Job demands and resources of workers in a South African agricultural organisation

Abstract

Orientation: Understanding the job demands and resources experienced by workers in an agricultural organisation.Research purpose: The objective of this study was to examine the validity and reliability of the Adapted Job Demands and Resources Scale (AJDRS) as well as to establish prevalent job demands and resources of employees in an agricultural organisation. Demographic differences were also investigated.Motivation of the study: The agricultural sector of any national economy plays a very important role in the overall welfare of the country. Identifying the prevalent job demands and resources in an agricultural organisation is therefore of paramount importance since the negative consequences of employees experiencing very demanding jobs with few resources have been well documented in stress literature.Research approach, design and method: A cross-sectional survey design was used. The sample consisted of 443 employees in an agricultural organisation. The AJDRS was used to measure the research variables.Main findings: The findings of this research show evidence for the factorial validity and reliability of the AJDRS. Statistical differences were found with regard to the job demands and resources experienced by employees in different positions.Practical/managerial implications: Interventions to improve the perceived job demands and resources in the organisation should focus on physical resources (equipment).Contribution/value-add: This study contributes to knowledge concerning the job demands and resources that are prevalent in an agricultural organisation in South Africa.

An Analysis of the Facilitating and Constraining Factors Affecting Quality Service Delivery in a Selected Namibian Parastatal

“…For purposes of this research we define facilitating factors as the physical, psycho-social and organisational job resources that are required by both the individual and the organisation to reduce job demands (Bakker & Demerouti, 2008). Some of the most prominent job resources identified by studies in the government context include management and colleague support, opportunities for growth and development, compensation and job involvement (Asiwe, Hill & Jorgensen, 2015). Constraining factors in this research refer to the physical, psycho-social and organisational job demands that require sustained physical and psychological effort from individuals and eventually can have an adverse impact on their well-being (Demerouti, Nachreiner, Bakker & Schaufeli, 2001).…”

Walking the Tightrope of Job Demands and Resources: Leveraging Work Engagement to Counter Turnover Intentions of Information Technology Professionals

“…The relationship between job demands and turnover intentions has was statistically significant (β = 0.270 ** ) as outlined in hypothesis 5. Job and organisational design literature have revealed various job demands that are positively related to turnover intentions, including disproportionate workload (i.e., Houkes et al, 2003 ), role stressors associated with performing tasks not in the employee’s job description or role ambiguity (i.e., Asiwe et al, 2015 ), and a lack of challenge (i.e., Mathieu and Zajac, 1990 ) characterised by task repetitiveness and excessive routine (i.e., Griffeth et al, 2000 ). According to Asiwe et al (2015) , excessive workload or high demands may also occur when an individual does not have the required skills, abilities and support to meet the expressed demands.…”

“…Job and organisational design literature have revealed various job demands that are positively related to turnover intentions, including disproportionate workload (i.e., Houkes et al, 2003 ), role stressors associated with performing tasks not in the employee’s job description or role ambiguity (i.e., Asiwe et al, 2015 ), and a lack of challenge (i.e., Mathieu and Zajac, 1990 ) characterised by task repetitiveness and excessive routine (i.e., Griffeth et al, 2000 ). According to Asiwe et al (2015) , excessive workload or high demands may also occur when an individual does not have the required skills, abilities and support to meet the expressed demands. High levels of stress are, therefore, prevalent in individuals experiencing work overload ( Schaufeli and Bakker, 2004 ), characterised by feeling overwhelmed by perceived time pressures and deadlines, excessive work demands and information overload ( Montgomery et al, 2003 ).…”

“… Hoonakker et al (2013) proposed the use of the JD-R model as a theoretical basis for predicting turnover intentions by explaining the relationships between job demands and job stress, job resources and job satisfaction/commitment, and turnover intentions. Job and organisational design literature have revealed various job demands that are positively related to turnover intentions, including disproportionate workload (i.e., Houkes et al, 2003 ), role stressors associated with performing tasks not in the employee’s job description or role ambiguity (i.e., Asiwe et al, 2015 ), and a lack of challenge (i.e., Mathieu and Zajac, 1990 ) characterised by task repetitiveness and excessive routine (i.e., Griffeth et al, 2000 ). High levels of stress are prevalent in individuals experiencing work overload ( Schaufeli and Bakker, 2004 ), characterised by feeling overwhelmed by perceived time pressures and deadlines, and information overload ( Montgomery et al, 2003 ).…”