Global and Occupation‐Specific Emotional Resources as Buffers against the Emotional Demands of Fire‐Fighting

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Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement (2013, background): “The literature acknowledges that the inclusion of job-specific job demands, in addition to generic job demands, are valuable in the prediction of work-related health and performance outcomes (e.g., Brough, 2004; Brough & Frame, 2004; Tuckey & Hayward, 2011).”
The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness (2014, background): “Emotional demands concern conditions where volunteers have to deal with emotionally demanding interactions or events during their volunteering work (Tuckey & Hayward, 2011), and WHC refers to situations in which volunteer work interferes with volunteers’ home life (Cowlishaw et al., 2010b).”
The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador (2018, background): “Thus, providing emotional support is a more useful buffer, since it can act to replenish the emotional reserves of employees (Tuckey & Hayward, 2011).”