Impact of Telework on Exhaustion and Job Engagement: A Job Demands and Job Resources Model

@article{Sardeshmukh2012ImpactOT,
  title={Impact of Telework on Exhaustion and Job Engagement: A Job Demands and Job Resources Model},
  author={Shruti R. Sardeshmukh and Dheeraj Sharma and Timothy D. Golden},
  journal={ORG: Other Human Resource Management \& Organizational Behavior (Topic)},
  year={2012}
}
Teleworking, the increasingly common practice, which involves working away from the office using technology, entails changes in the experience of work. Such changes may influence the demands and resources associated with a job. While research on burnout has addressed the role of exhaustion and job engagement using the Job Demands‐Resources model, existing literature has focused on traditional work modes. This paper explores the effects on job demands and resources to understand the processes… 
Transitioning Towards New Ways of Working: Do Job Demands, Job Resources, Burnout, and Engagement Change?
TLDR
NWW were beneficial in reducing mental demands and workload and did not harm the relationships with supervisor and coworkers, however, autonomy and possibilities for professional development decreased.
Work during COVID-19: assessing the influence of job demands and resources on practical and psychological outcomes for employees
Purpose: A sudden shift of work from the office to home amid global lockdown demands exploration of factors that facilitate or obstruct remote working and their impact on practical and psychological
Enjoying new ways to work: An HRM process approach to study flow
This article investigates the relationships between human resource management practices associated with New Ways to Work (employee empowerment, home-based teleworking, and creating trust
Telework: outcomes and facilitators for employees
This chapter reviews current research on telework. We first examine the literature on telework and job performance, job attitudes, and professional isolation, before reviewing the outcomes of
Telework and Creativity of Professional Employees: The Mediating Roles of Autonomy and Time Pressure
Although telework has become increasingly popular among professional employees who engage in creativity required jobs, the mechanisms through which telework influences on their creativity remains
Exploring the interrelationship among job resources, job demands, work and organizational engagement
PurposeThis study aims to test the hypothesized moderated mediation process combining job resources, job demands, work engagement, job satisfaction and organizational engagement, which proposes that
Flexible work arrangements in open workspaces and relations to occupational stress, need for recovery and psychological detachment from work
TLDR
Effects of a transition to open workspaces including Activity Based Working on employees’ working conditions and their levels of occupational stress, need for recovery and psychological detachment from work are analyzed to contribute to the current knowledge on flexible work arrangements in open work spaces.
Do Networked Workers Have More Control? The Implications of Teamwork, Telework, ICTs, and Social Capital for Job Decision Latitude
The shift toward “networked work” in the United States—spurred on by globalization, technological changes, and the reorganization of work activities—has important consequences for job quality that
Suddenly Telework: Job Crafting as a Way to Promote Employee Well-Being?
COVID-19 confronted many people with an abrupt shift from their usual working environment to telework. This study explores which job characteristics are perceived as most crucial in this exceptional
Teleworking, Work Engagement, and Intention to Quit during the COVID-19 Pandemic: Same Storm, Different Boats?
The ability to retain and engage employees is now, more than ever, a major strategic issue for organizations in the context of a pandemic paired with a persistent labor shortage. To this end,
...
1
2
3
4
5
...

References

SHOWING 1-10 OF 99 REFERENCES
Job resources buffer the impact of job demands on burnout.
TLDR
It is demonstrated that several job resources play a role in buffering the impact of several job demands on burnout, demonstrating that the interaction between (high) demands and (low) resources produces the highest levels of burnout.
The impact of professional isolation on teleworker job performance and turnover intentions: does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter?
TLDR
The authors first examine professional isolation's direct impact on job performance and turnover intentions among teleworkers and then investigate the contingent role of 3 salient work-mode-related factors.
Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study
This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural
The job demands-resources model of burnout.
TLDR
Results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
Job burnout.
TLDR
The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout.
Work role stressors and turnover intentions: a study of professional clergy in Hong Kong
Work and occupational stress have long been concerns for employees and human resource managers as they cause many negative outcomes. Most of the previous studies on work stress were conducted in
One Road to Turnover: An Examination of Work Exhaustion in Technology Professionals
TLDR
Through structural equation modeling, work exhaustion was shown to partially mediate the effects of workplace factors on turnover intention and technology professionals experiencing higher levels of exhaustion reported higher intentions to leave the job.
Using the job demands‐resources model to predict burnout and performance
The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N = 146). We hypothesized that job demands (e.g.,
A multigroup analysis of the job demands-resources model in four home care organizations
The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations. The central assumption in the model is that burnout develops
...
1
2
3
4
5
...