Objectives: The aim of the study was to investigate the direct and indirect -mediated by job burnout -effects of job demands on mental and physical health problems. The Job Demands-Resources model was the theoretical framework of the study. Three job demands were taken into account -interpersonal conflicts at work, organizational constraints and workload. Indicators of mental and physical health problems included depression and physical symptoms, respectively. Material and Methods: Three hundred and sixteen Polish teachers from 8 schools participated in the study. The hypotheses were tested with the use of tools measuring job demands (Interpersonal Conflicts at Work, Organizational Constraints, Quantitative Workload), job burnout (the Oldenburg Burnout Inventory), depression (the Beck Hopelessness Scale), and physical symptoms (the Physical Symptoms Inventory). The regression analysis with bootstrapping, using the PROCESS macros of Hayes was applied. Results: The results support the hypotheses partially. The indirect effect and to some extent the direct effect of job demands turned out to be statistically important. The negative impact of 3 job demands on mental (hypothesis 1 -H1) and physical (hypothesis 2 -H2) health were mediated by the increasing job burnout. Only organizational constraints were directly associated with mental (and not physical) health. Conclusions: The results partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the low well-being of teachers in the workplace.

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StreszczenieWstęp: Celem badań była analiza psychometrycznych właściwości polskiej wersji Oldenburskiego Kwestionariusza Wypalenia Zawodowego (Oldenburg Burnout Inventory -OLBI) -jego struktury czynnikowej, rzetelności, trafności teoretycznej i normalizacji. Kwestionariusz mierzy 2 kluczowe komponenty wypalenia zawodowego -wyczerpanie oraz zdystansowanie wobec pracy. Materiał i metody: Badania przeprowadzono w 3 niezależnych próbach -liczących 1804 osoby, 366 osób i 46 osób -pracujących w zawodach służb społecznych i zawodach usługowych. Budowę czynnikową narzędzia sprawdzono za pomocą eksploracyjnej analizy czynnikowej. Jego rzetelność obliczono 2 metodami -przy użyciu miary α Cronbacha (zgodność wewnętrzna) i testu-retestu (stabilność czasowa) -z 6-tygodniową przerwą w pomiarze. Trafność teoretyczną kwestionariusza oszacowano za pomocą analizy korelacji, w której zmiennymi kryterialnymi były stres spostrzegany i zaangażowanie w pracy. Normy obliczono w skali staninowej. Wyniki: Analiza czynnikowa wykazała 2-czynnikową strukturę kwestionariusza, która zawierała pytania sformuło-wane pozytywnie i negatywnie. To zadecydowało o przeprowadzeniu oddzielnych analiz dla 2 podskal teoretycznych -wyczerpania i zdystansowania wobec pracy. Podskale okazały się spójne i obejmowały po 2 czynniki stwierdzeń sformułowanych pozytywnie i negatywnie. Wyczerpanie i zdystansowanie wobec pracy były ze sobą umiarkowanie współzależne. Rzetelność narzę-dzia była satysfakcjonująca. Zgodnie z przewidywaniem wyczerpanie i zdystansowanie wobec pracy dodatnio wiązały się ze stresem spostrzeganym i ujemnie z zaangażowaniem w pracy oraz z 3 jego komponentami -wigorem, oddaniem się pracy i pochło-nięciem przez pracę. Wnioski: Mimo pewnych ograniczeń polska wersja Oldenburskiego Kwestionariusz Wypalenia Zawodowego jest narzędziem o dobrych właściwościach psychometrycznych, które może być polecane jako alternatywna metoda pomiaru wypalenia zawodowego. Med. Pr. 2016;67(1):29-41 Słowa kluczowe: wypalenie zawodowe, Oldenburski Kwestionariusz Wypalenia Zawodowego, wyczerpanie, zdystansowanie wobec pracy, właściwości psychometryczne, służby społeczne Abstract Background: The objective of this study was to test the psychometric properties of the Polish version of the Oldenburg Burnout Inventory (OLBI) -its factor structure, reliability, validity and standard norms. Material and Methods: The study was conducted on 3 independent samples of 1804, 366 and 48 workers employed in social service and general service professions. To test the OLBI structure the exploratory factor analysis was conducted. The reliability was assessed by means of Cronbach's α coefficient (the internal consistent) and test-retest (the stability over time) method, with a 6-week follow-up. The construct validity of the OLBI was tested by means of correlation analysis, using perceived stress and work engagement as the criterion variables. Results: The result of the factor analysis confirmed a 2-factor structure of the Inventory but the construction of each factor differed from that i...

Abstract:The Job Demands-Resources (JD-R) model postulates that job demands and job resources constitute two processes: the health impairment process, leading to negative outcomes, and the motivational process, leading to positive outcomes. The aim of the study was to verify the health impairment process. Specifically, the study investigated the direct and the indirect (mediated via job burnout) effects of job demands on mental and physical health. Three kinds of job demands were considered, i.e. interpersonal conflicts at work, organizational constraints and workload. Data was collected among 625 police officers. The regression analysis -using the PROCESS macros of Hayes -was applied. Two of the three job demands were associated with mental and physical health directly or indirectly. The results partially support the Job DemandsResources model.

Aim. The objective of the present study was to test the psychometric properties, reliability and validity of three job stressor measures, namely, the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale and the Quantitative Workload Inventory. Method. The study was conducted on two samples (N = 382 and 3368) representing a wide range of occupations. The estimation of internal consistency with Cronbach's α and the test–retest method as well as both exploratory and confirmatory factor analyses were the main statistical methods. Results. The internal consistency of the scales proved satisfactory, ranging from 0.80 to 0.90 for Cronbach's α test and from 0.72 to 0.86 for the test–retest method. The one-dimensional structure of the three measurements was confirmed. The three scales have acceptable fit to the data. The one-factor structures and other psychometric properties of the Polish version of the scales seem to be similar to those found in the US version of the scales. It was also proved that the three job stressors are positively related to all the job strain measures. Conclusions. The Polish versions of the three analysed scales can be used to measure the job stressors in Polish conditions.

As expected in the hypotheses, a high DT level was found to be directly related to high CWB, and job control moderated (intensified) the link. Social support did not moderate the DT-CWB link. The moderated moderation effect was supported. Social support increases the moderation effect of job control on the DT-CWB link. The lowest level of CWB is observed when job control was low and social support was high.

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The results also partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the high well-being of nurses in the workplace.