Job demands-resources and employee health and well-being

Abstract

Purpose – The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract). Design/methodology/approach – Survey data were collected in a large, heterogeneous sample from different countries, sectors, and jobs (n=3,845). Hypotheses were tested by means of multilevel analyses. Findings – Results showed moderate support for the main effects of job demands (job insecurity and time pressure) and job resources (autonomy and social support) and weak support for the buffer effect of job resources in the prediction of job satisfaction and general health. The impact of contract type on the main propositions of the JDR model appeared to be weak. Yet, the evidence that was found suggests that temporary workers may be more tolerant to job insecurity and more likely to benefit from the buffering role of autonomy than permanent workers. Originality/value – This is the first study to investigate whether the relation between job demands and job resources and employee health and well-being differs for permanent workers and temporary workers.

Job insecurity, employability and satisfaction among temporary and permanent employees in post-crisis Europe

“…Mauno et al (2005) replicated these findings in the socio-profit sector among a sample of Finnish employees. Van den Toren and De Jong (2014) reported a similar pattern of results in a seven-country sample, including employees from Belgium, Germany, the Netherlands, Spain, Sweden, the UK and Israel, as did De Witte and Näswall (2003) in a sample of Belgian and Swedish employees. Life satisfaction has attracted comparatively little research attention, but existing studies seem to support the hypothesized interaction effect (De Cuyper and De Witte, 2006).…”

“…Life satisfaction has attracted comparatively little research attention, but existing studies seem to support the hypothesized interaction effect (De Cuyper & De Witte, 2006). Further evidence comes from related indicators tapping into general health and well-being, such as psychological symptoms (Kirves et al, 2011), mental distress (Bernhard-Oettel et al, 2005) and self-rated health (De Cuyper et al, 2010;Sverke et al, 2000;Van den Toren & De Jong, 2014;Virtanen et al, 2002).…”

“…A particular stream within the temporary work literature has revisited well-established theories that were developed in the context of permanent work to evaluate their relevance for non-standard work (Gallagher and Sverke, 2005; see e.g. Van den Toren and De Jong, 2014). This has inspired the idea that dissatisfaction associated with perceived job insecurity may be tied to permanent work, based on the notion of the psychological contract.…”

“…Yet, most evidence comes from data collected before the economic crisis, in particular the period 2002–2008 leading up to the crisis (De Cuyper and De Witte, 2005, 2006, 2007; De Cuyper et al, 2010; Kirves et al, 2011; Mauno et al, 2005; Van den Toren and De Jong, 2014) or earlier (De Witte and Näswall, 2003; Sverke et al, 2000; Virtanen et al, 2002). There are reasons, both theory- and evidence-driven, to challenge the idea that the relationship between perceived job insecurity and satisfaction remains stronger among permanent compared with temporary employees in times of economic crisis.…”

Does Perceived Organizational Support Mitigate the Negative Effect of Teacher- Researcher Role Conflict among Lecturers? (Evidence from Indonesia)

“…Perceived organizational support was measured using seven items that adapted from the POS scale (Eisenberger, Huntington, Hutchison, & Sowa, 1986). All the instruments are valid (loading factors >0.7), and reliable (alpha Cronbach >0.8) (Hair, Black, Babin, & Anderson, 2010;Maholtra, 1996;Solimun, Fernandes, & Nurjannah, 2017).…”