4. MajorThemes
1. Job demand and job resources can affect work health and wellbeing
2. High job demand leads to high stress and health issues (Health
Impairment)
Exhaustion primarily link to high demand
3. High job resources results in high motivation and excellent
job performance (Motivational Process)
4. High job demand can be offset by high support and high support and
control with sufficient rewards
Resources help employees cope with negative influences of work environment
5.This model help workers to cope with their job demands, facilitates
their performance and protect against their ill-health
5. Health Impairment process
Strain mediates association between job demand and health
problems such as depression, cardiovascular complaints etc.
Assumes strain results from high stress inducing demand and low
resources
Proposes that presence of high demands and low resources leads
to gradual decrease of mental energy
In turn triggers development of other health and wellbeing issues
MajorThemes
6. MajorThemes
Motivational Process
Engagement mediates association between job resources and
positive outcomes
Proposes that presence of job resources activates workers’
willingness to devote their efforts and ability to do tasks
Increases workers’ level of extrinsic motivation from the increase
of willingness to spend compensatory effort in order to reach work
goals
Job resources like high support and feedback increases workers’
intrinsic motivation to satisfy basic human needs
8. Methodology
Identify
Problem formulation should focus
on 2 important indicators of well-
being
Strain/ burnout
Motivation/ engagement
In relation to possible work-related and
personal issues
Constraints
Job demands
Job resources
Work outcomes that is significant to the
organization
Diagnosis
Involves the empirical (survey)
study in which participants
complete a questionnaire on the
study’s central concepts
Data will be collected and analysed
Things to look out for:
The average scores of the concepts such
as type of jobs, workers and departments
Identifying any possible issues that is not
covered in the study
Intervention
From the data collected,
organizations should identify job
resources/ demands that are
significant to high level of strain/
burnout and low engagement/
motivation
Determine the scope of intervention
To a specific demands/ resources or as a
whole
EITHER the whole organization OR a
specific group
Type of intervention
Job redesign
Training program
Cultural change
Evaluation
Study to follow up on the initial
survey with the same concepts
measured
Compare and analyse the data
collected
Indications of effects on the interventions
Whether possible issues has been
resolved
9. Nursing industry in 3 countries:
Singapore ◉ Japan ◉ Australia
Jonathan ◉ Hansel ◉ Ryan
11. 1. Identify
Singapore
Research
Article
Relationships among Stress, Positive Affectivity, and Work
Engagement among Registered Nurses (Thian, et al., 2015)
Type of
Study
Cross Sectional
Survey Size 300 nurses across 14 general wards
Hypothesis How PositiveAffectivity (PA) and Work Engagement
(WE) contribute to Work Stress
PositiveAffectivity: an ability to experience positive
emotions in different situations
Work Engagement: a persistent, affective-cognitive
state of fulfilment among employees, divided into three
dimensions:Vigour, Dedication,Absorption
Work Stress: increased turnover rate, shortage of nurses,
dissatisfied career development, unpleasant work
content
13. Recommended
interventions
by articles
1. Hospital administrators working with Singapore govt. to
increase nurse’s salaries and fringe benefits
2. Assigning preceptors to guide new nurses on how to prioritize
work effectively and efficiently
3. Offer workshops that aims at enhancing PA, optimism and
coping skills
4. More job resources – professional feedback, counselling and
support from higher management
5. Self-regulation – individuals setting personal goals to motivate
themselves
14. Successful
Interventions
Care to Go Beyond Campaign (Pereira, 2019)
Multiple pathways for mid-career professionals
- Professional conversion programmes
Raise capacity and nursing training courses
Nurses' remuneration review
Career recognition and progression
Priority queue for nurses
16. 1. Identify
Japan
Research
Article
Factors influencing work engagement among psychiatric
nurses in Japan.
Mukaihata et al. (2019)
Type of
Study
Cross-sectional & correlational design
Survey Size 425 Japanese Psychiatric Nurses
Hypothesis H1 – Job resources positively predictWE
H2- Personal resources positively predictWE
H3 – Job demand negatively predicts work engagements
H4 – Job demands boosts the positive relationship
between job resources and work engagement
H5 – Job demand boosts the positive relationship
between personal resources andWE (Mukaihata et al.,
2019)
19. 1. Reduce long work hours (JNA, n.d.)
2. Regulate night shifts (JNA, n.d.)
3. Reduce overtime (JNA, n.d.)
4. Lower burden on local medical & healthcare services (JFS, 2018)
5. Strengthen bonds in the community => increase support from
community (job resource) (JFS, 2018)
6. More career choices (JFS,2018)
Recommended
interventions
by articles
20. Raising health level of the community
- Reduces burden on medical & healthcare
services (JFS, 2018)
Opportunity for career development
- Allows utilization of their expertise outside of
hospitals (JFS,2018)
Guidelines on Night-Shift & Shift Work for
Nurses (JNA, n.d.)
Successful
Interventions
22. 1. Identify
Australia
Research Article Nurses and stress: recognizing causes and seeking solutions
Happell et al. (2013)
Type of Study A qualitative exploratory method through interviews
Survey Size 6 focus groups of 38 nurses of different levels
Hypothesis To identify, from the perspectives of nurses, occupational stressors and
ways in which they may be reduced with two questions asked:
1. What are the sources of stress for you in your nursing roles at this
hospital?
2. What could be introduced into your workplace that would make a
difference to the stress levels you experience?
23. 2. Diagnosis
Job Demands Job Resources
HighWorkload Management support
Unavailability of Doctors Human resources
Demands from Relatives of
patients
Co-worker support
Shift work Designated car parking
Patients with mental health issues Common area for nurses
Career Progression
(Happell et al. 2013)
25. Practice Nurse Incentive Program (PNIP)
- Enhancing practice nurse roles and skills development
- Improves their skill set
- Better prepared for more situations
(Australian Government Department of Health 2013)
Essentials of Care Initiative
- A framework to support the development and ongoing evaluation of
nursing and midwifery practice and patient care.
- Includes nurses and all stakeholders to the decision making of
effective care approaches
- Refocuses on the basic values of caring
(Australian Government Department of Health 2013)
Successful
Interventions
27. Comparison
Similarities Differences
1. Work overload is a major contributor to work stress/
psychological stress and emotional exhaustion
Nature of job
Shortage of nurses
Limited responsibilities of nurses
2. Self-improvement/ empowerment for nurses through
trainings
Importance of self-motivation
Factors that stimulate motivation
Promotion-focused OR Prevention-focused
3. Personal Characteristics is a catalyst for higherWE
Emotional Intelligence, empathy
1. Demographics for Japan andAustralia is different than
Singapore
Different impacts seen from major cities and
rural areas
2. G. Level of intervention
Singapore has only one central government
Japan have local and central government, with
varying impact
3. Scope of work is different
Singapore – public hospital
Australia – public hospital
Japan – private psychiatric hospital
28. Summary
Singapore Japan Australia
Type Cross-sectional Cross-sectional Qualitative exploratory
Tool used Survey Survey Interviews
Hypothesis How Positive Affectivity (PA) and
Work Engagement (WE) contribute to
Work Stress
To identify the factors (job
demand/ resources) influencing
work engagement among
psychiatric nurses
To identify, from the perspectives of
nurses, occupational stressors (job
demand/ resources) and
ways in which they may be reduced.
Limitations - Impact of findings is limited
- From only one tertiary hospital
- Did not determine WE and
other factors
- only from private psychiatric
hospitals, different from public
hospital
- Unable to confirm the casual
direction of the relationships
- Few high-quality investigation into
person or work-related
interventions
Interventions - G. intervention to retain nursing
workforce
- Mentorship for new nurses to
cope with the job demands
- Reward, supervisor support
have positive effect
- Nurses’ ability to self-motivate
and empathize are facilitator
of WE
- Workshop on self-
improvement
- Primary strategies (workload
modification, changing shift
hours, leadership within the ward)
- Secondary strategies (Music,
special events, organizational
development, acknowledgement
from management)
- Tertiary therapists
30. Key findings
from
literature
Industry specific job demands:
1. High workload as a result of under-staffing
2.Work is time-sensitive > pressure
3. Underpaid and benefits overlooked
Examples of job resources:
1. Mentorships for nurses
2. Support groups
3. Goal setting and reward systems
Need for a balance between Job demands & Resouces
31. Analysis for
key findings
What managers need to recognise and do?
Optimising the contribution of nurses
1. More control and responsibilities
2. Increase sense of ownership and job satisfaction
32. Applications
for managers
What can managers do to reduce job demands?
Free up unnecessary work
Delegate responsibly, ensuring everyone works efficiently
Help and empower employees when in need
Be a source of support and advice for employees
Encourage work-life balance
Empower employees to also focus on their personal well-being
Allow employees to prioritize family
Empower employees to not bring their work home and spend more
time with family members
Ensure that there is an efficient workspace
Workspace ergonomics catered to productivity and reduction in stress
33. Applications
for managers
What can managers do to increase job resources?
Give credit where credit is due
Job Recognition
Career progression
Award employees
Provide guidance and coaching
Encourage more, criticize less
Provide proper training
Create open-minded culture
Provide opportunities for employees to be creative
Provide open channels of communication
34. Conclusion
JDR model serves as a guideline for
managers to improve work productivity
and employee well-being
"Tend to the people, and they
will tend to the business."
--John Maxwell
36. References
Australian Government Department of Health 2013, Review of Australian Government Health Workforce
Programs, Australian Government Department of Health, 24 May 2013, viewed 20 February
2020, <https://www1.health.gov.au/internet/publications/publishing.nsf/Content/work-review-australian-government-health-
workforce-programs-toc~chapter-7-nursing-midwifery-workforce%E2%80%93education-retention-sustainability~chapter-7-
nursing-midwifery-retention>
Boey, K, Chan, K, Ko, Y, Goh, L, & Lim, G 2007, 'Work stress and psychological well-being among nurses', Social Sciences
in Asia, vol. 11, pp. 33-42.
Happell, B, Dwyer, T, Reid‐Searl, K. Burke, K, Caperchione, C, & Gaskin, C 2013 'Nurses and stress: Recognizing causes and
seeking solutions', Journal of Nursing Management, vol. 21, no. 4, pp. 638-647.
Iau, J 2020, Coronavirus: New initiative gives nurses priority queue for lunch, The Straits Times, 14 February 2020, viewed 20
February 2020, <https://www.straitstimes.com/singapore/health/coronavirus-new-initiative-gives-nurses-priority-queue-for-
lunch>
Japan For Sustainability 2018, Community Nurse Project to Elevate Community Health Across Japan, Japan For
Sustainability, 4 March 2018, viewed 20 February 2020, <https://www.japanfs.org/en/news/archives/news_id036020.html>
Japanese Nursing Association 2020, Recruitment and Human Resources, Japanese Nursing Association, viewed 20 February
2020, <https://www.nurse.or.jp/jna/english/activities/recruitment.html>
37. References
Lim, J, Bogossian, F, & Ahern, K 2010, 'Stress and coping in Singaporean nurses: A literature review', Nursing & Health
Sciences, vol. 12, no. 2, pp. 251-258.
Lim, V, & Yuen, E 1998, 'Doctors, patients, and perceived job image: An empirical study of stress and nurses in
Singapore', Journal of Behavioral Medicine, vol. 21, no. 3, pp. 269-282.
Mukaihata, T, Fujimoto, H & Greiner, C 2019, 'Factors influencing work engagement among psychiatric nurses in
Japan', Journal of Nursing Management.
National Heathcare Group 2020, Staff Benefits and Welfare, National Healthcare Group, viewed 20 February 2020,
<https://corp.nhg.com.sg/Careers/Pages/Staff-Benefit-and-Welfare.aspx>
Pereira, J 2019, Addressing Shortage of Nurses, Ministry of Health Singapore, 5 August 2019, viewed 20 February 2020,
<https://www.moh.gov.sg/news-highlights/details/adddressing-shortage-of-nurses>
Thian, J , Kannusamy, P , He, H & Klainin-Yobas, P 2015, 'Relationships among Stress, Positive Affectivity, and
Work Engagement among Registered Nurses', Psychology, vol. 6, pp. 159-167.
Hinweis der Redaktion
Difference between 2001 and 2007 model:
The updated 2007 model takes into consideration that job demand and resource can affect work health and well-being.
It also factors in burnout and engagement (Well-being)
From the key findings, we are able to define the manager's role in improving job demands and job resources.
JDR model serves as a guideline for managers to improve work productivity and employee well-being
