The job demands-resources model: A meta-analytic review of longitudinal studies

Lesener, Tino; Gusy, Burkhard; Wolter, Christine

doi:10.1080/02678373.2018.1529065

Cited by 502 publications

(552 citation statements)

References 106 publications

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“…Several studies have found reciprocal impacts between, for instance, job resources and work engagement [59,60], and job demands and exhaustion [61]. A recent meta-analysis of the JD-R model also confirmed these findings by showing that work engagement and burnout are not only influenced by various job demands and resources: they may also impact them [31]. An interesting future avenue of research in this field would be to study, for instance, how potential positive reciprocal job resource-work engagement cycles could build better career paths among different contract groups.…”

Section: Limitationsmentioning

confidence: 82%

“…The JD-R model has received considerable support from many previous studies of a variety of occupations, claiming job demands to be the strongest predictors of burnout (or exhaustion), and job resources to be the main predictors of work engagement (or other motivational construct) [31]. Moreover, both cross-sectional and longitudinal studies have supported the revised and extended version of the model, further associating the job demands-burnout (exhaustion) and job resources-work engagement pathways with many important employee and organizational outcomes; for example, depressive symptoms and organizational commitment [32], duration and frequency of sickness absence [33,34], in-role and extra-role job performance [35], and health and work ability and organizational commitment [36].…”

Section: Vitality At Work From the Perspective Of The Job Demands-resmentioning

confidence: 99%

“…In this study, we aimed to bring together the theoretical framework of the JD-R model, a comparison of different employment contract groups, and the emerging field of human sustainability with its focus on vitality at work. The JD-R model is currently the most popular job design and occupational health psychological framework [31], yet it has only sparsely been used to compare different employment contract groups. However, human sustainability and sustainable performance have remained somewhat weakly defined concepts [51], and research on the impacts of different contract types has suffered from a lack of theoretical perspectives [4].…”

Section: Theoretical Implicationsmentioning

confidence: 99%

See 2 more Smart Citations

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Hakanen

Ropponen

Witte

et al. 2019

IJERPH

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The aim of this study was to investigate the relative importance of four job demands and five job resources for employee vitality, i.e., work engagement and exhaustion, in three different employment groups: permanent, temporary and temporary agency workers. We employed data from the sixth European Working Conditions Survey (EWCS) collected in 2015 comprising 28,042 employees from 30 European countries. We used linear regression analyses and dominance analysis (DA). The results showed minor mean differences in work engagement and exhaustion and that temporary agency workers had the highest job insecurity and lowest job control. The associations between job resources and job demands, and work engagement and exhaustion of the groups, did not differ considerably. DA showed that in all three employment groups, job feedback made the strongest contribution to work engagement and workload to exhaustion. In addition, among the temporary agency workers, supervisor support contributed to work engagement and job control (negatively) to exhaustion more than in the other groups. This study suggests that the key determinants of vitality at work may be similar, regardless of contract, and that to have sustainably performing vital workers, organizations should focus on enabling job feedback and preventing high workload in all employment groups.

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Section: Limitationsmentioning

confidence: 82%

Section: Vitality At Work From the Perspective Of The Job Demands-resmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Hakanen

Ropponen

Witte

et al. 2019

IJERPH

View full text Add to dashboard Cite

show abstract

“…Over time, this will eventually result in chronic exhaustion (Winwood & Lushington, ). Lesener, Burkhard, and Wolter () meta‐analytic review of 29 longitudinal studies examines the causal relationships underlying the JD‐R model. Although the paths from job demands to work engagement were not significant in the reviewed studies, nonetheless, the authors found significant reciprocal relationships between job resources and well‐being.…”

Section: Discussionmentioning

confidence: 99%

The long‐term effects of psychological demands on chronic fatigue

LeGal¹,

Rhéaume

Mullen

2019

J Nurs Manag

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Aim Investigate the impact of psychological job demands and resources on chronic fatigue. Background Nurse fatigue is a serious problem with negative consequences on patient safety and nurse well‐being. Excessive job demands can exacerbate nurse fatigue, which may limit the ability of nurses to engage in professional practice. Methods This two‐wave study was carried out with a self‐report questionnaire administered to nurses in eastern Canada (n = 154). Cross‐lagged analysis using structural equation modelling was conducted to examine the interactions between psychological job demands, resources and chronic fatigue over time. Results Results showed that psychological job demands predicted chronic fatigue a year later. Nonetheless, job resources (decision latitude, social support) did not buffer the relationship between psychological job demands and chronic fatigue 1 year later. Conclusions Psychological demands have a long‐term effect on chronic fatigue, thus interventions to mitigate fatigue are needed. Implications for Nursing Management Nurse managers should be aware of the cumulative effects of chronic fatigue and implement strategies to create a better balance between job demands and resources in the workplace.

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“…The job demands–resources (JD‐R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, ) represents a framework often used in occupational health psychology to identify the specific job characteristics that may contribute to employee health outcome and, consequently, to enhance organisational performance (Roelen et al, ; Lesener, Gusy, & Wolter, ). We used the model to identify considerations that would help managers make decisions that promote nurses' mental health and improve patient safety.…”

Section: Introductionmentioning

confidence: 99%

Nurses' mental health and patient safety: An extension of the Job Demands–Resources model

et al. 2020

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Aim We employed the job demands–resources model to examine the impacts of job demands and resources on Chinese nurses' mental health and patient safety. Background Employee mental health and patient safety represent important organisational goals in most hospitals. However, their relationships to insomnia, professional resources and job crafting, as related to the job demands–resources model among nurses, remain unclear. Methods A convenience sample of 2095 registered hospital nurses was recruited from 25 provinces of mainland China from June 2019 to July 2019. Data were collected using self‐reported questionnaires that included the following instruments: the Chinese version of the Athens Insomnia Scale, the Practice Environment Scale of the Nursing Work Index, the Job Crafting Scale, the Emotional Exhaustion Scale, the Utrecht Work Engagement Scale, the General Health Questionnaire and the Safety Attitudes Questionnaire. Results The final model confirmed our hypotheses: burnout mediated the relationship between actual job demands and mental health; work engagement mediated the relationship between perceived job resources and attitudes with regard to patient safety; and job crafting enhanced work engagement and practice environment. Conclusion The job demands–resources model was extended based on the nurses' job characteristics and mental health, as well as patient safety. Implications for Nursing Management These findings may contribute to nursing management strategies that encourage employees to prevent burnout, promote work engagement and job crafting, and in turn promote nurses' mental health and patient safety.

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The job demands-resources model: A meta-analytic review of longitudinal studies

Cited by 502 publications

References 106 publications

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

The long‐term effects of psychological demands on chronic fatigue

Nurses' mental health and patient safety: An extension of the Job Demands–Resources model

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