The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is an 18-item measure of work motivation theoretically grounded in self-determination theory . The purpose of the present research was twofold. First, the applicability of the WEIMS in different work environments was evaluated. Second, its factorial structure and psychometric properties were assessed. Two samples of workers (military: N ϭ 465; civilians: N ϭ 192) voluntarily completed questionnaires. Using the WEIMS's 3 indexes (work self-determination index, work self-determined and nonself-determined motivation, respectively), results of regression analyses were supportive of its ability to predict positive and negative criteria in the workplace. Results also showed the adequacy of both its construct validity and internal consistency. Its factorial structure was also invariant across samples. Finally, its quasi-simplex pattern and relationships with psychological correlates further supported the self-determination continuum. Overall, these findings provide evidence for the applicability as well as the reliability and validity of the WEIMS in organisational settings. Results are discussed in regard to the applicability of self-determination theory to the workplace.

<strong>Orientation:</strong> In work and organisational psychology, the adverse effects of job demands have often been demonstrated empirically for various indicators of job strain.<p><strong>Research purpose:</strong> Using the Job Demands-Resources (JD-R) model as a theoretical framework, the present study examined the role of compassion satisfaction, conceptualised as a personal resource, in buffering the relationship between job demands and job strain.</p><p><strong>Motivation for the study:</strong> Accordingly, four demanding aspects of the job (i.e. role overload, insufficiency, ambiguity and conflict) and one personal resource (i.e. compassion satisfaction) were used to test the central hypothesis that the interaction between (high) job demands and (low) personal resources produces the highest levels of anxiety and depression as indicators of job strain.</p><p><strong>Research design, approach and method:</strong> Hypotheses were tested amongst 122 military chaplains.</p><p><strong>Main findings:</strong> Results showed that compassion satisfaction partially moderated the relationship between job demands and job strain. More specifically, when compassion satisfaction was high, the effect of role overload on job strain was significantly reduced. However, the relationships between the other three role stressors and job strain were not offset by compassion satisfaction.</p><p><strong>Practical/managerial implications:</strong> The theoretical and practical implications of these findings for the JD-R model are discussed.</p><p><strong>Contribution/value-add:</strong> Despite the limitations of this study, the present findings still have important implications for future research and practice. Our findings highlight the fact that the empowerment of employees’ personal resources, as outlined in the JD-R model, may not only be of value for employees to thrive, but may also be particularly beneficial in terms of compassion satisfaction being viewed as a protective factor to adverse working conditions.</p><p><strong>How to cite this article:</strong><br /> Tremblay, M.A., &amp; Messervey, D. (2011). The Job Demands-Resources model: Further evidence for the buffering effect of personal resources. <em>SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 37</em>(2), Art. #876, 10 pages. doi:10.4102/sajip.v37i2.876</p>

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The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is an 18-item measure of work motivation theoretically grounded in self-determination theory (Deci & Ryan, 2000). The purpose of the present research was twofold. First, the applicability of the WEIMS in different work environments was evaluated. Second, its factorial structure and psychometric properties were assessed. Two samples of workers (military: N ϭ 465; civilians: N ϭ 192) voluntarily completed questionnaires. Using the WEIMS's 3 indexes (work self-determination index, work self-determined and nonself-determined motivation, respectively), results of regression analyses were supportive of its ability to predict positive and negative criteria in the workplace. Results also showed the adequacy of both its construct validity and internal consistency. Its factorial structure was also invariant across samples. Finally, its quasi-simplex pattern and relationships with psychological correlates further supported the self-determination continuum. Overall, these findings provide evidence for the applicability as well as the reliability and validity of the WEIMS in organisational settings. Results are discussed in regard to the applicability of self-determination theory to the workplace.

Human beings seem to be resilient and have a great capacity to overcome adverse circumstances. One apparent variable that may predict people's emotional and physical health after a trauma is their general level of psychological well‐being (McMillen, Smith, & Fisher, 1997). The current study explores the role of subjective vitality and the perception of stress as mediators between general life satisfaction and post‐trauma physiological and psychological health related to the Canadian 1998 Ice Storm. Results of this dual route indicate that satisfaction with life positively predicted subjective vitality and negatively predicted perceived stress. In turn, subjective vitality lead to lower levels of ill‐health, whereas perception of stress lead to higher levels of physical symptoms and depression.