Journal of Health and Safety at Work

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Introduction: Teaching has been reported stressful. Although, the majority of teachers aren’t anxious or unmotivated and they even consider their job valuable and satisfying. Job demands-resources (JD-R) is a comprehensive model in occupational stress domain that simultaneously examines the stressful and motivational aspects of occupations and their related outcomes. Accordingly, the objective of this paper is to investigate job characteristics of teaching (job demands and job resources) and their subsequent outcomes by utilizing proposed model.

Material and Method: This study was a cross-sectional design among 247 high school teachers in Tehran city who were selected by two-stage cluster sampling in spring and summer of 1391. Three aspects of job demands (pupil misbehavior, work-family conflict, and cognitive demand), 2 aspects of job resources (supervisory support and job condition), emotional exhaustion, vigor, teacher’s illness symptoms, and organizational commitment were assessed using job demands-resources model. The data were analyzed by means of SPSS 21 program and path analysis by using AMOS 23 program.

Result: According to the results, model fit indices were in acceptable range and all the coefficient paths were significant (p<0.001). Considering model, Job demands were a better predictor for emotional exhaustion (β=0.3) than job resources (β=0.2). However, they had an equal but opposite impact on vigor (β=±0.27). Moreover, we observed partial mediation relationships between job demands and illness symptoms and job resources and organizational commitment via emotional exhaustion and vigor respectively.

Conclusion: Based on the findings, fostering initiatives with priorities of firstly regulating job demands and secondly improving job resources can be effective strategies to reduce job related burnout and promoting job engagement, health and organizational commitment of teachers

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Introduction: The increasing advancement of technology in the field of digital technology and automation has led to a change in the line of work and job content, and it seems that organizations are pushing their employees towards harder and longer work, which affects the health of employees. This study investigated the impact of job demands and resources on overtime and work-related health through the mediation of workaholism and work engagement.
Material and Methods: The work is a descriptive survey in terms of purpose and nature. The study’s statistical population consisted of employees of Isfahan Metro Company (320 people), of which (175 people) were studied by Simple Random Sampling. To collect the required information, Spence and Robbin’s (1992) Addiction Questionnaire, Lodahl and Kejner’s (1965), Langseth-Eide’s (2019) Perceived Health-Related Questionnaire, and Bryson Bangers’ Caricature Content (1998) were distributed and supplemented based on a Likert scale. A Structural equation model (SEM) was used to test the hypotheses.
Results: The results showed that job demands on workaholism (β=0.394, T=5.969, P <0.05) and job resources had a positive and significant relationship with work engagement (β =0.502, T =7.832, p <0.05), and workaholism and work engagement on the relationship between job demands and resources over time and health. Mediating work-related perceptions (Z= 4.383, Z= 2.189, Z= 3.797). In addition, job resources did not moderate the relationship between job demands and workaholism (β= -0.049, T =1.333, p> 0.05). 
Conclusion: The results of this study showed that there is a distinction between workaholism and work engagement as two different types of hard work (i.e., negative and positive) in the health process in the JD-R model.