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Cited by 1,026Job Satisfaction and Organizational BehaviorEmployee Performance and ManagementHuman Resource and Talent Management

Applying the Job Demands-Resources model

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Schaufeli, Wilmar B.·2017·Organizational Dynamics
DOI 10.1016/j.orgdyn.2017.04.008
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  • Paramedic work inherently involves job-related resources-aspects functional for work achievement, motivating and stimulating personal development or reducing job demands-and hence leading to higher job engagement.

    “Paramedic work inherently involves job-related resources, that is, aspects that are functional for work achievement, motivating and stimulating personal development or reducing job demands [34] and, hence, leading to higher job engagement.”

    From Paramedics’ perceptions of job demands and resources in Finnish emergency medical services: a qualitative study (2022) · cites this paper as [34]

    The JD-R model overview (page unavailable) says every job includes resources, defines them as helping achieve work goals, reducing demands or supporting development, and links them to engagement. But it specifies that abundant resources foster engagement; it does not establish that the resources present in paramedic work are sufficient to produce higher engagement. (LLM, conf=0.84)

    Experimental — accuracy not yet measured

  • The JD-R model provides clear directions for reducing burnout in organizations.

    “This model constitutes the best theory of job burnout so far, because it not only explains and predicts the occurrence of job burnout (Hakanen et al., 2008) but also provides clear directions for reducing burnout in organizations (see e.g., Schaufeli, 2017).”

    From A Theoretical and Clinical Framework for Parental Burnout: The Balance Between Risks and Resources (BR2) (2018) · cites this paper as Schaufeli, 2017

  • The JD-R model is a validated theoretical model showing a pathway between job demands and resources to work-related stress, burnout and compassion fatigue and, inversely, positive and fulfilling engagement in work.

    “Developed by Demerouti and Bakker, the JD-R model is a validated theoretical model showing a pathway between job demands and resources to work-related stress, burnout and compassion fatigue [32] and, inversely, positive and fulfilling engagement in work [34, 35].”

    From Paramedics’ perceptions of job demands and resources in Finnish emergency medical services: a qualitative study (2022) · cites this paper as [34]

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Research works printed but not linked: 2

  1. [1]1. The Job Demands-Resources Model The JD-R model, which originally only included burnout, was first published in: Demerouti E., Bakker, A.B., Nachreiner, F., & Schaufeli, W.B. (2001). The Job Demands--Resources model of burnout. Journal of Applied Psychology, 86, 499-512.
  2. [2]2. A few year later, the extended JD-R model with engagement was published: Schaufeli, W.B. & Bakker, A.B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi-sample study. Jour- nal of Organizational Behavior, 25, 293-315. Both seminal papers haven been cited over 3500 times each (Google Scholar; May, 2016), which illustrates the popularity of the JD-R model among researchers. Still a few year later, personal resources were added to the model: Xanthopoulou, D., Bakker, A.B., Demerouti, E., & Schaufeli, W.B. (2009). Reciprocal relationships between job resources, personal resources and work engagement. Journal of Vocational Behavior, 74, 235-244. A conceptual overview can be found in: Bakker, A. & Demerouti, E. (2007), The Job Demands- Resources (JD-R) model: State of the art. Journal of Manage- rial Psychology, 22, 309-328. An overview of recent empiri- cal findings is presented in: Schaufeli, W.B. & Taris, T.W. (2014). A critical review of the Job Demands-Resources Model: Implications for improving work and health. In G. Bauer & O. Hämmig (Eds), Bridging occupational, organiza- tional and public health (pp. 43-68). Dordrecht: Springer. The most recent review is: Taris, T.W. & Schaufeli, W.B. (in press). The Job Demands-Resources model, its bases, appli- cations and range. In S. Clarke, T. Probst, F. Guldenmund and J. Passmore (Eds), The Wiley-Blackwell handbook of the psychology of occupational safety and workplace health. Chichester: Wiley-Blackwell. Assessment (Energy Compass) Various questionnaires have been published to assess psy- chosocial work factors and employee well being, for instance: (1) the Questionnaire on the Experience and Eva- luation of Work (QEEW), Van Veldhoven, M., De Jonge, J., Broersen, S., Kompier, M., & Meijman, T. (2002). Specific relations between psychosocial job conditions and job- related stress: A three-level analytic approach. Work & Stress, 16, 207-228; (the Copenhagen Psychosocial Ques- tionnaire (COPSOC), Kristensen, T., Hannertz, H., Hogh, A., & Borg, V. (2005). The Copenhagen Psychosocial Question- naire (COPSOQ)--A tool for the assessment and improvement of the psychosocial work environment. Scandinavian Journal of Work Environment & Health, 31, 438-449; (3) the Nordic Questionnaire for Psychosocial and Social Factors at Work (QPS Nordic ), Elo, A. L., Skogstad, A., Dallner, M., Gamberale, F., Hottinen, V., & Knardahl, S. (2000). User's guide for the QPSNordic: General Nordic Questionnaire for psychological and social factors at work. Copenhagen: Nordic Council of Ministers; (4) the Health and Safety Executive's Management Standards Indicator Tool (HSE MSIT), Edwards, J.A. & Web- ster, S. (2012). Psychosocial risk assessment: measurement invariance of the UK Health and Safety Executive's Manage- ment Standards Indicator. Work & Stress, 26, 130-142.

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Authors
Schaufeli, W. B.
Corresponding author
Schaufeli, Wilmar B.
ORCID
Schaufeli, Wilmar B.
Venue
Organizational Dynamics
Publisher
Elsevier BV
Published
2017-04
Volume
46
Issue
2
Pages
120-132
ISSN
0090-2616 (ISSN-L)
DOI
10.1016/j.orgdyn.2017.04.008
OpenAlex
W2619380358
Cited by
1,026
References
3
Citations by year
2026: 201 · 2025: 188 · 2024: 178 · 2023: 134 · 2022: 122 · 2021: 87 · 2020: 57 · 2019: 40 · 2018: 18 · 2017: 1
FWCI
57.24
Type
journal article
Language
en
Open access
Licence
www.elsevier.com/tdm/userlicense/1.0/ (tdm)
Locations
  • Organizational Dynamics (publishedVersion)
  • Utrecht University Repository (Utrecht University) (submittedVersion, other-oa)
Funders
Research Fund KU Leuven
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
Keywords
job demands-resources model, job demands, job resources, employee well-being, occupational stress, work engagement

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