Analysis of Job-Related Demands and Resources in Ambulatory Youth Welfare Services: A Qualitative and Quantitative Approach
Abstract
:1. Introduction
2. Theoretical Background
3. Methods
3.1. Systematic Literature Review: the Occupational and Health Situation in Ambulatory Youth Welfare Services
3.2. Qualitative Study
3.2.1. Expert Workshop 1
3.2.2. Focus Group Discussion
3.2.3. Expert Workshop 2
3.3. Measures
Sociodemographic Variables
3.4. Quantitative Study
Sample and Procedure
3.5. Data Analysis
3.5.1. Verifying Reliability
3.5.2. Verifying Criterion Validity
4. Results
4.1. Descriptive Statistics
4.2. Reliability and Correlation Analyses
4.3. Multiple Regression Analyses
5. Discussion
5.1. Summary
5.2. Limitations
5.3. Implications for Research
5.4. Implications for Practice
6. Conclusions
Author Contributions
Funding
Acknowledgments
Conflicts of Interest
References
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Scale | Number of Items | Range | Sample Item | Reference |
---|---|---|---|---|
A. Demands | ||||
Emotional demands | 3 | 1–5 | How often is your work highly demanding? | COPSOQ [34] (Nübling et al. 2017); slightly adapted |
Hiding emotions | 3 | 1–5 | How often does your work require that you hide your feelings? | COPSOQ [34] (Nübling et al. 2017); slightly adapted ISAK-K [35] (Keller et al. 2013) |
Quantitative overload | 3 | 1–5 | How often are you under time pressure? | COPSOQ [34] (Nübling et al. 2017) ISAK-K [35] (Keller et al. 2013) |
Uncertainty in decision making | 3 | 1–5 | How often do you have to make decisions without sufficient information? | ISAK-K [35] (Keller et al. 2013) developed by the authors (1) |
Qualitative overload | 4 | 1–5 | Sometimes I have to do things for which I am not sufficiently trained. | SALSA [36] (Rimann &Udris 1997) developed by the authors (1) |
Social demands by clients | 4 | 1–5 | How often do clients have too high expectations on you? | ISAK-K [35] (Keller et al. 2013) developed by the authors (2) |
Aggression by clients | 2 | Did you experience physical aggression by clients in the last 12 months? | Schablon et al. 2018 [37] | |
Role conflicts | 4 | 1–5 | Are contradictory demands placed on you at work? | COPSOQ [34] (Nübling et al. 2017) developed by the authors (2) |
Physical work environment | 5 | 1–5 | Are you affected at work by the following things? -noise | SALSA [36] (Rimann &Udris 1997) |
B. Resources | ||||
Autonomy | 3 | 1–5 | The job allows me to plan how I do my work. | WDQ [38] Autonomy (Stegmann et al. 2010) |
Participation | 4 | 1–5 | If someone has a good idea, it is possible to put it into practice in this company. | SALSA [36] (Rimann & Udris 1997) and developed by the authors (1) |
Predictability | 2 | 1–5 | At your place of work, are you informed well in advance concerning, for example, important decisions, changes, or plans for the future? | COPSOQ [34] (Nübling et al. 2017) |
Appreciation | 3 | 1–5 | Personal engagement and willingness to perform pays off in this organisation. | DiGa [39] (Ducki 2000) COPSOQ [34] (Nübling et al. 2017) |
Meaning of work | 2 | 1–5 | Is your work meaningful? | COPSOQ [34] (Nübling et al. 2017) |
Feedback/ recognition from the supervisor | 3 | 1–5 | My supervisor lets me know how well I do my work. | GEFA [40] (Vincent-Höper & Stein 2019) |
Fairness/integrity from the supervisor | 3 | 1–5 | My supervisor makes sure that the work is fairly distributed among the employees. | GEFA [40] (Vincent-Höper & Stein 2019) |
Social support from the supervisor | 3 | 1–5 | How much can you rely on your supervisor if problems occur at work. | SALSA [36] (Rimann & Udris 1997) |
Social support from colleagues | 3 | 1–5 | How much can you rely on your colleagues if problems occur at work. | SALSA [36] (Rimann & Udris 1997) |
Social exchange in teams | 2 | 1–5 | I have the opportunity to meet with other colleagues in my work. | WDQ [38] (Stegmann et al. 2010) slightly adapted and developed by the authors (1) |
C. Coping | ||||
Extension of working hours | 3 | 1–5 | How often did you make yourself available for your supervisor, colleagues, or clients during leisure time in the last three months? | Krause et al. 2014 [41] |
Presenteeism | 2 | 1–5 | How often did you work despite being sick in the last three months? | Krause et al. 2014 [41] |
D. Indicators of mental health | ||||
Job satisfaction | 1 | 1–5 | Regarding your work in general. How pleased are you with your job as a whole, everything taken into consideration? | COPSOQ [34] (Nübling et al. 2017) |
Well-being | 5 | 1–6 | In the last two weeks, I have felt cheerful and in good spirits. | WHO 5 [42] |
Depressiveness | 8 | 1–7 | I have sad moods. | Mohr & Müller 2014 [43] |
Personal Burnout | 6 | 1–5 | How often do you feel tired? | CBI [44] (Kristensen et al. 2005) |
M | SD | Cronbachs’ Alpha/rit | Extension of Working Hours | Presenteeism | Job Satisfaction | Well-Being | Depressiveness | Personal Burnout | |
---|---|---|---|---|---|---|---|---|---|
Emotional demands | 3.16 | 0.60 | 0.72 | 0.18 ** | 0.40 *** | −0.32 *** | −0.35 *** | 0.23 ** | 0.36 *** |
Hiding emotions | 3.21 | 0.79 | 0.74 | 0.11 | 0.12 | −0.25 *** | −0.24 *** | 0.21 ** | 0.25 *** |
Quantitative overload | 3.34 | 0.80 | 0.84 | 0.37 *** | 0.31 *** | −0.31 *** | −0.30 *** | 0.24 *** | 0.26 *** |
Uncertainty in decision making | 2.88 | 0.68 | 0.67 | 0.33 *** | 0.27 *** | −0.32 *** | −0.23 ** | 0.38 *** | 0.27 *** |
Qualitative overload | 2.84 | 0.67 | 0.68 | 0.28 *** | 0.22 ** | −0.45 *** | −0.35 *** | 0.33 *** | 0.33 *** |
Social demands (clients) | 3.14 | 0.61 | 0.71 | 0.16 * | 0.27 *** | −0.16 * | −0.22 ** | 0.23 ** | 0.25 *** |
Aggression by clients | 2.02 | 0.95 | 0.63 | 0.21 ** | 0.15 * | −0.16 * | −0.09 | 0.14 * | 0.07 |
Role conflicts | 2.64 | 0.72 | 0.81 | 0.25 *** | 0.37 *** | −0.51 *** | −0.40 *** | 0.34 *** | 0.37 *** |
Physical work environment | 2.48 | 0.75 | 0.74 | 0.20 ** | 0.25 *** | −0.40 *** | −0.24 *** | 0.17 * | 0.27 *** |
Autonomy | 4.03 | 0.66 | 0.75 | −0.16 * | −0.26 *** | 0.42 *** | 0.31 *** | −0.27 *** | −0.33 *** |
Participation | 3.10 | 0.97 | 0.86 | 0.02 | −0.10 | 0.52 *** | 0.26 *** | −0.21 ** | −0.19 ** |
Predictability | 3.65 | 1.04 | 0.68 | −0.09 | −0.20 ** | 0.52 *** | 0.33 *** | −0.29 *** | −0.27 *** |
Appreciation | 2.84 | 0.83 | 0.76 | −0.08 | −0.15 * | 0.59 *** | 0.35 *** | −0.32 *** | −0.31 *** |
Meaning of work | 4.39 | 0.69 | 0.72 | −0.01 | −0.15 * | 0.40 *** | 0.34 *** | −0.27 *** | −0.24 *** |
Feedback/recognition (supervisor) | 3.09 | 1.12 | 0.93 | −0.03 | −0.09 | 0.44 *** | 0.27 *** | −0.26 *** | −0.29 *** |
Fairness/integrity (supervisor) | 3.57 | 1.01 | 0.87 | −0.07 | −0.11 | 0.41 *** | 0.21 ** | −0.17 * | −0.22 ** |
Social support (supervisor) | 3.85 | 1.03 | 0.91 | −0.02 | −0.08 | 0.47 *** | 0.19 ** | −0.13 * | −0.22 ** |
Social support (colleagues) | 4.16 | 0.77 | 0.88 | −0.07 | −0.08 | 0.35 *** | 0.30 *** | −0.27 *** | −0.26 *** |
Social exchange (teams) | 3.83 | 0.97 | 0.67 | −0.21 ** | −0.16 * | 0.44 *** | 0.27 *** | −0.25 *** | −0.26 *** |
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Vincent-Höper, S.; Lengen, J.C.; Kersten, M.; Gregersen, S. Analysis of Job-Related Demands and Resources in Ambulatory Youth Welfare Services: A Qualitative and Quantitative Approach. Int. J. Environ. Res. Public Health 2020, 17, 2941. https://doi.org/10.3390/ijerph17082941
Vincent-Höper S, Lengen JC, Kersten M, Gregersen S. Analysis of Job-Related Demands and Resources in Ambulatory Youth Welfare Services: A Qualitative and Quantitative Approach. International Journal of Environmental Research and Public Health. 2020; 17(8):2941. https://doi.org/10.3390/ijerph17082941
Chicago/Turabian StyleVincent-Höper, Sylvie, Julia C. Lengen, Maren Kersten, and Sabine Gregersen. 2020. "Analysis of Job-Related Demands and Resources in Ambulatory Youth Welfare Services: A Qualitative and Quantitative Approach" International Journal of Environmental Research and Public Health 17, no. 8: 2941. https://doi.org/10.3390/ijerph17082941