Taking the Sting out of Job Pressure: Resources, Higher Status, and the Enhanced Buffering Hypothesis

• In Event: 378 - Open Refereed Roundtable Session II
  In Refereed Roundtable: B. Table 05. Work and Occupations

Abstract

What takes the sting out of job pressure? On view is that workplace resources reduce the impact of job pressure on subjective well-being. This is known as the buffering hypothesis as articulated in the job demands-control model (JD-C and the more recent job demand-resources model (JD-R). Research in this area has articulated the ways that two central characteristics of all jobs - demands and resources - influence a variety of work related outcomes, but also several dimensions of subjective well-being such as anxiety and job dissatisfaction. The first objective of this study is to further investigate the buffering hypothesis. More specifically, this study probes whether or not challenging work, job autonomy, and schedule control buffer the impact of job pressure on two indicators of subjective well-being: anxiety and job dissatisfaction. I further expand on the buffering by asking: Does the moderating influence of job resources, when and if any exist, depend upon one’s level of education? Tests for 3-way interaction effects indicate that the buffering hypothesis, in certain circumstances, is more relevant for some individuals than others depending on education level.

Author

• Jonathan Tomas Koltai, University of Toronto