Jan A. Landeweerd

Testing reciprocal relationships between job characteristics and psychological well-being: A cross-lagged structural equation model

This article describes a two-wave panel study which was carried out to examine reciprocal relationships between job characteristics and work-related psychological well-being. Hypotheses were tested in a sample of 261 health care professionals using structural equation modelling (LISREL 8). Controlling for gender, age, and negative affectivity, the results primarily supported the hypothesis that Time 1 job characteristics influence Time 2 psychological well-being. More specifically, Time 2 job satisfaction was determined by Time 1 job demands and workplace social support, respectively. Furthermore, there was also some preliminary but weak evidence for reversed cross-lagged effects since Time 1 emotional exhaustion seemed to be the causal dominant factor with respect to Time 2 (perceived) job demands. In conclusion, this study builds on earlier cross-sectional and longitudinal findings by eliminating confounding factors and diminishing methodological deficiencies. Empirical support for the influence of job characteristics on psychological well-being affirms what several theoretical models have postulated to be the causal ordering among job characteristics and work-related psychological well-being.

Comparing Group and Individual Level Assessments of Job Characteristics in Testing the Job Demand-Control Model: A Multilevel Approach

This article describes a test of Karaseks 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. Karaseks 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.

Work Organization, Work Characteristics, and Their Psychological Effects on Nurses in the Netherlands

The aim of the current study was to examine relationships between organizational characteristics, work characteristics, and psychological work reactions in nursing work. We used several theoretical frameworks to select our research variables. In line with the contingency and sociotechnical system approaches, we selected complexity, uncertainty, and decision authority to represent the organizational characteristics. As to the work characteristics, we selected the variables of the Demand–Control–Support model (autonomy, social support, workload), role conflict, and role ambiguity. In order to measure the psychological work reactions, burnout, psychosomatic health complaints, job satisfaction, and intrinsic work motivation were assessed in questionnaires distributed to 1,855 nurses working in general hospitals in the Netherlands. Using correlation and hierarchical multiple regression analysis, the main results showed that high decision authority predicted high social support andhigh autonomy. High decision authority predicted high job satisfaction and high intrinsic work motivation. Finally, high complexity was indirectly predictive for high burnout. Workload operated as a mediator variable in this relationship.

THE DIVERSITY OF WORK: DIFFERENCES, SIMILARITIES AND RELATIONSHIPS CONCERNING CHARACTERISTICS OF THE ORGANISATION, THE WORK AND PSYCHOLOGICAL WORK REACTIONS IN INTENSIVE CARE AND NON-INTENSIVE CARE NURSING

The aim of this study was to examine differences in organisational characteristics, work characteristics and psychological work reactions, and to investigate relationships between these variables in intensive care units (ICUs) and non-ICUs. Questionnaires were distributed to intensive care (n = 184) and non-intensive care nurses (n = 927) working in 15 general hospitals in the Netherlands. MANOVA showed that ICU nurses reported significantly higher uncertainty, higher complexity, and higher decision authority than non-ICU nurses. Emotional exhaustion was significantly lower among ICU nurses. Regarding the pattern of relationships, the LISREL-analyses revealed that the indirect proposed pattern of relationships was invariant across the two samples, which means a validation of our research model.

Organizational Characteristics as Predictors of Nurses’ Psychological Work Reactions

The current study aims to examine effects of organizational characteristics (decision authority and environmental uncertainty) on nurses’ psychological work reactions (job satisfaction and intrinsic work motivation; burnout and health complaints). In this context, we were primarily interested in the congruence between decision authority and environmental uncertainty. The contingency approach of organizations was used as a leading framework. In order to investigate these relationships, questionnaires were administered to 1188 nurses working in general hospitals in the Netherlands. Because the standardization of tasks is expected to be different between intensive care units (ICUs) and non-ICUs, and consequently, this difference might influence the effects of organizational characteristics on psychological work reactions, the relationships were investigated separately for each type of unit. Correlation and hierarchical regression analysis were used to analyse the data. From the results of these analyses, it appeared that decision authority has a positive effect on intrinsic work motivation in both types of unit. In addition to this additive effect, the congruence between decision authority and environmental uncertainty was confirmed, but only in ICUs. It appeared that high environmental uncertainty would enhance the positive effect of decision authority on intrinsic work motivation. Furthermore, the congruence between decision authority and environmental uncertainty in the prediction of burnout and psychosomatic health complaints was not confirmed: high decision authority appeared not to buffer the negative effect of environmental uncertainty on burnout and health complaints. The results are discussed as well as the limitations of the study. Suggestions for further research are also given.

Risk Taking Tendency Among Construction Workers

Landeweerd, J.A., Urlings, I.J.M., Jong, A.H.J. de, Nijhuis, F.J.N. and Bouter, L.M., 1990. Risk taking tendency among construction workers. Journal of Occupational Accidents, 11: 1833196. In line with a renewed interest in the role of individual characteristics in accidents, construction workers’ risk taking tendency (N = 284) has been related to their accident involvement and safety behaviour. It has also been compared with the scores of a group of male alpine skiers (N = 150) and a group of male general practitioners’ clients (N = 61) Two subscales (“Thrill and Adventure Seeking” and “Disinhibition”) of a validated Dutch version of the Zuckermann Sensation Seeking scale have been used. The results may also give indications as to the usefulness of the risk homeostasis theory for the understanding of safety problems in work situations. To enhance the comparability of the three groups, a statistical correction has been made for sex, education and age. The results cast some doubt on the assertion which is sometimes heard that construction workers might be characterized by a relatively high risk taking tendency. The applicability of the risk homeostasis theory to the work situation is questioned.

Primary nursing and quality of care: a Dutch study

In an 850-bed Dutch hospital a study was carried out to compare the quality-of-care scores of a Primary Nursing group and a lagged experimental group. Process as well as outcome aspects of quality of care were investigated. The study consisted of three measuring moments: one pre-intervention at t1, March 1992, and two post-intervention moments at t2, November 1992 and t3, May 1993. The intervention was formed by the implementation of Primary Nursing in two experimental units after t1; this is the experimental group. After t2, Primary Nursing was also implemented in the three control units; this is the lagged experimental group. The process aspects of quality of care were covered by three dimensions: coordination of care, instrumental aspects of care and expressive aspects of care. The outcome aspects of quality of care were measured by evaluating four patient variables: self-care, initiative, patient stress and patient satisfaction. ANOVAs were used to test for significant differences between the experimental and lagged experimental group. The only significant difference in favour of the Primary Nursing group was found on the variable instrumental aspects of care. On the other variables no expected changes were observed. Finally, the implications of the findings are discussed.

The work setting of diabetes nursing specialists in the Netherlands: A questionnaire survey

AIM The aim of this study is to explore whether the work organisation of diabetes specialist nurses (DSNs) differs significantly from nurses working in hospital and nursing home and if so, does this difference result in positive or negative consequences regarding work and health. BACKGROUND In traditional health care settings, nurses exhibit a high level of environmental uncertainty and low decision-making authority, which has a negative effect on psychological reactions towards work. In professional nursing, specialisation, e.g. diabetic nursing, is a current trend in many countries. Therefore, insight into the determinants of the work situation of nursing specialists is becoming increasingly relevant. METHODS Comparisons were made between 3 different samples: 1204 nurses employed by 15 hospitals, 1058 nurses employed by 14 nursing homes, and 350 diabetes nurses working in other health care settings throughout the Netherlands. Data concerning organisation, work aspects, and psychological reactions were measured via questionnaires. Variances between the groups were analysed with ANCOVA, besides hierarchical multiple regression analysis was applied. FINDINGS Environmental uncertainty scored lower amongst diabetes nurses when compared to nurses working in the other two types of health care settings. Social support and role conflict scored low for diabetes nursing specialists who simultaneously perceived autonomy and role ambiguity highest. Diabetes nursing specialists also scored highest on intrinsic work motivation and job satisfaction and lowest for psychosomatic health. CONCLUSION Except for social support and role ambiguity, diabetic nurses rate their [work] organisation, [work] aspects and psychological [work] reactions more positively than nurses employed in other health care settings.

Some Problems Concerning the Assessment of Job Characteristics in Nursing Work

Abstract The question of whether one should use subjective rather than “objective” assessments of job characteristics is still the subject of a vigorous discussion in analytical studies of jobs and in job design. In nursing work situations, too, the attention of managers and researchers for such studies is growing. In this article the results of a study are presented in which a comparison is made between two kinds of assessments: job characteristics as judged by task performers (nurses) and job characteristics as judged by non-task performers (nursing management). Differences and agreements between mean scores as well as between correlations with dependent variables like job satisfaction were analysed. Most agreement seems to be on the ratings of “complexity and difficulty”, “work pressure”, and “promotion and growth opportunities”. As to “feedback and clarity”, “autonomy”, and “patient caring opportunities”, differences between the ratings have been found. It appears that a larger number of correlations ...