Business Research in Healthcare

This discussion is about an academic as well as business research within the health care sector. The chosen topic for the business research is evaluating the effects of JDR (Job demands-resource) model as well as health impairment procedure.

Running Head: BUSINESS RESEARCH
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Business Research in Healthcare
Academic and Business Research
(Student details :)
4/8/2019

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Abstract
This paper is about evaluating effects of JD-R model of occupation stress in both
possible ways. In this context, the two possible effects of JD-R model are positive and
negative outcomes at workplace. Thus, the paper has identified the two effects as
motivational and health impairment processes. Finally, this discussion has successfully
focused and found health impairment as a negative effect of JDR model.

Business Research
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Business Research in Healthcare
This discussion is about an academic as well as business research within the health
care sector. In this context, the chosen topic for the business research is evaluating the effects
of JDR (Job demands-resource) model as well as health impairment procedure. In general,
JD-R model being an occupational-stress model suggests that pressure is a major response of
an imbalance amid demands of the people and the job resources they are presently dealing
with for fulfilling those demands (Demerouti & Bakker, 2011).
Effect of JDR Model and health impairment process
In this context, JD-R model has been recognized as an occupational stress model
which behaves as an option to rest models of workforce well-being like the effort-reward
imbalance model and demands-control model (Demerouti & Bakker, 2011). Although, JDR
model has included both positive and negative outcomes and indicators of workplace well-
being, yet this discussion is majorly focused on the negative outcome of health impairment
(Huang, Wang, & You, 2016).
In order to identify effects of JDR model, this paper has found that job demands as
well as job resources set up 2 main processes include negative outcome and positive
outcome. Here, the two processes can be explained in detail as follows:
 The motivational process: Positive outcomes
 The health impairment process: Negative outcomes (Balducci, Schaufeli, &
Fraccaroli, 2011).

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Source: (Demerouti & Bakker, 2011)
In the context of health impairment process caused due to an imbalance amid job
resources and job demands, the above figure is clearly demonstrating that reduced health is
one of the effects of JDR model of occupational well-being (Huang, Wang, & You, 2016). In
addition, when above two get imbalanced and job resources are not managed as per the job
demands of an individual then workplace stresses like physical, emotional and mental occurs.
Thus, these above impacts of job-related strain majorly causes health impairment processes
among employees (Schaufeli & Taris, 2014).
Moreover, an extensive research has offered evidences for the presence of 2
simultaneous processes (Bakker & Demerouti, 2017). Therefore, high job demands typically
exhaust employees’ mental as well as physical resources and hence it leads to the depletion
of daily energy as well as to health related issues (Balducci, Schaufeli, & Fraccaroli, 2011).
Hence, the health impairment process occurrence is evident from above discussion. On the
other hand, adequate job resources promote employee engagement as well as extra-role
performance which are counted as the motivational effect of JDR model (Balducci, Schaufeli,
& Fraccaroli, 2011). Most importantly, many research studies have depicted that job
resources considerably shield the effect of job-demands over workplace stress-responses
(Huang, Wang, & You, 2016).
Health Impairment Process

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Job demand Burnout Negative outcomes (Health
problems)
Source: (Schaufeli & Taris, 2014)
The above figure is clearly demonstrating the health impairment process resulted
from burnouts caused by increased job demands as well as not balanced job resources
accordingly (Schaufeli & Taris, 2014).
Conclusion
In whole, this paper has successfully studied health impairment process at
workplaces in the context of JD-R model of occupational strains. This discussion has found
that the influence of job demands over negative impacts was majorly attenuated by job
resources.
References
Bakker, A., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and
looking forward. Journal of Occupational Health Psychology, 22(3), 273.
Balducci, C., Schaufeli, W., & Fraccaroli, F. (2011). The job demands–resources model and
counterproductive work behaviour: The role of job-related affect. European Journal
of Work and Organiational Psychology, 20(4), 467-496.
Demerouti, E., & Bakker, A. (2011). The job demands-resources model: Challenges for
future research. SA Journal of Industrial Psychology, 37(2), 1-9.

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Huang, J., Wang, Y., & You, X. (2016). The Job Demands-Resources Model and Job
Burnout: The Mediating Role of Personal Resources. Current Psychology, 35(4), 562-
569.
Schaufeli, W., & Taris, T. (2014). A critical review of the job demands-resources model:
Implications for improving work and health. Dordrecht: Springer.