Job Demands and Worker Health: Main Effects and Occupational Differences

Caplan, Robert D.; Cobb, Sidney; French, John R. P.; Harrison, R. Van; Pinneau, Samuel R.

doi:10.1037/e573842014-001

Cited by 760 publications

(1,025 citation statements)

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“…Social support was measured through a five-item construct adapted from Caplan et al (1980) assessing the extent to which the HCNs would be willing to provide support to the expatriate outside of the workplace. The items were measured on a seven-point scale with 1 = strongly disagree to 7 = strongly agree.…”

Section: Methodsmentioning

confidence: 99%

Interpersonal affect and host country national support of expatriates

Varma

Budhwar

Katou

et al. 2016

JGM

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Purpose The purpose of this paper is to examine the role played by host country nationals’ (HCNs) collectivism and the interpersonal affect they develop toward expatriate colleagues, in determining the degree to which Chinese HCNs would be willing to offer role information and social support to expatriates from India and the USA. Design/methodology/approach The authors conducted a between-subjects simulation (n=402) with front-line, junior-level professionals in four global organizations operating in China, measuring their interpersonal affect toward a hypothetical expatriate colleague, and their willingness to offer role information and social support to the expatriate. Findings Results indicated the interpersonal affect felt by Chinese HCNs mediates the relationship between the collectivism levels of Chinese HCNs, and their willingness to offer role information and social support to expatriates. Research limitations/implications It should be acknowledged that the authors used hypothetical “paper-people” to test the hypotheses. Future studies should investigate the impact of collectivism and interpersonal affect on HCN willingness to offer role information and social support by examining HCNs’ attitudes toward real-life expatriate colleagues. Originality/value While empirical studies examining HCN willingness to offer role information and social support have begun to emerge in the expatriate literature, only a couple of studies have included interpersonal affect as a key determinant. Given that interpersonal affect is a key determinant of individuals’ reactions to others, but also a complex construct, the findings confirm the need for organizations to examine how this impacts performance and co-worker interactions in the workplace.

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Section: Methodsmentioning

confidence: 99%

Interpersonal affect and host country national support of expatriates

Varma

Budhwar

Katou

et al. 2016

JGM

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“…Job demands were measured using the 11-item Quantitative Workload Scale developed by Caplan et al (Caplan et al, 1980). The scale assesses psychological demands and measures the amount of work performed by the employee and the pace at which it was performed.…”

Section: Job Demandsmentioning

confidence: 99%

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Hassard

Teoh

Cox

2016

Health Promot. Int.

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A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions.

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“…Social support was measured by two four-item indices addressing support in the workplace (Caplan et al, 1980). One index referred to support from supervisors and the other to support from coworkers.…”

Section: Social Supportmentioning

confidence: 99%

“…Job demands were measured with a seven-item scale measuring quantitative work load (Caplan, Cobb, French, Harrison & Pinneau, 1980). This scale captured employee perceptions of the quantity of work assigned.…”

Section: Measures Independent Variables Job Demandsmentioning

confidence: 99%

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer"s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek"s (1979) Job DemandsControl-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical iii regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates" job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.iv ACKNOWLEDGEMENTS

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Job Demands and Worker Health: Main Effects and Occupational Differences

Cited by 760 publications

References 0 publications

Interpersonal affect and host country national support of expatriates

Interpersonal affect and host country national support of expatriates

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

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