Testing causal models of job characteristics and employee well‐being: A replication study using cross‐lagged structural equation modelling

Doest, Laura ter; Jonge, Jan de

doi:10.1348/096317905x55271

Cited by 54 publications

(38 citation statements)

References 16 publications

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“…In terms of sampling strategy, studies either recruited workers from a specific profession (eg, dentists) or the same work organization (eg, a bank) or utilized data from regional registries (included diverse types of workers). Workers in healthcare settings (eg, clinicians and support staff) were investigated most often (N=10) (50)(51)(52)(53)(54)(55)(56)(57)(58)(59). Of the 18 studies originating from Europe (22, 29, 50-52, 54-67), 14 were from The Netherlands.…”

Section: Methodological Properties Of Studiesmentioning

confidence: 99%

“…Sixteen studies featured two measurement waves (50-56, 58-63, 65, 68, 70), four featured three waves (57,66,67,69), two featured four waves (22,64), and one study featured six measurement waves (29). Of note, eight studies explicitly indicated that job changers (over the course of the study) were excluded from analysis (52,56,57,59,64,65,67,70). The 23 qualifying studies also featured varied com- binations of stressor/strain variables.…”

Section: Methodological Properties Of Studiesmentioning

confidence: 99%

“…Several noteworthy efforts to consider/ rule out alternative (or spurious) explanations of the stressor-strain relationship were found. Four studies incorporated either negative affectivity (52,58) or neuroticism (66,70) into their analyses, and one other study assessed (and ruled-out) the fit of a common factor model (29).…”

Section: Design and Analytic Approachesmentioning

confidence: 99%

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A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the “reversed” effect

Tang¹

2014

Scand J Work Environ Health

107

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A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the "reversed" effect by Tang K Scholars in the area of occupational health and epidemiology have increasingly theorized about a reciprocal stressor-strain. A systematic review of the recent literature found "moderate" evidence in support of a reciprocal relationship (ie, bidirectional effects) between psychosocial job stressors and worker well-being. The paper also sets out potential research avenues to advance the state of current knowledge. Affiliation 441Review Scand J Work Environ Health. 2014;40(5):441-456. doi:10.5271/sjweh.3431 A reciprocal interplay between psychosocial job stressors and worker wellbeing? A systematic review of the "reversed" effect Objectives Work represents an important role in society, and the nature and consequences of job stress have garnered significant research interest. In recent years, considerable effort has been made to elucidate the occupational stressor-strain relationship, or the interplay between unfavorable working conditions (stressor) and worker well-being (strain). In line with Bandura's notion of "reciprocal determinism", a reciprocal occupational stressor-strain relationship is now increasingly postulated, where variables exert mutual influences on each other over time. The objective of this study was to determine the extent of empirical support for three specific "reversed" (strain-to-stressor) effects, guided by the Demand-Control-Support Model.Methods A systematic literature review was conducted (1996-2012 inclusive) through a search of databases.After relevant studies were identified, a methodological quality appraisal was performed based on four key criteria: sample size, measurement, non-spuriousness, and non-response bias. Subsequently, a quantitative synthesis of evidence from high-quality studies was performed by calculating a standardized index of convergence for each reversed effect.Results Twenty-three qualifying studies were found and evidence from ten high-quality studies ultimately contributed to the synthesis. Moderately strong evidence in support of a positive strain-to-job demands effect was found, but there was no evidence in support of either a strain-to-job control or a strain-to-workplace social support effect. ConclusionsIn conjunction with available evidence on the corresponding "normal" (stressor-to-strain) effect, this review gives credence to the possibility of a reciprocal stressor-strain relationship involving job demands and worker well-being.

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Section: Methodological Properties Of Studiesmentioning

confidence: 99%

Section: Methodological Properties Of Studiesmentioning

confidence: 99%

Section: Design and Analytic Approachesmentioning

confidence: 99%

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A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the “reversed” effect

Tang¹

2014

Scand J Work Environ Health

107

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“…However, evidence for the relationship between challenge type stressors and job satisfaction is inconclusive. While some studies report a positive effect (Beehr, Glaser, Canali, & Wallwey, 2001;Boswell, Olson-Buchanan, & LePine, 2004;LePine et al, 2005;Podsakoff et al, 2007;Webster, Beehr, & Christiansen, 2010), others find the relationship to be negative or insignificant (e.g., de Lange, Taris, Kompier, Houtman, & Bongers, 2004;Doest & Jonge, 2006). Thus, we believe it is important to provide further evidence of the additive and interactive effects of challenge stress upon job satisfaction.…”

Section: Theoretical Backgroundmentioning

confidence: 86%

Challenged and satisfied: the role of organisational ownership and employee involvement

Tian

Gamble

2016

The International Journal of Human Resource Management

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This study aims to offer a more fine-grained approach to our understanding of the relationship between job stress and job satisfaction. Building on organisational theory and Karasek's (1979) Job Demand-Control model, we investigated an important institutional characteristicorganisational ownership -as an additional moderator to influence the interactive effects of job demands and control upon job satisfaction. Using data collected from 1,838 Chinese retail sector employees China, we found that this three-way interaction was strongest for employees working in foreign-invested firms, who experienced higher employee involvement at work and perceived a high level of challenge-related stress. The relationship was weakest for employees in state-owned enterprises who reported low levels of both employee involvement and challenge-related stress. Our study constitutes an early attempt to assess the impact of institutional characteristics such as ownership on aspects of human resources management, and highlights the need for further research to recognize the importance of such characteristics as contextual factors that influence the effect of organisational practices and the work environment upon individual work-related outcomes. The paper's concluding sections elaborate on the contributions our research makes both to theory as well as to the practicalities faced by human resource managers in contexts such as China. IntroductionConsiderable attention has been devoted to the study of workplace stress and job satisfaction; topics of major concern to both human resource (HR) researchers and practitioners. Karasek's (1979) seminal Job Demand-Control (JDC) model has served as a key theoretical basis to explain the effects that work demands have on job satisfaction (Häusser, Mojzisch, Niesel, & Schulz-Hardt, 2010;Podsakoff, LePine, & LePine, 2007). In the JDC model, work demands are viewed as stressors, while control is seen as a moderator of stress. The model hypothesises that jobs characterised by high demands and low control threaten individuals' mental and physical well-being, while those that combine high demands with high control positively affect these dimensions (Karasek, 1979). Furthermore, Karasek maintains that the interaction between demands and control should be more predictive than the additive effects of high demands and low control upon employees' well-being, including job satisfaction.Yet, while empirical studies have provided consistent support to the direct effects of job demands and control upon job satisfaction (for example, see meta-analyses by LePine, Podsakoff, & LePine, 2005;Podsakoff et al., 2007), the suggested interactive effect of job demands and control upon job satisfaction (Karasek, 1979), has received limited and even contradictory support (Häusser et al., 2010). While some research supports the buffering hypothesis, which suggests that high levels of job control or social support can buffer against the negative effect of a demanding job (Brown, Pitt-Catsouphes, McNamara, & Besen, 2014;...

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“…The study also supported the use of people related TQM practices to be incorporated as a model of the HR system in organisations. Doest and Jonge (2006) re-estimated the causal relationships between job characteristics (demands, autonomy and social support) and employee well-being (job satisfaction and emotional exhaustion). The three challenging causal models (regular, reverse and reciprocal) were compared and at the end, regular causation offered the best account as in the previous case.…”

Section: Job Satisfactionmentioning

confidence: 99%

A conglomerate model for identification of the interaction between job satisfaction and job performance in a service institution - a context bound approach

Punniyamoorthy

Vilvanathan

2015

IJHES

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Job satisfaction is a complex, multifaceted concept influenced by both positive and negative experiences at workplace. This study is a context based study, aimed at understanding the mindset of the professors in a government institution. To accomplish the mentioned objective, Oldham and Hackman's job characteristic model and Bagozzi reciprocal model have been adopted in this study and a causal model has been formed. It was observed from the results of the model that majority of the faculty felt stronger about their sense of work responsibility due to the autonomy experienced in doing the job, which also provided them a sense of contentment. On the contrary, they were uncertain about the meaningfulness of their jobs while task identity and task significance were assessed. Faculty also indicated a strong desire to experience stimulating work and the opportunity to exercise creativity and self-determining thought. Despite appreciating the feedback received from colleagues the faculty members were least satisfied with pay and overall satisfaction with the job. The study thus unravels the knot whether job satisfaction influences job performance or vice-versa.Keywords: job satisfaction; job performance; structural equation modelling; SEM; Bagozzi reciprocal model; job characteristic model.Reference to this paper should be made as follows: Punniyamoorthy, M. and Lavanya, V. (2015) 'A conglomerate model for identification of the interaction between job satisfaction and job performance in a service institution -a context bound approach', Int.

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Testing causal models of job characteristics and employee well‐being: A replication study using cross‐lagged structural equation modelling

Cited by 54 publications

References 16 publications

A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the “reversed” effect

A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the “reversed” effect

Challenged and satisfied: the role of organisational ownership and employee involvement

A conglomerate model for identification of the interaction between job satisfaction and job performance in a service institution - a context bound approach

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