The antecedents of safety leadership: The job demands-resources model

Cheung, Clara; Zhang, Rita Peihua; Cui, Qingbin; Hsu, Shu-Chien

doi:10.1016/j.ssci.2020.104979

Cited by 44 publications

(34 citation statements)

References 63 publications

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“…As noted, leadership is also increasingly linked to JD-R theory (Syrek et al, 2013;Perko et al, 2014;Diebig et al, 2017;Cheung et al, 2021). Many scholars who study leadership and JD-R theory analyze what leaders do or are perceived by their employees.…”

Section: Leadershipmentioning

confidence: 99%

Leadership and Job Demands-Resources Theory: A Systematic Review

2021

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The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three main ways in which leadership may affect employees, namely by: (1) directly influencing job demands and resources, (2) influencing the impact of job demands and resources on well-being; and (3) influencing job crafting and self-undermining. We hope this review helps researchers and practitioners analyze how leadership and JD-R theory can be connected, ultimately leading to improved employee well-being and organizational performance.

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Section: Leadershipmentioning

confidence: 99%

Leadership and Job Demands-Resources Theory: A Systematic Review

2021

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“…According to the health impairment process of the JD-R, the perceived risk of being infected at work requires efforts (e.g., to handle risks) and drains employees’ mental and physical resources (e.g., time and energies), thus leading, over time, to emotional exhaustion. Previous research has considered perceived risk as a job demand in the framework of the JD-R [ 41 , 77 , 78 ]. Also, empirical studies, which mainly focused on conventional risks, supported the idea of an association between perceived risk (as a job demand) and negative outcomes for the individual, such as job burnout and low job satisfaction [ 25 , 40 , 41 ].…”

Section: Introductionmentioning

confidence: 99%

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

et al. 2021

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Safety at work, both physical and psychological, plays a central role for workers and organizations during the ongoing outbreak of COVID-19. Building on the job demands-resources (JD-R) model applied to safety at work, in this study we proposed that the perceived risk of being infected with COVID-19 at work can be conceptualized as a job demand (i.e., a risk factor for work-related stress), whereas those characteristics of the job (physical and psychosocial) that help workers to reduce or manage this risk can be conceived as job resources (i.e., protective factors). We hypothesized that the perceived risk of being infected at work is positively associated with emotional exhaustion. Furthermore, we hypothesized that job resources, in terms of safety systems, communication, decision-making, situational awareness, fatigue management, and participation in decision-making, are negatively associated with emotional exhaustion. We also hypothesized that job resources buffer the association between perceived risk and emotional exhaustion. Overall, 358 workers (meanage = 36.3±12.2 years) completed a self-report questionnaire, and the hypothesized relationships were tested using moderated multiple regression. Results largely supported our predictions. The perceived risk of being infected at work was positively associated with emotional exhaustion, whereas all the job resources were negatively associated with it. Furthermore, safety systems, communication, decision-making, and participation in decision-making buffered the relationship between the perceived risk of being infected at work and emotional exhaustion. In a perspective of prevention and health promotion, this study suggested that organizations should reduce the potential risk of being infected at work, whenever possible. At same time, those characteristics of the job that can help workers to reduce or manage the risk of infection should be strengthened.

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“…The latter referred to the physical, psychological, social, or organizational resources at work, such as social support, job feedback, rewards, and job safety (36,37). With the consumption of job resources, there would be negative consequences (38). Primary and secondary school teachers had a heavy workload, long working hours, and numerous job demands.…”

Section: The Mediating Role Of Psychological Capitalmentioning

confidence: 99%

The Effect of Work-Family Conflict on Occupational Well-Being Among Primary and Secondary School Teachers: The Mediating Role of Psychological Capital

Zhou

Wang

Zhou

et al. 2021

Front. Public Health

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In this study, 223 primary and secondary school teachers in Shandong province were selected to examine the effect of work-family conflict on occupational well-being, using the questionnaire of work-family conflict, occupational well-being and psychological capital as measuring instruments. We further explored the mediating role of psychological capital between work-family conflict and occupational well-being. The obtained data were analyzed using SPSS20.0, AMOS16.0 and M-plus 7.0. Results revealed that (1) Work-family conflict was negatively correlated with the occupational well-being and psychological capital of primary and secondary school teachers, and negatively predicted occupational well-being and psychological capital of primary and secondary school teachers; (2) Psychological capital had a significant positive correlation with the occupational well-being of primary and secondary school teachers, and significantly predicted the occupational well-being of primary and secondary school teachers; (3) Psychological capital of primary and secondary school teachers played a mediating role in work-family conflict and occupational well-being.

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The antecedents of safety leadership: The job demands-resources model

Cited by 44 publications

References 63 publications

Leadership and Job Demands-Resources Theory: A Systematic Review

Leadership and Job Demands-Resources Theory: A Systematic Review

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

The Effect of Work-Family Conflict on Occupational Well-Being Among Primary and Secondary School Teachers: The Mediating Role of Psychological Capital

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