A longitudinal test of the job demands-resources model among Australian university academics

By Carolyn M. Boyd, Arnold B. Bakker, Silvia Pignata, A. Winefield, Nicole M. Gillespie, Con Stough. 2011

247 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/126c253d7fbe5a936a94634d8a6f1e32f2b2ffcf

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

A test of a job demands-resources intervention (2016, background): “In contrast, the motivational process starts with job resources that encourage employees to meet their work-related goals (Boyd et al., 2011).”
Work engagement as a mediator between employee attitudes and outcomes (2013, methodology): “We began by assessing the equality of our construct measurements for job satisfaction, affective commitment and work engagement across our two survey waves (Brown 2006; Boyd et al. 2011).”
The Relationship Between Professional Burnout and Quality and Safety in Healthcare: A Meta-Analysis (2017, background): “According to the job demands-resources model of burnout, 18 – 21 job demands (e.g., interacting with patients with intensive service needs, balancing competing priorities) require effort over time and can result in costs to the healthcare provider (e.g., emotional exhaustion), particularly when…”
Perceptions of Adverse Work Conditions and Innovative Behavior: The Buffering Roles of Relational Resources (2016, background): “High levels of interpersonal harmony reduce the emotional efforts that employees must invest in maintaining or restoring relationships with their organizational peers (Boyd et al., 2011), which can increase their ability to cope with the stress emanating from such conditions.”
The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model (2012, background): “…work motivation and promote adaptive work behaviours, such as work engagement (Schaufeli & Bakker, 2004; Hakanen, Bakker, & Schaufeli, 2006), job involvement (Bakker, Demerouti, & Schaufeli, 2003) and organizational commitment (Bakker, Demerouti, de Boer, & Schaufeli, 2003; Boyd et al., 2011).”
Job demands and resources as antecedents of university teachers’ exhaustion, engagement and job satisfaction (2020, methodology): “A few studies were conducted to test the hypotheses of the JD-R model with faculty members of Western societies including Dutch and Australia (Bakker, Demerouti, & Euwema, 2005; Boyd et al., 2011), providing preliminary evidence supporting either of the two processes claimed by the model.”
Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement (2013, result): “These two methodological points could explain the mixed results produced by the published longitudinal tests of the JD-R model to date (e.g., Boyd et al., 2011; Schaufeli et al., 2009).”
A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health (2014, background): “A 1-year follow-up study among Australian university staff showed that job resources predicted psychological strain (negatively) and organizational commitment (positively) but failed to confi rm the effect of job demands on strain (Boyd et al., 2011 ).”