The role of personality in the job demands‐resources model

Abstract

PurposeThe central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands‐resources (JD‐R) model.Design/methodology/approachIt was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to the motivational process. The hypotheses were tested in a sample of 3,753 Australian academics, who filled out a questionnaire including job demands and resources, personality, health indicators, and commitment.FindingsResults were generally in line with predictions. Structural equation modeling analyses showed that job demands predicted health impairment, while job resources predicted organizational commitment. Also, neuroticism predicted health impairment, both directly and indirectly through its effect on job demands, while extroversion predicted organizational commitment, both directly and indirectly through its effect on job resources.Research limitations/implicationsThese findings demonstrate the capacity of the JD‐R model to integrate work environment and individual perspectives within a single model of occupational wellbeing.Practical implicationsThe study shows that working conditions are related to health and commitment, also after controlling for personality. This suggests that workplace interventions can be used to take care of employee wellbeing.Originality/valueThe paper contributes to the literature by integrating personality in the JD‐R model, and shows how an expanded model explains employee wellbeing.

Grit or Honesty-Humility? New Insights into the Moderating Role of Personality between the Health Impairment Process and Counterproductive Work Behavior

“…This two-stage process is known as “ health impairment ” or “ energetic process ,” and it is embedded in the Job Demands Resources (JD-R) model (Demerouti et al, 2001) and empirically supported (Bakker et al, 2004, 2010; Bakker and Demerouti, 2007; Xanthopoulou et al, 2007; Hakanen et al, 2008; Demerouti and Bakker, 2011; Schaufeli and Taris, 2014). Considering research in support of this model, it is likely that the health impairment reflects a more universal process at work, of which the health issue is just one symptom (Balducci et al, 2011).…”

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

“…Moreover, it appeared that personality traits, in addition to their direct effect on work engagement, also played a role in the way workers perceive their work environment. A study conducted by Bakker, Boyd, Dollard, Gillespie, Winefield, & Stough (2010) showed that neuroticism was related to the perception of higher job demands, whereas extraversion was related to the perception of higher job resources in a sample of academics. These results suggest that individuals who are more prone to experience negative emotions could perceive their work environment as insecure and uncomfortable and, consequently, may have difficulties in experiencing work engagement or occupational commitment.…”

The role of career competencies in the Job Demands — Resources model

“…To test the models, we included the latent variables job resources (represented by social support from colleagues, autonomy, and opportunities for development), job demands (represented by work pressure, emotional workload, and physical workload), work engagement (represented by vigor, dedication, and absorption), emotional exhaustion (represented by four manifest items), and career competencies (represented by reflection on motivation, reflection on qualities, networking, self-profiling, work exploration, and career control). This procedure has been used in several studies testing the JD-R model (e.g., Bakker et al, 2010;. Table 1 shows the means, standard deviations, and intercorrelations of the study variables.…”