Effects of resident-oriented care on job characteristics of nursing caregivers

This study evaluates the effects of the implementation of resident-oriented care on the job characteristics (job autonomy, job demands and social support) of nursing caregivers in three Dutch nursing homes. In a quasi-experimental design, experimental and control groups in both general and psychogeriatric wards were followed for up to 22 months, using a pre-test and two post-tests by means of written questionnaires and semi-structured interviews. The results showed that the intervention appeared to be partly successful. Last post-test regression analyses revealed significant increases in a number of design characteristics of resident-oriented care. Significant increases were noticed on resident assignment, the two variables measuring the nursing process and, in the psychogeriatric experimental group, on resident-oriented tasks (p≤.01). The effects on job characteristics were limited. An indicative increase was shown in contextual job autonomy in the experimental group (p≤.05). The qualitative data derived from the interviews showed that there was still a partly task-oriented division of labour. Further, the delegation of co-ordination tasks to nursing caregivers had not yet been properly achieved. The study concludes with some theoretical and methodological reflections in the light of the findings.     

Job tenure as a moderator of stressor–strain relations: A comparison of experienced and new-start teachers

Abstract

Few studies have investigated the extent to which the effects of work stressors on strain change over the duration of employees’ job incumbencies. Drawing on Karasek's (1979) job demands-control-support model, the current study examined the moderating influence of job tenure (experienced versus novice worker status) on stressor-strain relations. Using a sample of 422 experienced and 248 beginning schoolteachers in Australia, job factors and job strain were assessed on two occasions, 8 months apart. Analyses revealed that the three job factors were each correlated with strain as predicted, although the (elusive) demands×control interaction effect was evidenced amongst “new-start” teachers only. The findings provide mixed support for Karasek's model, and draw attention to the need to consider the role of job tenure and career stage in studies of work stress, as work stressor-strain effects may be routinely underestimated in research that ignores these factors.     

Job resources and emotional exhaustion: The mediating role of learning opportunities

The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We assumed that job resources (autonomy and task variety) reduce emotional exhaustion through the promotion of opportunities for personal growth and development, especially workplace learning. Moreover, we expected that job demands (workload, cognitive and emotional demands) would be positively related to work-related learning opportunities. Our research model was tested in a large and heterogeneous sample out of the Dutch working population (N = 4589), following a cross-validation procedure. Multi-group structural equation modelling revealed that autonomy and task variety promoted learning opportunities, which in turn partially mediated between these job resources and emotional exhaustion. With respect to job demands, our study showed mixed results: cognitive demands promoted learning opportunities, workload frustrated such opportunities, and emotional demands were not significantly related to learning opportunities. Our results contribute to a better understanding of the interplay between job demands, job resources and learning opportunities in the energy-depletion process, and support the need for the promotion of learning opportunities in the workplace.     

Decision latitude,job demands,and employee well-being

Abstract

Karasek (1979) drew attention to the possibilities that job characteristics may be non-linearly associated with employee well-being, and that they may combine interactively in relation to well-being. This paper examines those issues, and finds that both linear and non-linear components are present in relationships between job features and well-being. However, there is no evidence for a synergistic interaction between decision latitude and job demands. Those job features are differentially predictive of two aspects of well-being: job-related depression-enthusiasm and anxiety-contentment.     

The effect of objective job demands on registered sickness absence spells; do personal,social and job-related resources act as moderators?

Abstract

This study applied Karaseks demand-control model, using sense of coherence (SOC), social support and job control as moderators of effects of job demands on ensuing sickness absence spells in a 3-year follow-up of 856 municipal employees. Among men the results supported the active learning hypothesis. Passive jobs predicted a high number of sickness absence spells and active jobs predicted a low number of spells. for short spells (1-3 days), the demand-control interaction, however, depended on SOC. In active jobs SOC was negatively associated with sickness absence spells; in passive jobs no such association was found. For long spells (3 days), the demand-control interaction depended on occupational level; active jobs were predictive of low absence spells among blue collar men. Among women, the results supported the strain hypothesis. The demand-control interaction, however, depended on household size. In small households, high-strain jobs predicted a high number of spells, while no increase in spells was found in active versus low-strain jobs. In larger households, the number of spells correlated positively with increasing demands even when control was good. The demand-control interaction, however, depended on SOC and spouse support. With strong SOC or spouse support, absence spells in active jobs remained on a relatively low level, otherwise active jobs led to a high number of spells. This suggests that SOC and spouse support may act as protective factors against female role conflicts associated with active jobs     

Dynamic selection of dispatching rules for job shop scheduling

Although the academic contribution to job shop scheduling is abundant, its impact on practice has been minimal. The most preferred approach to job shop scheduling in the industry is dispatching rules. A major criticism against dispatching rules is that there is no single universal rule. The effective choice of dispatching rules depends on the scheduling criterion and existing job shop conditions. In this paper, the authors have proposed a scheduling method based on the analytic hierarchy process, that dynamically selects the most appropriate dispatching rule from several candidate rules. The selection is based on the existing job shop conditions. This method is applied to two formal job shop problems, and the results for single dispatching rules are inferior to the method proposed in this paper.     

Job crafting and well-being among school principals: The role of basic psychological need satisfaction and frustration

This study investigates the associations between school principals’ job crafting and well-being. Drawing on the job demands-resources approach of the job crafting model and self-determination theory, we hypothesized that need satisfaction and need frustration act as likely mechanisms between the positive and negative effects of job crafting behaviors and work-related well-being (work engagement and burnout). Using cross-sectional data collected from a sample of Finnish school principals (n = 518), our structural equation model revealed that crafting structural job resources was positively associated with need satisfaction and negatively with need frustration. Increasing challenge job demands was positively associated with need satisfaction, which, in turn, was associated with higher work-related well-being. In addition, crafting structural job resources was directly positively linked to burnout as well as work engagement. Moreover, we found that decreasing hindrance demands was positively associated with burnout and negatively associated with work engagement via need frustration. No associations were found between crafting social resources, indicators of basic psychological needs, or work-related well-being. These findings provide insights into how principals determine their own basic psychological needs via job crafting, and how this is reflected in their work-related well-being. The study advances job crafting theory and self-determination theory, with important implications for practice and future research.     

The transition from university to work: a multilevel approach to the analysis of the time to obtain the first job

The aim of the paper is to characterize the factors that determine the transition from university to work as well as to evaluate the effectiveness of universities and course programmes with respect to the labour market outcomes of their graduates. The study is focused on the analysis of the time to obtain the first job, taking into account the graduates' characteristics and the effects pertaining to course programmes and universities. For this a three-level discrete time survival model is used, where the logit of the hazard—conditionally on the random effects at course programme and university level—is a linear function of the covariates. The analysis is accomplished by using a large data set from a survey on job opportunities for the 1992 Italian graduates.     

Job relocation,sources of stress,and sense of home

The social impact of job relocation on families is explored in this research. Based on interviews with 60 persons, who also share the experiences of spouses and children, this study suggests that job relocation is potentially harmful to families. Those who relocate initially experience two varieties of stress: operational stress, resulting from the new job and setting-up activities in the new community, and emotional stress resulting from family-related activities. It was found that those who relocate for work often face forced self-reliance, a lack of family support, and an increase in family demands, although the overall stress was reduced for persons taking white-collar or professional positions because of employer assistance. It was found that much of the initial stress dissipated with time, and when asked to reflect on their experiences most recast the initially difficult time as an endured challenge or learning experience. A vibrant 'sense of home', based on fond memories and people who care about them, served as an anchor for many of those studied. Strong evidence was found of a continued search for one's roots among many of the persons studied, especially those who were older who spoke of being adrift and of pursuing things at the expense of home and family while away. Many persons chose to return to their 'home' area, to work or retire, seeking to be near what was important in their lives. Cette recherche traite de l'impact social sur les familles du déménagement nécessité par un nouveau travail. Basée sur des entretiens avec soixante personnes qui partagent aussi les expériences des conjoints et des enfants, cette étude suggère qu'un tel déménagement est potentiellement nuisible aux familles. Ceux qui déménagent éprouvent tout d'abord deux sortes de stress: le stress operationnel resultant du nouveau travail et des efforts pour s'installer dans la nouvelle communauté, et le stress émotionnel dÛ aux activités familiales. Nous avons constaté que ceux qui déménagent à cause du travail doivent souvent faire face à une nouvelle autonomie inattendue, une absence du soutien familial habituel et une augmentation des exigences de la famille nucléaire, mais il faut noter que le stress total à été reduit pour les professionnels grâce à l'aide des employeurs. Nous avons constaté aussi que la plupart du stress initial se dissipe à la longue et que presque tous les sujets revoient cette période difficile comme un défi subi ou une expérience éducative. Ce qui a servi comme facteur stabilisant pour bien des sujets c'était leur très fort sentiment d'appartenir à un groupe familial, sentiment basésur les chers souvenirs de la famille. Nous avons également découvert l'évidence que beaucoup de sujets eétudieés continuent à reéchercher leurs racines familiales, surtout ceux qui eétaient plus âgés et qui disaient que pendant leur absence il ressentaient mal leur isolation ainsi que la recherche futile des choses. Beaucoup parmi eux ont choisi de rentrer dans leur région pour travailler ou prendre leur retraite, voulant être proches de ce qui fut important dans leur vie.     

成都市实现充分就业的供需平衡分析与对策研究

本文在对“十一五”期间成都市劳动力市场上的劳动力供给规模与现有经济发展趋势下的就业市场需求预测的基础上,明确了成都市实现充分就业的难点在于劳动力市场上大量的劳动力供给与有限的就业岗位之间的矛盾。为此,较针对性地提出了实现充分就业的若干思路和措施。