The Job Demands-Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement

Industrial and Organizational Psychology

“…Hakanen et al (2008) have conducted a longitudinal study to demonstrate the effects of JD-R on burnout, work engagement, organizational commitment and depression; and the results were consistent with the literature. Van den Broeck, Vansteenkiste, and Lens (2008) have found significant relationship between job demands and burnout.…”

“…For instance, a call-center worker can be emotionally exhausted by dealing with the problems of unhappy customers, whereas a hotel housekeeper can feel physically exhausted when the hotel is fully booked and the rooms are to be tidied daily. The level of job demands are also decisive and significantly related to negative outcomes such as burnout, turnover, counterproductive behavior or health problems (Bakker, Demerouti, de Boer & Schaufeli, 2003;Demerouti, Bakker, Nachreiner, & Schaufeli, 2001;Hakanen, Schaufeli, & Ahola, 2008;Roelen, Koopmans, Graaf, van Zandbergen, & Groothoff, 2007). .…”

“…. Source : Job resources can be defined as the benefits of work to reduce the job demands, which are functional to fulfill the tasks and duties in work and reinforce personal development (Hakanen, et al, 2008). Data show that these resources are crucial for yielding work engagement ).…”

Burnout and psychiatrists: what do we know and where to from here?

“…Work engagement is a concept that is increasingly used in the occupational health psychology literature (Bakker et al, 2008). It is a positive attribute and in many ways just the opposite of burnout characterised by vigour, dedication and absorption, each of which have been operationally defined (Hakanen et al, 2008). High levels of mental energy, persistence and resilience are considered to characterise vigour, whereas a sense of significance, enthusiasm, inspiration, pride and challenge characterise dedication.…”

“…Applying Job Demands Resource Model, an emerging concept in recent scientific literature, to psychiatrists' work environment may give us some answers. This model brings the well being and ill health of employees along with antecedents and consequences of well being and ill health together (Hakanen et al, 2008) and can be applied to any type of work and categorises the aspects of the job which affect stress into two groups: Job Resources and Job Demands (Hakanen et al, 2008). Job Resource refers to the physical, psychological, social and organisational factors that reduce job demands, assist in achieving work goals and stimulate personal growth.…”