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Jan De Jonge - One of the best experts on this subject based on the ideXlab platform.

  • a longitudinal test of the Demand Control Model using specific job Demands and specific job Control
    International Journal of Behavioral Medicine, 2010
    Co-Authors: Jan De Jonge, Natasja Van Vegchel, Akihito Shimazu, Wilmar B. Schaufeli, Christian Dormann
    Abstract:

    Background Supportive studies of the Demand–Control (DC) Model were more likely to measure specific Demands combined with a corresponding aspect of Control.

  • A Longitudinal Test of the Demand–Control Model Using Specific Job Demands and Specific Job Control
    International journal of behavioral medicine, 2010
    Co-Authors: Jan De Jonge, Natasja Van Vegchel, Akihito Shimazu, Wilmar B. Schaufeli, Christian Dormann
    Abstract:

    Background Supportive studies of the Demand–Control (DC) Model were more likely to measure specific Demands combined with a corresponding aspect of Control.

  • Lagged effects of active coping within the Demand-Control Model: a three-wave panel study among Japanese employees.
    International journal of behavioral medicine, 2008
    Co-Authors: Akihito Shimazu, Jan De Jonge, Hirohiko Irimajiri
    Abstract:

    Background: There have been few empirical studies to explain the individual differences in and the underlying mechanism behind the Job Demand-Control (DC) Model. Purpose: This study examined the lagged effects of active coping on stress responses (i.e., psychological distress and physical complaints) in the context of the DC Model using three-wave panel survey data with intervals of one month. Method: Participants were 193 employees working in a construction machinery company in Japan. Hierarchical multiple regression analyses were conducted to examine whether or not the effectiveness of active coping would be facilitated by job Control as a coping resource. Results: The advantage of job Control in combination with active coping became obvious after one month, which implies that job Control has a delayed effect on coping effectiveness. However, the advantage disappeared after two months. These results suggest that the advantage of job Control for active coping is limited in time. Conclusion: Conceptualization of job Control as a coping resource seems to be useful in explaining how the DC Model influences employees’ health, where time plays an important role.

  • The Demand-Control Model: Specific Demands, Specific Control, and Well-Defined Groups
    International Journal of Stress Management, 2000
    Co-Authors: Jan De Jonge, Maureen F. Dollard, Christian Dormann, Pascale M. Le Blanc, Irene L. D. Houtman
    Abstract:

    The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job Demands and job Control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular Demands in human services work and to incorporate these Demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485 ) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job Demands and job Control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high Demand, low Control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high Demands, high Control) give rise to positive outcomes (i.e., job challenge, job satisfaction).

  • Comparing Group and Individual Level Assessments of Job Characteristics in Testing the Job Demand-Control Model: A Multilevel Approach
    Human Relations, 1999
    Co-Authors: Jan De Jonge, Gerard J. P. Van Breukelen, Jan A. Landeweerd, Frans J. N. Nijhuis
    Abstract:

    This article describes a test of Karasek's Job Demand-Control (JD-C) Model using both group and individual level assessments of job characteristics. By group assessments, we mean aggregated individual data. A random sample from general hospitals and nursing homes included 16 institutions, 64 units, and 1489 health care workers (82% response). Because of the hierarchically nested data structure (i.e., institutions, units, and individuals) the research questions and hypothesis were tested in multilevel regression analyses (VARCL). The results revealed both group level and individual level effects with regard to psychological outcomes, and stressed the usefulness of multilevel techniques. Karasek's JID-C Model was partly confirmed by finding two interaction effects at group level and at individual level with regard to job satisfaction and work motivation, respectively. The discussion focuses on theoretical, methodological, and practical implications of multilevel Modeling with respect to the JD-C Model.

Elfi Baillien - One of the best experts on this subject based on the ideXlab platform.

  • on the moderating role of years of work experience in the job Demand Control Model
    Economic & Industrial Democracy, 2017
    Co-Authors: Elsy Verhofstadt, Elfi Baillien, Dieter Verhaest, Hans De Witte
    Abstract:

    The present study allows for a more flexible Job Demand–Control Model by introducing years of work experience as a contextual factor (i.e. moderator). Building on the processes of adaptation and di...

  • On the moderating role of years of work experience in the Job Demand–Control Model:
    Economic and Industrial Democracy, 2015
    Co-Authors: Elsy Verhofstadt, Elfi Baillien, Dieter Verhaest, Hans De Witte
    Abstract:

    The present study allows for a more flexible Job Demand–Control Model by introducing years of work experience as a contextual factor (i.e. moderator). Building on the processes of adaptation and di...

  • Testing the strain hypothesis of the Demand Control Model to explain severe bullying at work
    Economic and Industrial Democracy, 2012
    Co-Authors: Guy Notelaers, Elfi Baillien, H. De Witte, Ståle Einarsen, Jeroen K. Vermunt
    Abstract:

    Workplace bullying has often been attributed to work-related stress, and has been linked to the Job Demand Control Model. The current study aims to further these studies by testing the Model for bullying in a heterogeneous sample and by using latent class (LC)-analyses to define different Demands and Control groups and targets of severe bullying. High job Demands were associated with a higher probability of being a target of severe bullying, which was particularly true for the very high job Demands group. Low job Control was also associated with a higher probability of being a target of severe bullying. Moreover, high job Control buffered the negative effects of job Demands on being a target of severe bullying, particularly when employees reported very little job Control and high/very high job Demands. Overall, the JDC-Model was supported, suggesting that being a target of severe bullying can be considered as a social behavioural strain.

  • job autonomy and workload as antecedents of workplace bullying a two wave test of karasek s job Demand Control Model for targets and perpetrators
    Journal of Occupational and Organizational Psychology, 2011
    Co-Authors: Elfi Baillien, Nele De Cuyper, Hans De Witte
    Abstract:

    The current study aims to test the hypotheses that are central to Karasek's Job Demand Control Model in relation to workplace bullying. Particular contributions are, first, the focus upon both targets and perpetrators of workplace bullying, and second, the two-wave design with a 6-month time lag. We assume that (a) workload at Time I associates positively with being a target/perpetrator at Time 2, (b) job autonomy at Time 1 associates negatively with being a target/perpetrator at Time 2, and (c) the positive relationship between workload at Time 1 and being a target/perpetrator at Time 2 is stronger under the condition of low (vs. high) job autonomy at Time 1 (i.e., interaction between workload and job autonomy). Moderated hierarchical regression analyses (N = 320) revealed lagged main effects for being a target, and interaction effects for being a perpetrator. In particular, Time 1 workload was positively and Time 1 job autonomy negatively associated with being a target at Time 2. Job autonomy at Time I reduced the positive relationship between workload at Time 1 and being a perpetrator at Time 2. Overall, our results suggest that high strain jobs relate to both being a target and to being perpetrator of workplace bullying, yet through different processes: main effects and interactions, respectively.

  • The Demand–Control Model and target's reports of bullying at work: A test within Spanish and Belgian blue-collar workers
    European Journal of Work and Organizational Psychology, 2011
    Co-Authors: Elfi Baillien, Hans De Witte, Guy Notelaers, Alfredo Rodríguez-muñoz, Bernardo Moreno-jiménez
    Abstract:

    The present study explores whether Karasek's Job Demand–Control (JDC) Model's strain hypothesis can be applied to target's reports of bullying at work in matched samples of Spanish and Belgian blue-collar workers. In the Spanish sample, results reveal a positive main effect of workload and a negative main effect of autonomy. The relationship between workload and bullying is particularly strong under the condition of low autonomy (i.e., interaction), in line with Karasek's strain hypothesis. In the Belgian sample, results show a positive main effect of workload and a significant workload–autonomy interaction effect in accordance with the strain hypothesis. In sum, high strain jobs associate with target's reports of bullying in both the Spanish and Belgian sample. Karasek's JDC Model may accordingly be extended to target's reports of bullying as a form of social behavioural strain. These findings furthermore enhance research in the realm of bullying at work by introducing a well-established theoretical fram...

Hans De Witte - One of the best experts on this subject based on the ideXlab platform.

  • on the moderating role of years of work experience in the job Demand Control Model
    Economic & Industrial Democracy, 2017
    Co-Authors: Elsy Verhofstadt, Elfi Baillien, Dieter Verhaest, Hans De Witte
    Abstract:

    The present study allows for a more flexible Job Demand–Control Model by introducing years of work experience as a contextual factor (i.e. moderator). Building on the processes of adaptation and di...

  • On the moderating role of years of work experience in the Job Demand–Control Model:
    Economic and Industrial Democracy, 2015
    Co-Authors: Elsy Verhofstadt, Elfi Baillien, Dieter Verhaest, Hans De Witte
    Abstract:

    The present study allows for a more flexible Job Demand–Control Model by introducing years of work experience as a contextual factor (i.e. moderator). Building on the processes of adaptation and di...

  • job autonomy and workload as antecedents of workplace bullying a two wave test of karasek s job Demand Control Model for targets and perpetrators
    Journal of Occupational and Organizational Psychology, 2011
    Co-Authors: Elfi Baillien, Nele De Cuyper, Hans De Witte
    Abstract:

    The current study aims to test the hypotheses that are central to Karasek's Job Demand Control Model in relation to workplace bullying. Particular contributions are, first, the focus upon both targets and perpetrators of workplace bullying, and second, the two-wave design with a 6-month time lag. We assume that (a) workload at Time I associates positively with being a target/perpetrator at Time 2, (b) job autonomy at Time 1 associates negatively with being a target/perpetrator at Time 2, and (c) the positive relationship between workload at Time 1 and being a target/perpetrator at Time 2 is stronger under the condition of low (vs. high) job autonomy at Time 1 (i.e., interaction between workload and job autonomy). Moderated hierarchical regression analyses (N = 320) revealed lagged main effects for being a target, and interaction effects for being a perpetrator. In particular, Time 1 workload was positively and Time 1 job autonomy negatively associated with being a target at Time 2. Job autonomy at Time I reduced the positive relationship between workload at Time 1 and being a perpetrator at Time 2. Overall, our results suggest that high strain jobs relate to both being a target and to being perpetrator of workplace bullying, yet through different processes: main effects and interactions, respectively.

  • The Demand–Control Model and target's reports of bullying at work: A test within Spanish and Belgian blue-collar workers
    European Journal of Work and Organizational Psychology, 2011
    Co-Authors: Elfi Baillien, Hans De Witte, Guy Notelaers, Alfredo Rodríguez-muñoz, Bernardo Moreno-jiménez
    Abstract:

    The present study explores whether Karasek's Job Demand–Control (JDC) Model's strain hypothesis can be applied to target's reports of bullying at work in matched samples of Spanish and Belgian blue-collar workers. In the Spanish sample, results reveal a positive main effect of workload and a negative main effect of autonomy. The relationship between workload and bullying is particularly strong under the condition of low autonomy (i.e., interaction), in line with Karasek's strain hypothesis. In the Belgian sample, results show a positive main effect of workload and a significant workload–autonomy interaction effect in accordance with the strain hypothesis. In sum, high strain jobs associate with target's reports of bullying in both the Spanish and Belgian sample. Karasek's JDC Model may accordingly be extended to target's reports of bullying as a form of social behavioural strain. These findings furthermore enhance research in the realm of bullying at work by introducing a well-established theoretical fram...

  • the Demand Control Model and target s reports of bullying at work a test within spanish and belgian blue collar workers
    European Journal of Work and Organizational Psychology, 2011
    Co-Authors: Elfi Baillien, Hans De Witte, Guy Notelaers, Alfredo Rodriguezmunoz, Bernardo Morenojimenez
    Abstract:

    The present study explores whether Karasek's Job Demand–Control (JDC) Model's strain hypothesis can be applied to target's reports of bullying at work in matched samples of Spanish and Belgian blue-collar workers. In the Spanish sample, results reveal a positive main effect of workload and a negative main effect of autonomy. The relationship between workload and bullying is particularly strong under the condition of low autonomy (i.e., interaction), in line with Karasek's strain hypothesis. In the Belgian sample, results show a positive main effect of workload and a significant workload–autonomy interaction effect in accordance with the strain hypothesis. In sum, high strain jobs associate with target's reports of bullying in both the Spanish and Belgian sample. Karasek's JDC Model may accordingly be extended to target's reports of bullying as a form of social behavioural strain. These findings furthermore enhance research in the realm of bullying at work by introducing a well-established theoretical fram...

Christian Dormann - One of the best experts on this subject based on the ideXlab platform.

  • a longitudinal test of the Demand Control Model using specific job Demands and specific job Control
    International Journal of Behavioral Medicine, 2010
    Co-Authors: Jan De Jonge, Natasja Van Vegchel, Akihito Shimazu, Wilmar B. Schaufeli, Christian Dormann
    Abstract:

    Background Supportive studies of the Demand–Control (DC) Model were more likely to measure specific Demands combined with a corresponding aspect of Control.

  • A Longitudinal Test of the Demand–Control Model Using Specific Job Demands and Specific Job Control
    International journal of behavioral medicine, 2010
    Co-Authors: Jan De Jonge, Natasja Van Vegchel, Akihito Shimazu, Wilmar B. Schaufeli, Christian Dormann
    Abstract:

    Background Supportive studies of the Demand–Control (DC) Model were more likely to measure specific Demands combined with a corresponding aspect of Control.

  • The Demand-Control Model: Specific Demands, Specific Control, and Well-Defined Groups
    International Journal of Stress Management, 2000
    Co-Authors: Jan De Jonge, Maureen F. Dollard, Christian Dormann, Pascale M. Le Blanc, Irene L. D. Houtman
    Abstract:

    The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job Demands and job Control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular Demands in human services work and to incorporate these Demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485 ) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job Demands and job Control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high Demand, low Control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high Demands, high Control) give rise to positive outcomes (i.e., job challenge, job satisfaction).

Carles Muntaner - One of the best experts on this subject based on the ideXlab platform.

  • Does organization matter? A multilevel analysis of the Demand-Control Model applied to human services
    Social science & medicine (1982), 1997
    Co-Authors: Björn Söderfeldt, Carles Muntaner, Patricia O'campo, Marie Söderfeldt, Carl Göran Ohlson, Kelvyn Jones, Lars Erik Warg
    Abstract:

    Abstract The Demand-Control Model (DC Model) in occupational epidemiology suggests that health, an individual attribute, is partly determined by work organization, via the interplay of Demand and Control, job strain. The objective of this study was empirical assessment of the Model's tenet of an organizational determination of individual health. An emerging analytic method, multi-level Modelling, permits such an assessment The study encompasses two large Swedish human service organizations. It was based on a nationally representative sample of 291 local organizational units (level 2) with 8296 employees (level 1), a median of 18 employees per unit. 5730 persons (69.1%) completed the questionnaire. Listwise deletion of missing data left a net study base of 4756 individuals in 284 units. Missing data were largely random. Demand and Control were measured by standard questions and combined into a job strain index. Two such indices were calculated, one for quantitative Demands and one for emotional Demands. Individual attributes included age, gender, marital status, having children, social anchorage, and education. There were two dependent variables, self-assessed psychovegetative symptoms (worry, anxiousness, sadness, sleep difficulties, restlessness, and tension) and exhaustion (fatigue, feelings of being used up and overworked), both measured as summative indices. For psychovegetative health, a null Model yielded 2.2% level 2 variance, unchanging when individual attributes were included in a random intercepts Model. Inclusion of the strain variables rendered level 2 variance non-significant, decreasing level 1 variance by 23% and level 2 variance by 62%. For exhaustion, level 2 variation was 8.3% in the null Model and 1.6% in the final Model, with strain variables. The strain variables utilized in the DC-Model thus draw a substantial part of their variation from the organizational level. It is concluded that the claim of the DC Model to rely on organizational factors receives support.

  • PSYCHOSOCIAL WORK ENVIRONMENT IN HUMAN SERVICE ORGANIZATIONS: A CONCEPTUAL ANALYSIS AND DEVELOPMENT OF THE Demand-Control Model
    Social science & medicine (1982), 1996
    Co-Authors: Björn Söderfeldt, Carles Muntaner, Patricia O'campo, Marie Söderfeldt, Lars Erik Warg, Carl Göran Ohlson
    Abstract:

    Abstract This paper concerns two Models that were introduced in two different research domains during the 1970's. The first Model regards human service organizations (HSO) as a specific type of organization. The second Model, the Demand-Control Model (DC Model), concerns the joint effects of job Demands and job Control on worker health. In the HSO Model, there are analyses of the content of jobs, considering the specific characteristics of HSOs, but little is said about the health effects of such work. Those effects stand in focus in the Demand-Control Model. The aim of this paper is to analyze the relevance of the DC Model for human service organizations. The paper argues that the object of human service work—the client relation—makes a difference for Demand and Control in the job. Demand is analyzed into work load, emotional Demands and role conflict. Control is divided into administrative Control, outcome Control, choice of skills, closeness of supervision, Control within and over a situation and ideological Control. The conclusion is that in applications on HSOs, the basic concepts of the DC Model must be developed.

  • a critical appraisal of the Demand Control Model of the psychosocial work environment epistemological social behavioral and class considerations
    Social Science & Medicine, 1993
    Co-Authors: Carles Muntaner, Patricia Ocampo
    Abstract:

    During the last decade the Demand/Control Model has emerged as the dominant Model to explain the relationship between the psychosocial features of work organization and health. Although originating from the field of occupational social epidemiology, the conceptual and methodological basis of the Demand/Control Model parallel construct based Models used in social psychology. Using behavioral and sociological perspectives the current paper discusses the Model's limitations. Recommendations regarding incorporation of social levels of analysis, the relationship between self-report and behavior, worker vs expert knowledge, and the generalized effects of stress on mental health are discussed to provide a positive heuristic to the Demand/Control Model.

  • A critical appraisal of the Demand/Control Model of the psychosocial work environment: Epistemological, social, behavioral and class considerations
    Social science & medicine (1982), 1993
    Co-Authors: Carles Muntaner, Patricia O'campo
    Abstract:

    During the last decade the Demand/Control Model has emerged as the dominant Model to explain the relationship between the psychosocial features of work organization and health. Although originating from the field of occupational social epidemiology, the conceptual and methodological basis of the Demand/Control Model parallel construct based Models used in social psychology. Using behavioral and sociological perspectives the current paper discusses the Model's limitations. Recommendations regarding incorporation of social levels of analysis, the relationship between self-report and behavior, worker vs expert knowledge, and the generalized effects of stress on mental health are discussed to provide a positive heuristic to the Demand/Control Model.