A critical review of the job-demands resources model: implications for improving work and health Flashcards
How is the JD-R model different from effort reward imbalance and from the job demand-control model? (3)
(1) It’s not restricted to specific job demands or resources
(2) Any demand and any resource may affect employee health and well-being
(3) Thus it has a much broader scope, is more flexible and can be tailored to a wider variety of work settings
What are the 2 processes for the development of burnout as described in the early JD-R model?
(1) Long term excessive job demands from which you can’t adequately recover leads to sustained activation and overtaxing, resulting in burnout
(2) A lack of resources peculates that job demands are met and work goals reached, leading to withdrawal behavior
In the early JD-R model; what is linked with exhaustion and disengagement?
Job demands = exhaustion
Lacking resources = disengagement
What is new in the revised JDR model compared to the old JDR model
(1) The addition of work engagement
How is the revised JDR model positively twisted from the early JDR model?
It not only sought to explain a negative psychological state, but also its positive counterpart (work engagement)
Describe the revised JDR model?
What is the health impairment process?
Burnout mediates the relation between job demands and employee health/wellbeing trough the gradual draining of mental resources
What is the motivational process?
Engagement mediates the relation between job resources and organizational outcomes such as performance.
Why do job resources play an important role in the revised JDR and what scientific theory makes it important?
Job resources play a strong motivational role because they satisfy the needs for self-determination (autonomy, competence, relatedness)
How do job resources combat job demands in the revised JDR model?
They increase the willingness to spend compensatory effort and thereby are instrumental in achieving work goals
What can you tell about the effects of job demands and job resources on burnout and engagement, as well as their interaction effect?
(1) Demands = burnout
(2) Job resources = engagement
(3) interaction = you would expect significant but effect is rather weak. You would need very large samples to test this
What the direct impact of personal resources on wellbeing? (2)
Resilience and control directly reduce burnout
Resilience and control increase engagement
What is the moderating role of personal resources between job characteristics and wellbeing (2)
- PR does not directly affect the outcome, but work as buffer for negative aspects of job demands
- PR enhances the positive aspects of job resources
what is the mediating role of personal resources between job characteristics and wellbeing
(1)Conservation of resources theory:
(2)job resources tend to accumulate which makes employees develop higher feelings of self-confidence and. optimism,
(3)ultimately affecting engagement by causing a positive gain spiral
Explain a gain cycle from a personal resources perspective
(1) social cognitive theory,
(2)personal resources shape the way people understand and react to their environment,
(3)which in turn affects work engagement
How can personal resources act as a third variable in the JDR model?
It can explain both the outcome as well as the predictor, possibly playing the role of third variable
explain a gain cycle from a job resources perspective
Job resources and work engagement mutually influence each other. More resources means more engagement but more engagement means more efficacy beliefs, improving resources over time
What are some similarities between challenges and hindrances (2)
Both are related to work engagement
Both are types of demands and positively elated to burnout
What are differences between challenges and hindrances (3)
- challenges positively related and hindrances negatively related to work engagement
- Challenges can foster personal growth while hindrances can thwart personal growth
- Challenges are seen as job resources while hindrances are seen as job demands
Provide 3 examples of challenges
workload
time pressure
responsibility
provide 3 examples of hindrances
role conflict
role ambiguity
red tape
Why can’t the JDR model replace any of the previous models such as JD-C and ERI?
(1) It has a large scope
(2) But therefore lacks specificity
(3) Other psychological models are needed to explain psychological processes involved in any given set of demands, resources and outcomes
What are some critiques on the revised JD-R model (5)
- epistemological status of JD-R model
- Nature of job demands and resources
- role of personal resources
- Distinction between health impairment and motivation
- Reciprocal causation
What do we mean by critique; epistemological status of JDR model
It is a descriptive model that specifies what kind of job and personal characteristics lead to what kind of outcomes, but does not tell us WHY it does so
