Job demands–resources theory: Frequently asked questions: Frequently Asked Questions
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| Názov: | Job demands–resources theory: Frequently asked questions: Frequently Asked Questions |
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| Autori: | Arnold B. Bakker, Evangelia Demerouti |
| Zdroj: | Journal of Occupational Health Psychology. 29:188-200 |
| Informácie o vydavateľovi: | American Psychological Association (APA), 2024. |
| Rok vydania: | 2024 |
| Predmety: | work engagement, ESSB PSY, Occupational Stress/psychology, Workload, job demands–resources theory, SDG 3 – Goede gezondheid en welzijn, 7. Clean energy, Job Satisfaction, Occupational Stress, SDG 3 - Good Health and Well-being, 5. Gender equality, job resources, Surveys and Questionnaires, 11. Sustainability, Humans, Workload/psychology, Workplace, 10. No inequality, Work Performance, burnout, 9. Industry and infrastructure, 1. No poverty, Work Engagement, Workplace/psychology, 8. Economic growth, Psychological Theory, job design, Personality |
| Popis: | Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved). |
| Druh dokumentu: | Article |
| Jazyk: | English |
| ISSN: | 1939-1307 1076-8998 |
| DOI: | 10.1037/ocp0000376 |
| Prístupová URL adresa: | https://pubmed.ncbi.nlm.nih.gov/38913705 https://pure.eur.nl/en/publications/a434ee86-4855-4f8b-ba67-a50d7c38d151 https://doi.org/10.1037/ocp0000376 https://research.tue.nl/en/publications/661ac5cc-89d6-4070-8ca4-81ea0e3b2cef https://doi.org/10.1037/ocp0000376 |
| Rights: | taverne |
| Prístupové číslo: | edsair.doi.dedup.....52435771065347f5faddb58fea0060ba |
| Databáza: | OpenAIRE |
Nájsť tento článok vo Web of Science | Abstrakt: | Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved). |
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| ISSN: | 19391307 10768998 |
| DOI: | 10.1037/ocp0000376 |