, the issue of electronic performance monitoring, the impact of particular kinds of high-risk occupations, and new methodological developments that are improving research design.

Organizational Risk Factors for Job Stress

Part 1 Effect of job control on worker health - a look at the evidence: worker control and well-being - a review of research in the workplace, Daniel C.Ganster does job control control job stress?, Susan E.Jackson control, collectivity and the psychosocial work environment, Jeffrey V.Johnson Swedish research on job control, stress and health, Gunnar Aronsson NIOSH studies of control and worker well-being - moderating effects of job control on health complaints in office work, Steven L.Sauter - control, job demands and job satisfaction, Joseph J.Hurrell Jr and Margaret Anne McLaney. Part 2 Theoretical and methodological issues: theoretical models of control and health, Michael Frese control in the workplace and its health-related aspects, Robert Karasek an epidemiological perspective on the role of control in health, Stanislav V.Kasl psychophysiological mechanisms relating control, coping and health, Andrew Steptoe stress, control, worry prescriptions and the implications for health at work - a psychological model, Shirley Fisher when to whistle while you work - towards a cognititve social learning approach to coping and health, Suzanne M.Miller and Adina Birnbaum. Part 3 Control problems and solutions in modern work: high performance - new boundaries of acceptability in worker control, David A.Buchanan electronic monitoring at the workplace - implications for employee control and job stress, Michael J.Smith and Benjamin C.Amick III semi-autonomous work groups and worker control, Pentti Seppala.

Job control and worker health

Self-report data on musculoskeletal discomfort were collected from several hundred VDT users in two agencies of a state government. Aspects of worker posture and workstation design were objectively assessed for 40 of the VDT users. Multiple regression analyses were used to examine the relationship between these ergonomic variables and musculoskeletal discomfort. Effects of ergonomic factors on musculoskeletal discomfort were clearly evident in the analyses. Regression models explained up to 38% of the variance in discomfort at different body sites. Of special interest was that leg discomfort increased with low, soft seat pans, suggesting that postural constraint is more important than thigh compression as a risk factor for leg discomfort in VDT work. In addition, arm discomfort increased with increases in keyboard height above elbow level, supporting arguments for low placement of the keyboard. Finally, high levels of neck and shoulder girdle discomfort observed in the study population suggest the need for further attention to the control of cervicobrachial pain syndromes in VDT work.

Work posture, workstation design, and musculoskeletal discomfort in a VDT data entry task

The relationship between workplace factors and work-related upper extremity musculoskeletal disorders (UE disorders) was assessed in a cross-sectional study of 533 telecommunication employees utilizing video display terminals (VDTs). Cases of UE disorders were defined using symptom questionnaires and physical examinations. Data on demographics, individual factors (medical conditions and recreational activities), work organization and practices, and psychosocial aspects of work, including electronic performance monitoring (EPM), were obtained by questionnaire. Associations between workplace factors and UE disorders were assessed by multiple logistic models generated for each of the four UE areas (neck, shoulder, elbow, hand/wrists). One-hundred and eleven (22%) participants met our case definition for UE disorders. Probable tendon-related disorders were the most common (15% of participants). Probable nerve entrapment syndromes were found in 4% of participants. The hand/wrist was the area most affected, 12%...

Musculoskeletal disorders among visual display terminal users in a telecommunications company

The National Institute for Occupational Safety and Health (NIOSH) recognizes psychological disorders as a leading occupational health problem. This document, developed by a NIOSH working group led by the present authors, represents a first attempt to fashion a comprehensive national strategy to protect and promote the psychological health of workers. Roles are identified for industry, labor, government, and academia. Key initiatives include (a) steps to improve working conditions and employee mental health services and (b) increased research and surveillance to advance understanding of the problem. Because work-related psychological disorders appear to be a rapidly developing problem lacking complete definition in terms of scope and etiology, this strategy is not to be considered a final statement of NIOSH policy.

/pdf/prevention-of-work-related-psychological-disorders-a-gxnlyfe8g2.pdf

Steven L. Sauter

Papers

Organizational Risk Factors for Job Stress

Job control and worker health

Work posture, workstation design, and musculoskeletal discomfort in a VDT data entry task

Musculoskeletal disorders among visual display terminal users in a telecommunications company

Prevention of work-related psychological disorders. A national strategy proposed by the National Institute for Occupational Safety and Health (NIOSH).