The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction

Abstract

Within an extended challenge-hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support.

Job demands when exhausted: the relationship between exhaustion and the perception of job demands mediated by self-undermining

“…Thirdly, this research empirically addressed different types of job demands as they are perceived by the employees (Gerich & Weber, 2020). This could be extended in future research to examine other dimensions of job demands.…”

“…The nonsignificant relationship might be attributed to the characteristics of the sample or suppression process (Shrout & Bolger, 2002). Such suppression factors can be task-related and organizational characteristics as boundary conditions that affect how employees appraise specific job demands (Gerich & Weber, 2020).…”

“…In addition to the analytical approach of the job demands, the nature of job demands is thought to depend on varying individual evaluations, which can be modified by workrelated boundary conditions such as the amount of social support and job control (Gerich & Weber, 2020). As we have already specified, Bakker and Demerouti (2018) included exhaustion and self-undermining as predictors of perception of various job demands.…”

Psychosocial factors and Burnout Syndrome among mental health professionals

“…High work demands, low control over the work process and lack of social support significantly influence satisfaction ( 21 , 29 - 30 ) . A study on the interaction of the psychosocial factors with the Burnout dimensions showed that the psychological demand was the one most related to emotional exhaustion, while control over the work process was more associated with depersonalization and personal fulfillment ( 31 ) .…”

Mindfulness as a Protective Factor for Dissatisfaction in HCWs: The Moderating Role of Mindful Attention between Climate Stress and Job Satisfaction

“…Furthermore, between the different organizational factors, perceptions of job control seem to clearly help employees to experience positive responses, work outcomes, attitudes, and satisfaction [9][10][11].…”