Job demands-resources model

* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Re

The Job Demands?Resources model: Challenges for future research

Motivation: The motivation of this overview is to present the state of the art of Job Demands-Resources (JD-R) model whilst integrating the various contributions to the special issue. Research purpose: To provide an overview of the JD-R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced. Research design: Qualitative and quantitative studies on the JD-R model were reviewed to enlighten the health and motivational processes suggested by the model. Main findings: Next to the confirmation of the two suggested processes of the JD-R model, the studies of the special issue showed that the model can be used to predict work-place bullying, incidences of upper respiratory track infection, work-based identity, and early retirement intentions. Moreover, whilst psychological safety climate could be considered as a hypothetical precursor of job demands and resources, compassion satisfaction moderated the health process of the model. Contribution/value-add: The findings of previous studies and the studies of the special issue were integrated in the JD-R model that can be used to predict well-being and performance at work. New avenues for future research were suggested. Practical/managerial implications: The JD-R model is a framework that can be used for organisations to improve employee health and motivation, whilst simultaneousl

The Moderating Role of Culture in the Job Demands-Resources Model

During the past few decades, occupational health researchers have examined the effects of work characteristics on job stress and employee wellbeing (Beehr & Franz, 1987; Caulfield, Chang, Dollard, & Elshaug, 2004; Jex, 1998; Jex & Britt, 2014; Schaufeli & Greenglass, 2001; Sparks, Faragher, & Cooper, 2001). With the help of the Job Demands-Resources model (JD-R model; Bakker & Demerouti, 2007; Bakker, Demerouti, & Schaufeli, 2003; Demerouti, Bakker, de Jonge, Janssen, & Schaufeli, 2001; Schaufeli & Bakker, 2004), researchers have been able to examine the impact of jobspecific work characteristics (demands and resources) on employee wellbeing. The work processes outlined in the JD-R model have demonstrated utility in predicting a variety of health-related outcomes in various occupations and settings, and as a result, the model has received considerable support in the literature (e.g., Bakker & Demerouti, 2007; Schaufeli & Taris, 2014; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007). However, it is possible that national culture influences occupational-health theories such as the JD-R model. Research exploring the tenets of the model under the lens of national culture has been limited to a few studies and has relied on generic demands and resources (e.g., Brough et al., 2003; Farndale & Murrer, 2015; Liu, Spector, & Shi, 2007). As such, the present research effort proposed to test the basic tenets of the JD-R model under the lens of national culture. Using the framework of Hofstede’s (1980, 2001; Hofstede, Hofstede, & Minkov, 2010) dimensions to define and assess national culture, in this study, I tested whether the demands/burnout (exhaustion and disengagement) and the resources/work engagement relationships differed depending on employees’ national iv culture. To do this, I collected data from nurses in two countries representing different national cultures: Spain and the United States

Elucidating the role of recovery experiences in the Job Demands-Resources Model

Subject to file availability and provided the posting includes a prominent statement of the full bibliographical details, a copyright notice in the name of the copyright holder (Cambridge University Press or the sponsoring Society, as appropriate), and a link to the online edition of the Journal at Cambridge Journals Online.Based on the Job Demands-Resources (JD-R) model, the current study examined the moderating role of recovery experiences (i.e., psychological detachment from work, relaxation, mastery experiences, and control over leisure time) on the relationship between one job demand (i.e., role conflict) and workand health-related outcomes. Results from our sample of 990 employees from Spain showed that psychological detachment from work and relaxation buffered the negative impact of role conflict on some of the proposed outcomes. Contrary to our expectations, we did not find significant results for mastery and control regarding moderating effects. Overall, findings suggest a differential pattern of the recovery experiences in the health impairment process proposed by the JD-R model.El estudio que aquí se presenta se fundamenta en el modelo de Demandas-Recursos Laborales y se centra en el análisis de las experiencias de recuperación distanciamiento psicológico, relajación, búsqueda de retos y ocio) como moderadoras de la relación entre las demandas laborales (conflicto de rol) y la salud relacionada con el trabajo. Los resultados obtenidos con una muestra laboral española de 990 trabajadores muestra que el distanciamiento psicológico y la relajación median el impacto negativo del conflicto de rol en las medidas propuestas. Contrariamente a los resultados esperados, no se encontraron resultados significativos para las variables de recuperación, mastery y ocio. En general, los resultados sugieren un patrón diferencial de las experiencias de recuperación en el proceso de salud propuesto por el modelo de Demandas-Recursos Laborales

Job Demands–Resources Model Affects the Performance of Associate Nurses in Hospital

Low nurses’ performance is related with increased job demands and unprofessional job resources. This cross-sectional study aimed to analyze the effects of the job demands–resources model on the performance of associate nurses. The study population was composed of 126 nurses randomly selected. Data were analyzed using the multiple linear regression test. The results showed that job demands and job resources significantly affected the performance of associate nurses. A moderate or heavy level of job demands supported with good job resources will have a positive effect on nurse motivation; thus, nurse’s performance remains good. Job demands must be balanced with job resources, which is important in formulating an organizational policy model that contributes to improving nurse performance.Abstrak Model Tuntutan-Sumber Daya Pekerjaan Memengaruhi Kinerja Perawat Pelaksana di Rumah Sakit. Kurangnya kinerja perawat berkaitan dengan tuntutan pekerjaan yang meningkat dan sumber daya pekerjaan yang tidak profesional. Penelitian ini bertujuan untuk menganalisis pengaruh job demands-resources model terhadap kinerja perawat pelaksana dengan menggunakan cross-sectional. Sampel dalam penelitian ini sebanyak 126 perawat ruangan rawat inap dan menggunakan teknik simple random sampling. Analisis dilakukan menggunakan persamaan regresi linier berganda. Hasil penelitian menunjukkan bahwa job demands-resources model berpengaruh terhadap kinerja perawat pelaksana. Tuntutan pekerjaan pada kategori sedang maupun berat namun diimbangi dengan sumber daya pekerjaan yang baik, maka perawat memiliki motivasi yang bersifat positif sehingga kinerja perawat tetap baik. Direkomendasikan pada pihak manajemen agar tuntutan pekerjaan yang diberikan harus diseimbangkan dengan sumber daya pekerjaan sehingga pada akhirnya dapat dirumuskan model kebijakan organisasi yang berkonstribusi dalam meningkatkan kinerja perawat. Kata Kunci: job demands-resources model, kinerja perawa

Job Demands–Resources Model Affects the Performance of Associate Nurses in Hospital

Low nurses’ performance is related with increased job demands and unprofessional job resources. This cross-sectional study aimed to analyze the effects of the job demands–resources model on the performance of associate nurses. The study population was composed of 126 nurses randomly selected. Data were analyzed using the multiple linear regression test. The results showed that job demands and job resources significantly affected the performance of associate nurses. A moderate or heavy level of job demands supported with good job resources will have a positive effect on nurse motivation; thus, nurse’s performance remains good. Job demands must be balanced with job resources, which is important in formulating an organizational policy model that contributes to improving nurse performance.   Abstrak Model Tuntutan-Sumber Daya Pekerjaan Memengaruhi Kinerja Perawat Pelaksana di Rumah Sakit Z Medan, Indonesia. Kurangnya kinerja perawat berkaitan dengan tuntutan pekerjaan yang meningkat dan sumber daya pekerjaan yang tidak profesional. Penelitian ini bertujuan untuk menganalisis pengaruh job demands-resources model terhadap kinerja perawat pelaksana dengan menggunakan cross-sectional. Sampel dalam penelitian ini sebanyak 126 perawat ruangan rawat inap dan menggunakan teknik simple random sampling. Analisis dilakukan menggunakan persamaan regresi linier berganda. Hasil penelitian menunjukkan bahwa job demands-resources model berpengaruh terhadap kinerja perawat pelaksana. Tuntutan pekerjaan pada kategori sedang maupun berat namun diimbangi dengan sumber daya pekerjaan yang baik, maka perawat memiliki motivasi yang bersifat positif sehingga kinerja perawat tetap baik. Direkomendasikan pada pihak manajemen agar tuntutan pekerjaan yang diberikan harus diseimbangkan dengan sumber daya pekerjaan sehingga pada akhirnya dapat dirumuskan model kebijakan organisasi yang berkonstribusi dalam meningkatkan kinerja perawat. Kata Kunci: job demands-resources model, kinerja perawa

Not all job demands are equal: differentiating job hindrances and job challenges in the Job Demands-Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job-Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N1=261 and N2=441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice

The job demands-resources model of work engagement in South African call centres

Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives.Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement.Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies.Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed.Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement.Practical/managerial implications: Both the content and context of jobs need to be addressed to increase the personal and job resources of call centre representatives.Contribution/value-add: The Job Demands-Resources model of work engagement can be used to improve the occupational health and performance of employees in call centres