Job demands And Resources Model

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JOB DEMANDS-RESOURCES
MODEL
Name of the Student
Name of the University

SUMMARY
 The JD-R model or job demands-resources model had been
developed based on the assumption that while all occupations
might have their reasons behind wellbeing of all employees, these
factors are typically categorised into 2 classes that are namely job
resources and job demands.
 Therefore, this model can be used for predicting employee
engagement and burnout, and accordingly organizational
performance (Bakker & Demerouti 2017).
 The model integrates a range of working situations and places an
emphasis on negative and positive indicators.

SUMMARY
 The JD-R model had been developed in the form of an alternative
to existing models that explained wellbeing of workers.
 It assumes that worker health and wellbeing are direct outcomes
of an equilibrium between negative (demands) and positive
(resources) job characteristics.
 The JD-R model has been identified to be heuristic in its nature and
it essentially signifies a method of thinking about how occupation
(and lately also personal) attributes and physiognomies may affect
employee wellbeing, health, and motivation (Taris & Schaufeli,
2016).

ISSUES
 The JD-R model is a heuristic and open model, in comparison to
being a particular model that comprises of well organised sets of
specific demands, mental states, outcomes and resources.
 Though inclusion of all these aspects is a major strength and
increases flexibility, it arrives at the cost of little or no
generalizability (Lesener, Gusy & Wolter, 2019).
 For example, while exploring the interaction effect of control and
time pressure, it does not elucidate that all comparable
interactions are occurring between all resources and demands for
the outcome variables.

ISSUES
 The theoretical variance between job resources and job demands
is not explained well in this model.
 Considering the fact that the JD-R model contends that the costs of
effort is a characteristic of job burdens, this thinking often results
in the contradictory deduction that non-existence of resources
might often get interpreted as a demand for job (Schneider et al.,
2017).
 Most likely this can be accredited to the fact that the model views
demands negatively and resources positively.

REFERENCES
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources
theory: taking stock and looking forward. Journal of
occupational health psychology, 22(3), 273.
Lesener, T., Gusy, B., & Wolter, C. (2019). The job demands-
resources model: A meta-analytic review of longitudinal
studies. Work & Stress, 33(1), 76-103.
Schneider, A., Hornung, S., Weigl, M., Glaser, J., & Angerer, P.
(2017). Does it matter in the long run? Longitudinal effects and
interactions in the differentiated job demands–resources
model. European Journal of Work and Organizational
Psychology, 26(5), 741-754.
Taris, T. W., & Schaufeli, W. B. (2016). The job demands-resources
model.

THANK YOU!