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Journal articles on the topic 'Job Demands-Resources Model'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Van den Broeck, Anja. "Het Job Demands-Resources model." Gedrag & Organisatie 26, no. 4 (2013): 449–66. http://dx.doi.org/10.5553/geno/092150772013026004005.

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Schaufeli, Wilmar B. "Applying the Job Demands-Resources model." Organizational Dynamics 46, no. 2 (2017): 120–32. http://dx.doi.org/10.1016/j.orgdyn.2017.04.008.

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Minnotte, Krista Lynn. "Extending the Job Demands–Resources Model." Journal of Family Issues 37, no. 3 (2014): 416–40. http://dx.doi.org/10.1177/0192513x13518777.

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Bickerton, Grant R., Maureen H. Miner, Martin Dowson, and Barbara Griffin. "Spiritual resources in the job demands-resources model." Journal of Management, Spirituality & Religion 11, no. 3 (2014): 245–68. http://dx.doi.org/10.1080/14766086.2014.886517.

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Scholze, Alexander, and Achim Hecker. "Digital Job Demands and Resources: Digitization in the Context of the Job Demands-Resources Model." International Journal of Environmental Research and Public Health 20, no. 16 (2023): 6581. http://dx.doi.org/10.3390/ijerph20166581.

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This study comprehensively investigates the effects of digitization in the workplace, with a specific focus on white-collar employees, using the job demands-resources (JD-R) model as a theoretical framework. By examining the intricate interplay between digital job demands and digital job resources, the research offers valuable insights to help organizations navigate the complexities caused by technological advancements. Utilizing a qualitative triangulation approach, the research combines a systematic literature review with a thematic analysis of 15 interdisciplinary expert interviews. Thereby

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Kattenbach, Ralph, and Simon Fietze. "Entrepreneurial orientation and the job demands-resources model." Personnel Review 47, no. 3 (2018): 745–64. http://dx.doi.org/10.1108/pr-08-2016-0194.

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Purpose The purpose of this paper is to examine the influence of entrepreneurial orientation (EO) within the framework of the job demands-resources (JD-R) model. Design/methodology/approach The sample of N=597 white-collars in the German media and IT industry is drawn via the professional network XING. Cross-sectional mediator models are used to test the hypothesis. Findings The processes proposed by the JD-R model find empirical support. Job demands primarily cause exhaustion while job resources increase job satisfaction. Besides, job demands reduce job satisfaction and job resources lead to

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Demerouti, Evangelia, Arnold B. Bakker, Friedhelm Nachreiner, and Wilmar B. Schaufeli. "The job demands-resources model of burnout." Journal of Applied Psychology 86, no. 3 (2001): 499–512. http://dx.doi.org/10.1037/0021-9010.86.3.499.

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van den Tooren, Marieke, and Jeroen de Jong. "Job demands-resources and employee health and well-being." Career Development International 19, no. 1 (2014): 101–22. http://dx.doi.org/10.1108/cdi-05-2013-0058.

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Purpose – The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract). Design/methodology/approach – Survey data were collected in a large, heterogeneous sample from different countries, sectors, and jobs (n=3,845). Hypotheses were tested by means of multilevel analyses. Findings – Results showed moderate support for the main effects of job demands (job insecurity and time pressure) and job resources (autonomy and social support) and weak support for the buffer e

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Kunte, Manjiri, and Parisa Rungruang. "Test of the job demand resources model in Thailand." International Journal of Organization Theory & Behavior 22, no. 1 (2019): 2–21. http://dx.doi.org/10.1108/ijotb-03-2018-0036.

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PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement.

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Brauchli, Rebecca, Gregor J. Jenny, Désirée Füllemann, and Georg F. Bauer. "Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes." BioMed Research International 2015 (2015): 1–12. http://dx.doi.org/10.1155/2015/959621.

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Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate—selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negativ

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Schaufeli, Wilmar B. "Engaging leadership in the job demands-resources model." Career Development International 20, no. 5 (2015): 446–63. http://dx.doi.org/10.1108/cdi-02-2015-0025.

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Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and eng

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Demerouti, Evangelia, Arnold B. Bakker, and Yitzhak Fried. "Work orientations in the job demands‐resources model." Journal of Managerial Psychology 27, no. 6 (2012): 557–75. http://dx.doi.org/10.1108/02683941211252428.

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Van den Broeck, Anja, Nele De Cuyper, Hans De Witte, and Maarten Vansteenkiste. "Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model." European Journal of Work and Organizational Psychology 19, no. 6 (2010): 735–59. http://dx.doi.org/10.1080/13594320903223839.

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Priyono, Hamal Agung, Dodi Wirawan Irawanto, and Nanang Suryadi. "Job demands-resources, work engagement, and organizational commitment." International Journal of Research in Business and Social Science (2147- 4478) 11, no. 1 (2022): 117–29. http://dx.doi.org/10.20525/ijrbs.v11i1.1546.

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This study presents the Job Demands-Resources (JD-R) model to investigate employees’ organizational commitment. The purpose of this study is to examine the effect of job demands and job resources on organizational commitment, as well as the mediating effect of work engagement, in the context of Indonesian state-owned enterprises. Data were gathered using a questionnaire from 115 employees of a state-owned enterprise. Partial Least Squares - Structural Equation Modeling (PLS-SEM) was performed to analyze data. Results of data analysis indicate the negative influence of job demands and positive

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Batubara, Khairunnisa, Bustami Syam, and Sri Eka Wahyuni. "Job Demands–Resources Model Affects the Performance of Associate Nurses in Hospital." Jurnal Keperawatan Indonesia 23, no. 2 (2020): 111–18. http://dx.doi.org/10.7454/jki.v23i2.1132.

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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,

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Lee, Sang-Hoon, Yuhyung Shin, and Seung Ik Baek. "The Impact Of Job Demands And Resources On Job Crafting." Journal of Applied Business Research (JABR) 33, no. 4 (2017): 827. http://dx.doi.org/10.19030/jabr.v33i4.10003.

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Organizations are constantly under pressure for survival in the current highly volatile work environment. This change has been accelerated by trends such as smart work environments and artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting grounds for transformation and modification of general roles and specific tasks. Based on the job demands-resources model, our hypotheses are tested using empirical d

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Grover, Steven L., Stephen T. T. Teo, David Pick, Maree Roche, and Cameron J. Newton. "Psychological capital as a personal resource in the JD-R model." Personnel Review 47, no. 4 (2018): 968–84. http://dx.doi.org/10.1108/pr-08-2016-0213.

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Purpose The purpose of this paper is to demystify the role of the personal resource of psychological capital (PsyCap) in the job demands-resources model. The theory suggests that personal resources directly influence perceptions of job demands, job resources, and outcomes. Alternatively, personal resources may moderate the impact of job demands and job resources on outcomes. Design/methodology/approach A survey of 401 nurses working in the Australian healthcare sector explores the relations among PsyCap, job demands and resources, and psychological well-being and work engagement. Findings The

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Huang, Jie, Yansong Wang, and Xuqun You. "The Job Demands-Resources Model and Job Burnout: The Mediating Role of Personal Resources." Current Psychology 35, no. 4 (2015): 562–69. http://dx.doi.org/10.1007/s12144-015-9321-2.

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Bon, Abdul Talib, and Abdirahman Mohamud Shire. "Review of Conservation of Resources Theory in Job Demands and Resources Model." International Journal of Global Optimization and Its Application 1, no. 4 (2022): 236–48. http://dx.doi.org/10.56225/ijgoia.v1i4.102.

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This paper provides background information about the underpinning theory of the model of job demands-resources model (JD-R model), which is the conservation of resources theory. The Conservation of resources (COR) theory became highly popular among researchers. Conservation of resources (COR) theory postulates the link between job demands-resources, personal resources, organizational commitment, work engagement, turnover intentions, and job performance. This paper discusses COR theory, which is the main theory that underpins the present research. This paper reviews the assumptions and developm

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Gho, Jung-han, Myung-shin Ha, and Sung-kwang Choi. "Job Burnout and Job Engagement in Cargo Employees: A Job Demands-Resources Model." Korean Academy Of International Commerce 37, no. 2 (2022): 209–34. http://dx.doi.org/10.18104/kaic.2022.37.2.209.

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Purpose : This study the effect of job characteristics on job burnout, job enthusiasm, job satisfaction, and organizational commitment by using job demand-resource model for cargo employees in Port of Busan. Research design, data and methodology : Based on a literature search, research models and hypotheses were developed, and 200 sets of data were collected from cargo workers. The data were analyzed under structural equation modeling(SEM) for hypothesis verification. Results : First, we found that job demands had a significant positive effect on job burnout, and did not have a sig

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Hu, Qiao, Wilmar B. Schaufeli, and Toon W. Taris. "Extending the job demands-resources model with guanxi exchange." Journal of Managerial Psychology 31, no. 1 (2016): 127–40. http://dx.doi.org/10.1108/jmp-04-2013-0102.

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Purpose – The purpose of this paper is to differentiate between two types of job resources (i.e. task resources and social resources) and extends the job demands-resources (JD-R) model with a typically Chinese form of social exchange – guanxi exchange – to increase its applicability in the Chinese context. Design/methodology/approach – Multigroup structural equation analysis was used to test the hypotheses in two cross-sectional Chinese samples of 463 police officers and 261 nurses. Findings – Results supported the distinction between social resources and task resources. Social resources were

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Xanthopoulou, Despoina, Arnold B. Bakker, Evangelia Demerouti, and Wilmar B. Schaufeli. "The role of personal resources in the job demands-resources model." International Journal of Stress Management 14, no. 2 (2007): 121–41. http://dx.doi.org/10.1037/1072-5245.14.2.121.

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Bickerton, Grant R., Maureen H. Miner, Martin Dowson, and Barbara Griffin. "Incremental validity of spiritual resources in the job demands-resources model." Psychology of Religion and Spirituality 7, no. 2 (2015): 162–72. http://dx.doi.org/10.1037/rel0000012.

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McGregor, Alisha, Christopher A. Magee, Peter Caputi, and Donald Iverson. "A job demands-resources approach to presenteeism." Career Development International 21, no. 4 (2016): 402–18. http://dx.doi.org/10.1108/cdi-01-2016-0002.

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Purpose Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement. Design/methodology/approach A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analy

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Rodriguez-Muñoz, Alfredo, Ana I. Sanz-Vergel, Evangelia Demerouti, and Arnold B. Bakker. "Reciprocal Relationships Between Job Demands, Job Resources, and Recovery Opportunities." Journal of Personnel Psychology 11, no. 2 (2012): 86–94. http://dx.doi.org/10.1027/1866-5888/a000049.

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The aim of this study was to explore longitudinal relationships between job demands, job resources, and recovery opportunities. On the basis of the Job Demands-Resources model and Conservation of Resources theory we hypothesized that we would find reciprocal relations between job demands, job resources, and recovery opportunities over time. The sample was composed of 502 employees from a chemical processing company in the Netherlands, and we used a time lag of 1 year. Results of structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workload

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Bakker, Arnold B., Marc van Veldhoven, and Despoina Xanthopoulou. "Beyond the Demand-Control Model." Journal of Personnel Psychology 9, no. 1 (2010): 3–16. http://dx.doi.org/10.1027/1866-5888/a000006.

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This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were significant for task enjoyment and 13 of the 16 interactions were significant for organizational commitment. Job resources (skill utilization, learning oppo

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Markovič, Daniel, Júlia Fričová, and Katarína Kohútová. "BURNOUT SYNDROME IN SLOVAK TEACHERS IN RELATION TO SELECTED VARIABLES OF THE JOB DEMAND RESOURCES MODEL." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 1 (May 22, 2024): 736–44. http://dx.doi.org/10.17770/sie2024vol1.7870.

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The aim of this paper is to explore and analyse the prevalence of risk factors (and factors) associated with burnout among Slovak teachers. The research sample consists of 274 respondents: teachers, school principals, and other pedagogical staff. We used the Job Demand Resources Model (JD-R model), which suggests that the interplay between job demands and resources determines the overall impact on employee well-being. Jobs with high demands and low resources are likely to lead to burnout and health issues, while jobs with high demands but sufficient resources can lead to positive outcomes such

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A'yuninnisa, Rizqi Nur'aini, Acintya Ratna Priwati, Ramadhan Dwi Marvianto, Fuad Hamsyah, and Faturochman Faturochman. "Unraveling the Work-Related Distress Profiles of Election Officers in Yogyakarta: Lessons Learned from the 2019 General Election." Jurnal Psikologi 50, no. 3 (2023): 299. http://dx.doi.org/10.22146/jpsi.89858.

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Drawing from the 2019 electoral incident, this study seeks to comprehend election officials’ working context, providing insights for the forthcoming 2024 general election (Pemilu). Specifically, this study investigates the working conditions of election officials during Indonesia's 2019 general election by examining their job demands, job resources, psychological and physical stress responses. Utilizing the job demands-resources (JD-R) model, the study evaluated the job demands, job resources, psychological and physical stress responses of 212 election officials in Yogyakarta Province using pa

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Chen, Shu-Ling, ChihTing Shih, and Nai-Wen Chi. "A multilevel job demands–resources model of work engagement." Academy of Management Proceedings 2018, no. 1 (2018): 15803. http://dx.doi.org/10.5465/ambpp.2018.15803abstract.

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Liu, Min-shi. "Does Technology Make Employees Happier?-Job Demands-Resources Model." Academy of Management Proceedings 2021, no. 1 (2021): 11543. http://dx.doi.org/10.5465/ambpp.2021.11543abstract.

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Llorens, Susana, Arnold B. Bakker, Wilmar Schaufeli, and Marisa Salanova. "Testing the robustness of the job demands-resources model." International Journal of Stress Management 13, no. 3 (2006): 378–91. http://dx.doi.org/10.1037/1072-5245.13.3.378.

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Bakker, Arnold B., and Evangelia Demerouti. "The Job Demands‐Resources model: state of the art." Journal of Managerial Psychology 22, no. 3 (2007): 309–28. http://dx.doi.org/10.1108/02683940710733115.

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Huynh, Jasmine-Yan, Anthony H. Winefield, Despoina Xanthopoulou, and Jacques C. Metzer. "Burnout and Connectedness in the Job Demands–Resources Model." American Journal of Hospice and Palliative Medicine® 29, no. 6 (2011): 462–75. http://dx.doi.org/10.1177/1049909111430224.

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Ahmad, Juliana, Fairos Siti Saffardin, and Kok Ban Teoh. "Do Job Demands-Resources Model Affect Burnout among Penang Preschool Teachers." Asia Proceedings of Social Sciences 7, no. 1 (2021): 60–63. http://dx.doi.org/10.31580/apss.v7i1.1767.

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The vulnerability to burnout among teachers from Penang preschool has become an intense issue to be addressed. Moreover, preschool teachers struggle with more burnout when there are greater levels of job demands and insufficient levels of job resources. Therefore, this paper aimed to inspect the predictors of burnout among preschool teachers. Besides, this paper examines also work engagement as the promising mediator. There was a total of 102 participations by Penang preschool teachers in the research. The study discovered that work engagement was in a significant negative relationship with bu

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Keena, Linda D., Eric G. Lambert, Stacy H. Haynes, David May, and Patricia A. Doty. "Testing the Job Demands-Resources Model with Organizational Trust among Prison Staff." Criminal Justice Review 47, no. 2 (2022): 148–66. http://dx.doi.org/10.1177/07340168221076789.

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Trust is an essential component of effective organizations and may be especially important in corrections because of the unique challenges this work environment presents. In corrections, trust in both supervisors and the administration is critical to ensuring the safety and security of staff, inmates, and the community. Previous research has revealed important implications of organizational trust, but less is known about the workplace factors that shape organizational trust. Scholars have divided these workplace factors into job demands and job resources. Using data from 322 correctional staff

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Frank, James, Eric G. Lambert, and Hanif Qureshi. "Examining Police Officer Work Stress Using the Job Demands–Resources Model." Journal of Contemporary Criminal Justice 33, no. 4 (2017): 348–67. http://dx.doi.org/10.1177/1043986217724248.

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Policing has long been recognized as a stressful, emotionally trying, and sometimes dangerous occupation. Job stress is related to several harmful outcomes for officers, and ultimately police organizations. The present study empirically examined the applicability of the job demands–resources model to explain levels of work stress experienced by a sample of police officers in India. Survey data collected from 827 officers in the Indian state of Haryana were examined to determine the impact of five job demands and four job resources on work stress. Our findings suggest that role ambiguity, role

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Korsakienė, Renata, Asta Stankeviciene, and Ayesha Nawal. "Work engagement and individual performance of teachers: The role of job demands and job resources." Problems and Perspectives in Management 22, no. 3 (2024): 528–41. http://dx.doi.org/10.21511/ppm.22(3).2024.40.

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This study aims to investigate factors impacting work engagement and individual performance of teachers. The survey-based quantitative approach was used. The sample comprised 455 teachers working in lower and upper secondary education institutions in Lithuania. The findings show that work engagement is a full mediator of the relationship between managerial support (β = 0.319), organizational support (β = 0.432), control (β = 0.374), colleague support (β = 0.456), work pressure (β = –.587), and task performance as the effect of work engagement on task performance is significant (β = 0.229). Fur

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OTU, SMART, ERIC G. LAMBERT, and O. OKO ELECHI. "Testing the Job Demands-Resources Model for Nigerian Prison Staff Job Stress." Howard Journal of Crime and Justice 57, no. 2 (2018): 152–81. http://dx.doi.org/10.1111/hojo.12245.

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Qureshi, Hanif, Eric G. Lambert, Mia Abboud Holbrook, James Frank, Chelsea Hines, and Monika Thakur. "Testing the job demands-resources model for Indian correctional staff job satisfaction." International Journal of Law, Crime and Justice 72 (March 2023): 100564. http://dx.doi.org/10.1016/j.ijlcj.2022.100564.

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Jonasson, Charlotte, Jakob Lauring, Jan Selmer, and Jodie-Lee Trembath. "Job resources and demands for expatriate academics." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (2017): 5–21. http://dx.doi.org/10.1108/jgm-05-2016-0015.

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Purpose While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics’ job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate acade

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van Woerkom, Marianne, Arnold B. Bakker, and Lisa H. Nishii. "Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory." Journal of Applied Psychology 101, no. 1 (2016): 141–50. http://dx.doi.org/10.1037/apl0000033.

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de Beer, Leon, Sebastiaan Rothmann, and Jaco Pienaar. "A Confirmatory Investigation of a Job Demands-Resources Model Using a Categorical Estimator." Psychological Reports 111, no. 2 (2012): 528–44. http://dx.doi.org/10.2466/01.03.10.pr0.111.5.528-544.

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A confirmatory investigation of a job demands-resources model was conducted with alternative methods, in a sample of 15, 633 working adults aggregated from various economic sectors. The proposed model is in line with job demands-resources theory and assumes two psychological processes at work which are collectively coined “the dual process.” The first process, the energetic, presents that job demands lead to ill-health outcomes due to burnout. The second process, the motivational, indicates that job resources lead to organizational commitment due to work engagement. Structural equation modelli

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Brauchli, Rebecca, Wilmar B. Schaufeli, Gregor J. Jenny, Désirée Füllemann, and Georg F. Bauer. "Disentangling stability and change in job resources, job demands, and employee well-being — A three-wave study on the Job-Demands Resources model." Journal of Vocational Behavior 83, no. 2 (2013): 117–29. http://dx.doi.org/10.1016/j.jvb.2013.03.003.

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Akhtar, Syed, and Jenny S. Y. Lee. "Job Burnout: toward an Integration of Two Dominant Resource-Based Models." Psychological Reports 107, no. 1 (2010): 193–208. http://dx.doi.org/10.2466/01.14.20.pr0.107.4.193-208.

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The goal of this study was to integrate the job demands-resources model and the conservation of resources model of job burnout into a unified theoretical framework. The data were collected through a mail questionnaire survey among nurses holding managerial positions in the Hospital Authority of Hong Kong. From a computer-generated random sample of nurses, 543 (84.3% women) returned usable surveys, amounting to a response rate of 24.2%. Structural equation modeling was used to test the proposed paths originating from job demands and job resources to the core job burnout dimensions, namely, emot

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Li, Jinsuo. "Job Demands, Resources, and Performance: The Role of Occupational Commitment in China's Construction Industry." Journal of Scientific Reports 8, no. 1 (2024): 52–66. https://doi.org/10.58970/JSR.1075.

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This study examines how job demands, resources, and occupational commitment influence job performance among project-based workers in China’s construction engineering supervision industry. Drawing on the Job Demands-Resources (JD-R) model, it explores the mediating role of occupational commitment in the relationship between job characteristics and performance. A total of 744 valid responses were collected through an online survey platform and analyzed using structural equation modeling. The results show that obstructive demands, such as job alienation and underemployment, negatively affec

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Yoon, Iksang. "Investigating the Influences of Job Demands and Job Resources on Teacher’s Job Stress and Job Satisfaction: Application of Latent Moderated Structural Equation Modeling." Korean Journal of Teacher Education 39, no. 4 (2023): 303–24. http://dx.doi.org/10.14333/kjte.2023.39.4.12.

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Purpose: Based on the Job Demands-Resources theory, this study aimed to investigate how teachers'perceived job demands and job resources could predict teachers' job stress and job satisfaction. Methods: This study utilized TALIS 2018 Korean teacher survey data collected by the Organizationfor Economic Cooperation (OECD). A total sample size was 6,138. The latent moderated structuralequation model was applied as the main analysis technique to verify the individual effects andmoderating effects of job demands and job resources on job stress and job satisfaction. Results: First, the r

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Metin, U. Baran, Toon W. Taris, Maria C. W. Peeters, Ilona van Beek, and Ralph Van den Bosch. "Authenticity at work – a job-demands resources perspective." Journal of Managerial Psychology 31, no. 2 (2016): 483–99. http://dx.doi.org/10.1108/jmp-03-2014-0087.

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Purpose – Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees’ ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand. Design/methodology/approach – In total, 680

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Hu, Qiao, Wilmar B. Schaufeli, and Toon W. Taris. "The Job Demands–Resources model: An analysis of additive and joint effects of demands and resources." Journal of Vocational Behavior 79, no. 1 (2011): 181–90. http://dx.doi.org/10.1016/j.jvb.2010.12.009.

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Choi, Youngkeun. "The Differences Between Work Engagement and Workaholism, and Organizational Outcomes: An Integrative Model." Social Behavior and Personality: an international journal 41, no. 10 (2013): 1655–65. http://dx.doi.org/10.2224/sbp.2013.41.10.1655.

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Workaholism and work engagement both indicate high involvement with work, leading to some conceptual confusion. There are important differences, however, but few researchers have investigated the distinction. In this study, I used the Job Demands-Resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) to propose an integrative model to demonstrate their theoretical and empirical dissimilarity. I chose turnover intention (TI) and occupational citizenship behavior (OCB) to measure organizational outcomes. The results showed that job resources were positively related to work

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Shin, Kangsun, Seonggoo Ji, Ihsan Ullah Jan, and Younghoon Kim. "The Roles of Sales Technologies for Salespeople: Techno Demands and Resources Model Perspective." Journal of Theoretical and Applied Electronic Commerce Research 19, no. 1 (2024): 362–80. http://dx.doi.org/10.3390/jtaer19010019.

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The purpose of this study is to examine the effects of a salesperson’s techno-demands and techno-resources created by new sales-related information technology on salespersons’ attitudinal and behavioral outcomes such as job burnout, job satisfaction, turnover intention, and sales performance. In order to test the proposed framework, data were collected from 305 salespeople in Korea. The results of a partial least squared structural equation modeling (PLS-SEM) analysis showed that techno-demands have a significant positive effect on salespeople’s job burnout and techno-resources have a signific

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