DISC model: off job recovery, job demands and job resources as predictors of health, active learning and creativity

Question 1

What is the DISC (R) model?

Answer 1

Question 2

What are the 3 factors in all underlying components of the DISC (R) model?

Answer 2

1. Cognitive (head)
2. Emotional (heart)
3. Physical (hand)

Question 3

What is meant by the principle of multidimensionality?

Answer 3

All factors of the DISC model (demands, job and outcomes) entail cognitive, emotional and physical components and can be either positive or negative

Question 4

What is meant by the principle of matching? (2)

Answer 4

1. Demands can be compensated with activation of resources that match the demand
2. If no match is available, individuals will ook for other resources even if they are not corresponding to the demand.

Question 5

What is meant by the principle of triple matching ( probabilistic principle)

Answer 5

(1) The moment when demands, resources and outcomes are on a similar dimension
(2) thus suggestion not only demands and resources should match, but they both should also match related outcomes

Question 6

What was newly added in the disc R model compared to the disc model?

Answer 6

Recovery

Question 7

What is detachment from work?

Answer 7

An individuals’ sense of being away from the work situation

Question 8

When is a full degree of off-job recovery attained?

Answer 8

When an individual feels that physical, cognitive and emotional resources have returned to their baseline levels

Question 9

When will detachment from work be most effective?

Answer 9

If the form of detachment matches the particular demands

Question 10

How is detachment from work both positive and negative depending on the type of job (karasek)?

Answer 10

1. high strain jobs (high demands low resources) –> restores internal resources thus supporting health
2. Active jobs (high demands, high resources) –> low cognitive detachment enhances learning, and creativity and efficient problem solving BUT too much cognitive detachment will hinder creativity because it takes longer to get back into ‘working mode’

Question 11

What is the order of matching resources to combat job demands?

Answer 11

1. Internal resources (preferably matched to the demand)
2. External resources (support from others or other job resources that are available)

Question 12

What does it mean that emotional detachment resembles the coping strategy of surface acting but might also incorporate aspects of deep acting (4)

Answer 12

(1) In many occupations you’re always expected to smile (display rules)
(2) however, this discrepancy between felt and displayed emotions can lead to emotional exhaustion
(3) Deep acting = try to actually feel positive emotions
(4) surface acting = show emotions but don’t experience them

Question 13

Explain the relationship between segmentation in the work-home interference literature

Answer 13

(1) It refers to the individual’s sense of being away from the work situation
(2) It has several functions in affect health, active learning and creativity both negative and positive

Question 14

What are negative consequences of cognitive detachment (2)

Answer 14

(1) In active jobs; high cognitive detachment hinders learning and creativity
(2) If employees detach for too long they need longer to get back into working mode

Question 15

What are some positive consequences of cognitive detachment (3)

Answer 15

(1) In high strain jobs it supports health as internal resources are restored
(2) Low detachment leads to more creativity and enhanced learning
(3) Low detachment leads to efficient problem solving and positive work reflection

Question 16

What are the 3 topics for future research in which time could play a role in matching demands, resources and recovery

Answer 16

(1) Long-term relations between off job recovery, job demands and resources (longitudinal studies)
(2) Study short term effect of these 3 in predicting health and performance (day-level)
(3) Studying how detachment is relevant during longer breaks

Question 17

When does an increase in cognitive job resources leads to more creativity? (2)

Answer 17

Only in cases with low cognitive detachment from work
Only in cases with high emotional detachment from work

Question 18

Why is increasing cognitive job resources only beneficial if emotional detachment from work is high? (4)

Answer 18

(1) Emotional detachment involves recovering from emotionally laden, negative work reflections
(2) Negative work reflections are resource consuming
(3) They might lead to a negative sustained activation
(4) This could block employee creativity

Question 19

Why is detachment from work a double-edged sword? (3)

Answer 19

(1) Cognitive detachment might have negative effects on learning and creativity
(2) emotional/physical detachment might have positive effects on health and creativity
(3) Important role for managers; role model and refrain from making the type of detachment impossible to serve both job performance and employee health (can’t be done!)

Question 20

What are the cognitive outcomes in the DISC model?

Answer 20

Creativity and learning