The Job Demands-Resources Model: An Analysis of Additive and Joint Effects of Demands and Resources.

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Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model (2018, methodology): “In some of the previous research using the JDR model, resources and demands have been found to interact (e.g. Bakker, Demerouti, and Euwema 2005), whereas other studies found no moderation effect (e.g. Hu, Schaufeli, and Taris 2011).”
A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health (2014, background): “Hu et al. ( 2011 ) conducted a comprehensive study on interactions, focusing on the joint effects of demands and resources on burnout and engagement.”
The Job Demands-Resources Model (2015, background): “Hu et al. (2011) reported for one of their samples that the adverse effects of high job demands on burnout decreased in the presence of high job resources.”
Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement (2013, methodology): “Finally, Finally, in a cross-sectional test of the JD-R model with Chinese employees, Hu, Schaufeli, and Taris (2011) found evidence for the main effects of job demands and job resources on burnout and work engagement, but reported inconclusive evidence for any moderating relationships.”