Investigation of Demand-Resources-Support Job Design Model in the Industrial, Financial, Healthcare, and Public Workplaces

To investigate the effects of job demands on employees in job design, several models have been developed. One of these models is demand-resource-support model. It seems that this model varies in different orga-nizational workplaces because of special fea-tures of these settings. This study was conduc-ted to investigate the demand-resources-sup-port job design model in the industrial, finan-cial, healthcare, and public workplaces. The re-search samples were selected from four sec-tors, namely industry (n=928), healthcare (n=526), financial department (n=483), and public organizations (n=582). The samples res-ponded to research instruments consisting of Time, Physical Effort, Autonomy, Skill Utili-zation, Social Support, Occupational Safety, Task Satisfaction, Organizational Commitment, and Fatigue Questionnaires. Evaluation of mea-surement equivalence in four selections were tested via factor invariance technique. The re-sults showed that the six-factor model has a better fit than other models both in terms of the chi square indexes (respectively, in indus-try=1.85, in hospitals=1.67, in business =1.71, in governmental organizations =1.92) and in terms of absolute and detailed indexes (in all four groups, these values only reach to optimal levels=0.90 in the fifth model), as well as in terms of residual indexes (the amounts in all four groups in the fifth model were less than 0.04). The results showed that, in all four sections, skill utilization predicts task satis-faction and organizational commitment. The required time factor predicts the fatigue, and social support predicts all three variables of task satisfaction, organizational commitment, and fatigue.