The Job Demands Resources Model - Psychology

Running head: PSYCHOLOGY
The job demands resources model
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PSYCHOLOGY1
Summary of major themes
The job demands-resources model, commonly referred to as the JD-R model acts in
the form of an occupational stress model and suggests that stress is a response to a disruption
in equilibrium or balance between demands on persons and the resources that can be accessed
by the person to meet the demands (Bakker and Demerouti 2018). Hence, it incorporates a
plethora of working conditions and focuses on both positive and negative indicators, in
relation to the outcomes of wellbeing amid employees.
While all occupations have particular risks allied with job stress, job demands are
correlated with psychological and physiological costs like work load and emotional demand.
Moreover, chronic job demands weaken the physical and mental resources of employees that
results in energy depletion and onset of ailments (Bakker and Demerouti 2017). In contrast,
motivational process increases performance, work engagement and low cynicism. Hence, the
interplay between job resources and job demands is vital for the development of motivation
and job strain as well.
Issues
Evidences have been obtained for the buffer impact for employment resources. Some
amount of support has been observed for the aforementioned interplay between job resources
and job demands in the link between employee welfare. Nonetheless, the literature failed to
report or examine the interaction, owing to the fact that if such interplay exists in real-time,
the extent is comparatively small. Hence, it might have happened that interventions had
increased resources, thereby creating a positive impact on wellbeing of employees (Schaufeli
2017).
Another literature also used a quasi-experimental pre-test-post-test design amid
healthcare professionals who had been subjected to JD-R model as an intervention, in