(1) Background: Job quality is a multidimensional and elusive concept that is back in vogue among social scientists and policymaker. The current study proposes a new job quality approach that is compared with the European Working Conditions Survey framework and structured with the help of the Job Demands-Resources model. Two new measures of job quality, the Quality of Work Index (QoW) and the Quality of Employment Index (QoE) are developed and validated in three different languages (German, French, Luxembourgish). The QoW is composed of 43 items, focusing on four areas of work—work intensity, job design, social conditions, and physical conditions (subdivided in eleven components)—which are particularly important for employees’ well-being. The QoE is composed of 13 items that cover training opportunities, career advancement, job security, employability, work life conflict, and income satisfaction. (2) Methods: Data were collected via computer-assisted telephone interviews in a representative sample of 1522 employees working in Luxembourg (aged 17–67 years; 57.2% male). (3) Results: Confirmatory factor analysis confirmed the proposed factors structure and scalar measurement invariance for the three different language versions. Internal consistencies were satisfactory for all subscales (Cronbach’s α between 0.70 and 0.87). Correlations and hierarchical regression analyses with different psychological health measures (i.e., burnout, general well-being, psychosomatic complaints, work satisfaction, vigor) and subjective work performance confirmed the construct validity of the new instruments. (4) Conclusions: The QoW and the QoE are globally and on the level of the sub-categories effective tools to measure job quality, which could be used to compare job quality between organizations and different countries. Furthermore, the current study confirms associations between the different components of the QoW and QoE and employees’ health.
The highly popular video game genre of Battle Royale (BR) games is characterized by survival and exploration elements that feature a last-man-standing gameplay, thus, motivating players to be the final contestant in the game. Drawing on the Self-Determination Theory the present study investigated the role of personal values, psychological needs and well-being in a self-selected sample of 303 BR gamers recruited online. The association between players’ value orientation and well-being was found contingent on players’ BR gaming experience and their need for relatedness. Whereas frequent interaction with this game genre was associated with the basic psychological need satisfaction of autonomy and relatedness, player preference for BR games was related to their need of competence and autonomy. The present study supports the importance of exploring player motives and provides initial insights into the association between BR gaming and basic psychological needs.
PurposePrevious research conducted on the Job Demands-Resources model has mostly ignored the newly introduced Challenge-Hindrance-Threat distinction of workplace stressors. Thus, to better understand the nature of job demands, the present study aimed to explore this distinction of job demands within the framework of the Job Demands-Resources model. Moreover, it examined competing theoretical frameworks by investigating the associations between job characteristics and psychological health variables (i.e., burnout, vigor).Design/methodology/approachData were collected via computer assisted telephone interview among a representative sample of employees working in Luxembourg (n = 1,506).FindingsStructural Equation Modeling supported the distinctiveness of the proposed demand categories in terms of their effects. The health impairing nature of threats, hindrances, and challenges, as well as the motivational potential of resources was supported. Yet, scarce support was found for the moderating effects of demands and resources on employees’ well-being.Research implicationsBased on these findings, we argue for an extended framework of job characteristics, which will more accurately describe their nature and effects on employees.Practical implicationsIn order to promote employee’s well-being, occupational health advisors need to be aware of the distinct demand-wellbeing relations when implementing job redesign measures.Originality/valueCombining multiple theoretical frameworks is considered a leading principle in occupational health research. The present study implements an extended classification framework of workplace stressors into one of today’s most influential theoretical framework of job characteristics.
(1) Background: Empirical studies have started to examine employees’ subjective appraisals of job demands and their relations to employees’ health. However, knowledge of working conditions, which might contribute to how employees appraise specific job demands, is scarce. The present study aimed to examine predictors of nurses’ appraisals of job demands (i.e., time pressure, emotional demands, physical demands, and role ambiguity) as challenges and/or threats among corresponding job resources (i.e., autonomy, social support, physical resources, participation in decision-making). It also examined moderating effects of these predictors. (2) Methods: Cross-sectional data were collected via an online survey in a sample of 425 nurses working in Luxembourg. (3) Results: Multiple regression analyses indicated that matching job resources predicted nurses’ appraisal of job demands as challenging. Threat appraisal was predicted by three out of four kinds of job resources (i.e., autonomy, physical resources, participation in decision-making). However, the current study did not find any moderating effects between job demands and job resources on challenge/threat appraisals. (4) Conclusions: The present study identified domain-specific job resources that contribute to how employees perceive selected job demands. Accordingly, we encourage scholars and practitioners to align job demands with matching job resources to prevent nurses’ threat appraisal of job demands, and to promote their challenge appraisals.
Aim The COVID‐19 pandemic has led to a rapid raise of work‐related stress among nurses, affecting their emotional well‐being. This study examined how nurses appraise job demands (i.e. time pressure, emotional demands and physical demands) during the pandemic, and how primary (i.e. challenge and threat) and secondary appraisals (i.e. coping potential) of job demands predict nurses' affective states (i.e. positive affect, anger and anxiety). Design A cross‐sectional online survey. Methods 419 nurses completed self‐report measures of job demands and related appraisals. Data analyses comprised correlation analysis, factor analysis, hierarchical linear regression analysis and dominance analysis. Results Emotional and physical demands correlated exclusively with threat appraisal, while time pressure correlated with challenge and threat appraisal. Time pressure, emotional demands and threat appraisals of job demands predicted negative affective states, while challenge appraisals of emotional and physical demands predicted positive affect. Coping potential was identified as the most important predictor variable of nurses' affective states. Public Contribution The current study identified statistically significant risk and protective factors in view of nurses' affective states experienced during the COVID‐19 pandemic.
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