Applying the Job Demands-Resources model : A ‘how to’ guide to measuring and tackling work engagement and burnout
TL;DR: Organizations have a legal obligation to monitor psychosocial risk factors and improve employee’s health and well-being and what has occupational health psychology to offer.
About: This article is published in Organizational Dynamics.The article was published on 2017-04-01. It has received 373 citations till now. The article focuses on the topics: Job demands-resources model & Burnout.
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TL;DR: The job demands-resources (JD-R) model is an influential framework to understand how job characteristics foster employee well-being as discussed by the authors, but it is not suitable for the cross-sectional focus of most JD-R models.
Abstract: The job demands-resources (JD-R) model is an influential framework to understand how job characteristics foster employee well-being. Differing from the cross-sectional focus of most JD-R model revi...
316 citations
Cites background or methods from "Applying the Job Demands-Resources ..."
...Demerouti, Le Blanc, Bakker, Schaufeli, and Hox (2009) *** *** *** **** ****...
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...This model (Schaufeli, 2017) is depicted in Figure 1....
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...As a salutogenic health indicator, Schaufeli, Salanova, GonzálezRomá, and Bakker (2002) introduce the concept of work engagement....
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...Given the recent observable trend in occupational health psychology to focus on positive aspects of health, Schaufeli and Bakker (2004) later supplemented these ideas by adding work engagement as a positive dimension...
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...Do the longitudinal causal effect sizes confirm the essential assumptions of the JD-R model as stated by Schaufeli (2017)?...
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TL;DR: The results of this two-wave longitudinal study suggest that the Balance between Risks and Resources (BR2) theory proposed here is a relevant framework to predict and explain parental burnout.
Abstract: Parental burnout is a specific syndrome resulting from enduring exposure to chronic parenting stress. But why do some parents burn out while others, facing the same stressors, do not? The main aim of this paper was to propose a theory of parental burnout capable of predicting who is at risk of burnout, explaining why a particular parent burned out and why at that specific point in time, and providing directions for intervention. The secondary goal was to operationalize this theory in a tool that would be easy to use for both researchers and clinicians. The results of this two-wave longitudinal study conducted on 923 parents suggest that the Balance between Risks and Resources (BR2) theory proposed here is a relevant framework to predict and explain parental burnout. More specifically, the results show that (1) the BR2 instrument reliably measures parents' balance between risks (parental stress-enhancing factors) and resources (parental stress-alleviating factors), (2) there is a strong linear relationship between BR2 score and parental burnout, (3) parental burnout results from a chronic imbalance of risks over resources, (4) BR2 predicts parental burnout better than job burnout and (5) among the risk and resource factors measured in BR2, risks and resources non-specific to parenting (e.g., low stress-management abilities, perfectionism) equally predict parental and job burnout, while risks and resources specific to parenting (e.g., childrearing practices, coparenting) uniquely predict parental burnout.
145 citations
Cites background from "Applying the Job Demands-Resources ..."
...This model constitutes the best theory of job burnout so far, because it not only explains and predicts the occurrence of job burnout (Hakanen et al., 2008) but also provides clear directions for reducing burnout in organizations (see e.g., Schaufeli, 2017)....
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TL;DR: In this paper, the authors proposed and tested a moderated mediation model to investigate the direct and mediated effect of workplace bullying on employee emotional exhaustion via psychological distress and r......
Abstract: The present study proposes and tests a moderated mediation model investigating the direct and mediated effect of workplace bullying on employee emotional exhaustion via psychological distress and r...
90 citations
Cites background or methods from "Applying the Job Demands-Resources ..."
...An extension of the JD-R model includes personal resources (Schaufeli, 2017) and our study in this sense extends Xanthopoulou, Bakker, Demerouti, and Schaufeli’s (2009) array of personal resources (optimism, self-efficacy and selfesteem) by modeling resilience as such, because it is an individual…...
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...…emotional demands (van Woerkom et al., 2016), interpersonal conflicts, harassment, and work-family conflict (Bande, Jaramillo, FernándezFerrín, & Varela, 2019; Huang, Wang, & You, 2016; Schaufeli, 2017) represents a viable source of psychological impairment which causes emotional exhaustion....
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TL;DR: In this paper, a cross-sectional survey and partial least squares path modeling tool are used to determine the complex essence of the work engagement and well-being of cruise ship employees.
81 citations
TL;DR: In this article, the authors analyze the relation between psychological contracts and work engagement in a Portuguese military organization undergoing significant change and propose that both the relational and the balanced contracts lead to higher levels of work engagement, while the transitional and the transactional contracts led to lower levels of engagement.
80 citations
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TL;DR: Results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
Abstract: The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
8,244 citations
TL;DR: In this paper, the authors give a state-of-the-art overview of the job demands resources (JD•R) model and discuss the strengths and weaknesses of the demand control model and the effort reward imbalance model regarding their predictive value for employee well being.
Abstract: Purpose – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) modelDesign/methodology/approach – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.Findings – The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.Originality/value – This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to i...
7,681 citations
TL;DR: In this paper, a model is tested in which burnout and engagement have different predictors and different possible consequences, showing that burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources.
Abstract: This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.
7,068 citations
TL;DR: In this article, the authors examined longitudinal relationships between job resources, personal resources, and work engagement and found that job and personal resources related positively to T1 job engagement and T2 personal resources.
1,456 citations
01 Jan 2014
TL;DR: The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process) as discussed by the authors.
Abstract: The Job Demands-Resources model (JD-R model) became highly popular among researchers. The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process). This chapter reviews the assumptions and development of the JD-R model and presents an overview of important findings obtained with the model. Although these findings largely support the model’s assumptions, there are still several important unresolved issues regarding the JD-R, including the model’s epistemological status, the definition of and distinction between “demands” and “resources,” the incorporation of personal resources, the distinction between the health impairment and the motivational processes, the issue of reciprocal causation, and the model’s applicability beyond the individual level. The chapter concludes with an agenda for future research and a brief discussion of the practical application of the model.
1,344 citations