Article Schaufeli & Taris (2014) Flashcards
What models are recognized as the leading job stress models?
- The Job Demands-Resources (JD-R) Model
- The Job Demands Control (JD-C) model
- Effort Reward Imbalance (ER) model
What is the first possible reason that the JD-R model is so popular?
Because it assumes that employee health and well-being result from a balance between positive (resources) and negative (demands) job characteristics. Just like the JD-C and ERI models.
Yet, unlike the JD-C and ERI models, the JD-R model does not restrict itself to specific job demands or job resources. It assumes that any demand and any resource may affect employee health and well-being. Thus, the scope of the JD-R model is much broader than that of other models, because it potentially includes all job demands and job resources.
The JD-R model is also more flexible and can be tailored to a much wider variety of work settings.
The broad scope of the model appeals to researchers, just as its flexibility is attractive to practitioners.
What is the second possible reason that the JD-R model is so popular?
Because of the relatively loose way in which the label “Job Demands-Resources model” has been used. There is no single JD-R model.
Instead of relating well-defined and specific sets of concepts to each other (as applies to the ERI and JD-C models), the JD-R model is heuristic in nature and represents a way of thinking about how job (and recently also personal) characteristics may influence employee health, well-being, and motivation.
This implies that even if two studies show no overlap in terms of the study concepts, they could still be based on and test the same assumptions of the JD-R model.
Why was the first JD-R model published? And by who?
In an attempt to understand the antecedents of burnout.
Demerouti et al. (2001)
Definition job demands
Those physical, social, or organizational aspects of the job that require sustained physical or mental effort and are therefore associated with certain physiological and psychological costs.
What does the JD-R model assume because of the model of compensatory control (Hockey, 1997)?
That when job demands are high, additional effort must be exerted to achieve the work goals and to prevent decreasing performance. This comes with psychological and physical costs.
Job resources
Those physical, social or organizational aspects of the job that may:
- Be functional in achieving work goals
- Reduce job demands and the associated physiological and psychological costs
- Stimulate personal growth and development
What are the to processes for the dvelopment of burnout that the JD-R model proposes?
- Long-term excessive job demands from which employees do not adequately recover may lead to sustained activation and overtaxing, eventually resulting in exhaustion – the energetic component of burnout.
- A lack of resources precludes that job demands are met and that work goals are reached, which leads to withdrawal behaviour.
How does withdrawal or reduced motivation/ disengagement (the motivational component of burnout) act to prevent further energy depletion?
As a self-protective strategy
What are the main effects of demands and resources on burnout?
Job demands were associated with exhaustion
Lacking resources were linked to disengagement.
What does the JD-R model predict?
That job resources mitigate the negative effect of job demands on exhaustion.
The early JD-R model was extended to include what?
Performance measures, which were conceived as outucmoes of burnout.
The revised JD-R model
It included work engagement in addition to burnout.
It considered burnout and work engagement to be mediators of the relation between job demands and health problems, and job resources and turnover intention, respectively.
- Job demands => burnout => health problems
- Job resources => engagement => turnover intention/performance
It gave a positive-psychological twist to the JD-R model.
- The revised JD-R model not only sought to explain a negative psychological state (i.e., burnout) but also its positive counterpart (work engagement).
Work engagement in the revised JD-R model
A positive, fulfilling, work-related state of mind characterized by vigor, dedication and absorption.
- Vigor = high levels of energy and mental resilience while working
- Dedication = referring to a sense of significance, enthusiasm, and challenge
- Absorption = being focused and happily engrossed in one’s work
How does the revised JD-R model look at burnout?
It assumes that burnout results from high job demands and poor job resources, except that now burnout is treated as a unitary instead of a two-dimensional construct.
The energetic or health impairment process of the revised JD-R model
Burnout is expected to mediate the relation between job demand and employee health and well-being, through the gradual draining of mental resources.
Motivational process of the revised JD-R model
It is sparked by abundant job resources.
Engagement is expected to mediate the relation between job resources and organizational outcomes.
What does the revised JD-R model emphasize?
The inherently motivational qualities of job resources
Do job resources play a role in intrinsic motivation or extrinsic motivation?
Both
Extrinsic because they initiate the willingness to spend compensatory effort, thereby reducing job demands and fostering goal attainment. That is, job resources are instrumental in achieving work goals.
Intrinsic because they satisfy basic human needs for autonomy, relatedness, and competence.
Are the following job resources or job demands and are they intrinsic or extrinsic motivators?
- Social support
- Feedback
- Decision latitude
Feedback is an extrinsic job resource.
Social support and decision latitude are intrinsic job resources.
What kind of study was used a lot in early research on the JD-R?
Cross-sectional
The cross-sectional evidence for the revised JD-R model
It is convincing, although the evidence for joint effects of demands and resources is rather weak.
- The joint effect adds little beyond their additive effects
What was an important finding in the longitudinal evidence for the revised JD-R model?
No reversed causation was observed – that is, neither burnout nor engagement predicted job demands or job resources.
Personal resources
The psychological characteristics or aspects of the self that are generally associated with resiliency and that refer to the ability to control and impact one’s environment successfully.
Similar to job resources, personal resources are functional in accomplishing work goals, and they stimulate personal growth and development.
What was added to the JD-R model and in what ways?
Personal resources are incorporated in the JD-R in 5 ways:
- Personal resources directly impact well-being
- Personal resources moderate the relation between job characteristics and well-being
- Personal resources mediate the relation between job characteristics and well-being
- Personal resources influence the perception of job characteristics
- Personal resources act as a “third variable”
Personal resources directly impact well-being
They may reduce burnout and increase engagement. Personal resources (self-efficacy, optimism) predict work engagement. It is reciprocal: work engagement predicts personal resources.