Lecture 1 & knowledge clip 2 articl‘‘Take a break?!’’ Off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity

Question 1

What is the aim of this study?

Answer 1

Investigate the moderating effect of matching job resources as well as matching off-job recovery on the relation between corresponding job demands and psychological outcomes

Question 2

What are the results of this study

Answer 2

1. cognitive demands, resources and lack of detachment are predictos of cognitive outcomes (e.g. active learning and creativity)
2. emotional demands and a lack of detachment are predictors of emotional outcomes (e.g. emotional exhaustion)
3. physical demands, lack of detachment and lack of resources are predictos of physical outcomes (e.g physical health complaints)
4. cognitive detachment from work might have negative effects on learning and creativity, whereas emotional and physical detachment from work might have positive effects on employees’ health and creativity

Question 3

What are job resources?

Answer 3

the instrumental psychosocial, assets at work that can be used as strategic options for actions (e.g. workload, which is a demand & autonomy, which is a resource)

Question 4

Job demands can often not be reduced, instead what should happen?

Answer 4

Job demands should be counterbalanced by job resources, but

off-job recovery is equally important to protect employees health and to optimise job performance

Question 5

What is (off-job) recovery?

Answer 5

it is the process during which an individuals’ functioning returns to its prestressor level and in which strain is reduced. An example is Detachment from work: A nurse mentally disconnects from work after their shift by engaging in activities that have nothing to do with the job such as spending time with family or watching a movie

Question 6

explain the strain process

Answer 6

It is when someone experience stressful demands without proper rest or coping mechanism, the demands exceed their resources (energy, focus, emotional strength) this lead to negative effects like exhaustion, burnout or decreased job performance

strain process happens when individuals deal with too much stress without sufficient breaks, or recovery period which leads to depletion in energy, reduced mental resiliance and an inability to cope
aka –> stress causes strain when there is no opportunity to recover

Question 7

What do job demands, job resources and off-job recovery actually do for psychological outcomes?

Answer 7

1. job demands may negatively impact psychological outcomes by increasing stress,
2. job resources may buffer these negative effects and contribute positively to psychological outcomes
3. off-job recovery could mitigat the negative consequences of job demands and enhance positive psychological outcomes

Question 8

the effort that employees invest comes from their internal resources, what are these resources and explain them

Answer 8

• physical energy: stamina and strength to perform tasks
• emotional resources: the ability to manage emotions, remain positive, and provide support
• cognitive resources: mental capacity for problem-solving, decision-making and focus
• resource depletion: occurs when these interal resources are exhausted due to sustained effort e.g constantly busy work environment may leave an employee feeling worn out and unable to concentrate.

Question 9

explain the demand-induced strain compensation model

Answer 9

this model proposes that employee outcome can be explained by two different work-related antecedents (e.g. job demands and job resources) and by two distinct processes.
Both job demands and resources and job related outcomes contain cognitive, emotional and physical elements
The model predicts that high job demands may have adverse consequences on health and well-being taht can be counteracted through the availability and action of functional, corresponding, kinds of job resources = matching
E.g. when emotional problems with clients arise, emotional supportive colleagues as job resources are likely to be helpful
If emotionally supportive colleagues are unavailable → other job resources can be useful to some extent (e.g. control at work to handle a particular problematic client)
Job demands are dealt with available matching job resources if not available, other job resources that do not necessarily match
Matching is however most powerful in combating job demands (followed by less-matching or non matching job resources)

Question 10

DISC-Model integrates off-job recovery as an additional explanatory factor explain this further

Answer 10

job recovery by detachment from work= individual’s sense of being away from the work situation. It is an experience of leaving one’s work behind when returning home from work

Question 10

What are the 3 hypotheses mentioned in this article? use simple words to make it easy for yourself

Answer 10

1. emotional job resources and emotional detachment moderate the relationship between job demands and emotional exhaustion. Higher resources and detachment reduce exhausstion
2. physical job resources and physical detachment moderate the relation between physical job demands and physical complaints. Higher resources and detachment lead to fewer complaints
3. cognitive job demands positively relate to active learning and creativity, moderated by cognitive job resources and cognitive detachment. Low detachment enhances the possitive effect of resources on learning and creativity

Question 11

explain these variables:
1. cognitive job demands
2. emotional job demands
3. physical job demands
4. cognitive job resources
5. emotional job resources
6. physical job resources

Answer 11

1. Cognitive Job Demands: are related to how much mental effort is needed for tasks that involve thinking and focus.
   “Employee X needs to concentrate hard and be precise at work.”
2. Emotional Job Demands: refers to the effort required to manage emotions in the workplace, especially when dealing with others.
   “Employee X has to show emotions (like being friendly) that don’t match how he/she really feels.”
3. Physical Job Demands: involves the physical effort required to perform tasks, including lifting or moving heavy items.
   “Employee X needs to lift or move heavy objects or people (more than 10 kg).”
4. Cognitive Job Resources: are opportunities that allow employees to use their problem-solving skills and manage their tasks.
   : “Employee X can take a break when the tasks require a lot of concentration.”
5. Emotional Job Resources: includes emotional support received from colleagues or supervisors during difficult situations.
   “Other people (like colleagues or supervisors) listen to Employee X when he/she is facing a tough situation.”
6. Physical Job Resources:These are supports that help with physical tasks, such as assistance from others or ergonomic tools.
   “Employee X gets help from others (like colleagues) to lift or move heavy items.

Question 12

Explain the demand-induced strain compensation questionnaire (DISQ-S)

Answer 12

it is a tool designed to assess the relationship between job demands, individual resources, and employee well-being, particularly focusing on how workers cope with stress caused by job demands. It is based on the Demand-Induced Strain Compensation (DISC) model, which posits that workers’ well-being is influenced by a balance between job demands (e.g., workload, emotional or cognitive demands) and the availability of personal or job resources (e.g., social support, autonomy, emotional regulation skills).

Question 13

what are the main findings of this article?

Answer 13

Support for the DISC Model: Cognitive demands, resources, and detachment affect cognitive outcomes like active learning and creativity. Emotional and physical demands affect emotional exhaustion and physical health complaints. Cross-domain effects of emotional resources and detachment were also detected.
Detachment and Creativity: Low cognitive detachment from work supports learning and creativity, but high emotional and physical detachment helps reduce emotional exhaustion and health complaints.
Recovery is Critical: Detachment from work plays a vital role in preventing burnout and physical health issues. Emotional and physical detachment allows recovery and replenishment of internal resources, especially in emotionally demanding jobs.
Mixed Effects of Detachment: Cognitive detachment can hinder creativity and learning by delaying re-engagement in work tasks, but emotional detachment positively impacts creativity by reducing negative emotions.

Question 14

how does work have an influence on health?

Answer 14

good working conditions can lead to people to be more happy and have a higher wellbeing & labor participation= working in general has a positive influence on health

> < people that do not work are more likely to have health problems and the lack of health decreases the likelihood to participate in work or to be productive

Question 15

Occupational health has three objectives, what are these three?

Answer 15

1. The maintenance of workers’ health and work capacity
2. improvement of work environment nd work to become conductive to safety and health
3. development of work environment & work to become culture in a direaction which supports health & safety and work

Question 16

What includes occupational safety and health (OSH)

Answer 16

Job content= how can we make sure that the tasks people are doing to be useful
working conditions= workload is doable, there is variation in the job, making people healthy by changing the job
it focuses on

• policy of the organisation
• integration of HRM and OSH

Question 17

what are internal resources and what do they do when people experience high job demands?

Answer 17

job demands require some sort of effort such as emotional, cognitive or physical effort. The effort that employees invest in comes from internal resources.

Internal resources are assets or strengths that an individual posseses within themselves to help them cope with challenges.

example: Physical stamina is an internal resource that allows an employee, in a physically demanding job, to sustain effort over long periods without fatigue. It helps the employee lift heavy objects, handle long shifts, and stay productive throughout the day, ensuring resilience under physical stress.

Question 18

what are the three internal resources mentioned in this article

Answer 18

1. physical energy: the stamina and strength to perform a task
2. emotional resource: the ability to manage emotions, help others and stay postive
3. cognitive resources: mental capacity for problem solving, decision making and focus

Question 19

how is resource depletion caused?

Answer 19

It occurs when internal resources are exhausted due to sustained effort. The more efforts placed on an employee, without enough recovery, the more their resources are drained, which leads to fatigue (physical or mental state of tiredness) and can lead to exhaustion (being completely drained and unable to perform work)

example: If an employee has to carry heavy boxes for 8 hours a day, for 7 days straight without proper breaks or recovery time, it would lead to resource depletion of their physical internal resources, specifically their physical stamina.

Question 20

what is high strain job, give an example and explain what off-job recovery can do for an employee

Answer 20

a high strain job is a job with high job demands and low job resources (such as autonomy) an example is an emergency room nurse.

Job like this, detaching from work has positive influence on the health of the worker.

Prolonged job related tasks drain energy and impair health, effective job recovery restores internal resources

greater detachment is associated with lower exhaustion over time

Question 21

what is active job, give an example and explain what high/ or low detachment does for an employee

Answer 21

active job is a job with both high job demands and resources

example: project manager
low detachment could enhance problem-solving and creativity in high-demand, resource-rich jobs.
but high cognitive detachment might hinder creativity and problem solving thinking

Question 22

what is demand control model

Answer 22

model that states that there are job demands and job control buffers these demands

job demands: quantitative demands such as workload, role conflict, role ambiguity

job control: skills decretion, degree of autonomy you have of how you will do you job

4 types:
- passive
- high strain
- low strain
active

Question 23

what is the active learning and strain hypothesis

Answer 23

active learning: if job demands get higher but so does job control, there is more active learning which leads to positive outcomes such as personal growth and job satisfaction

strain hypothesis: if job demands get higher but control decreases, strain increases which leads to negative outcomes such as stress or burnout

Question 24

what is the demand-control support model

Answer 24

same model but now includes support, job demands can be buffered by job control and social support

strain hypothesis in this model states that high job demands can lead to strain but this is especially the case when there is low social support

this is dangerous and these types of jobs are called iso (isolated) jobs e.g. psychratic nurse of

Question 25

JD-R model what is it, explain job demand and resourcesa

Answer 25

job demands leads to exhaustion and job resources lowers disengagement

Job demands: are all the types of characteristics of work or work conditions that are negative such as physical demands, emotional demands, mental strain, every characteristics of the job that requires effort

job resources: are all the types of work characteristics of work or work conditions that are positive such as learning opportunities, salary, social support, autonomy and appreciation

Question 26

what are the two processes in the JD-R model?

Answer 26

1. overtaxing: high job demands leads to exhaustion
2. withdrawal: low job resources leads to withdrawal and job disengagement