Job demands And Resources Model

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).