Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement

By P. Brough, Carolyn Timms, O. Siu, Thomas J. Kalliath, M. O’driscoll, C. Sit, Danny Lo, Chang‐qin Lu. 2013

128 citations recorded by the source corpus.

The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design with samples of Australian and Chinese employees (N = 9404). Job resources (supervisor support and colleague support) accounted for substantial variance, supporting the motivational hypothesis of the JD-R model. However, minimal evidence was found for the strain hypothesis of the JD-R model. The interactions of job demands and job resources were not evident, with only one from 16 interaction tests demonstrating significance. We discuss explanations for our findings. The implications of testing western-derived organizational behavior theories among employees employed in Asian regions, especially in regard to the increasing ‘westernization’ of many Asian organizations and their employees, are also discussed.

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

View Paper: https://www.semanticscholar.org/paper/3a16c3bf458c25682a204864f89fc9ff7875b259

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Flexible work arrangements, work engagement, turnover intentions and psychological health (2015, background): “This point has also been observed elsewhere (Brough et al. 2013).”
The Job Demands-Resources Model (2015, background): “In two samples, one from Australia and one from China, and each including more than 4,000 participants, Brough et al. (2013) found that out of the eight interactions of job demands and vari‑ ous forms of social support tested in this study, two were statistically significant and in the correct…”
Understanding Employee Engagement in the Public Sector: The Role of Immediate Supervisor, Perceived Organizational Support, and Learning Opportunities (2017, background): “…Coffman, 1999; Wallace & Trinka, 2009), there is a surprising dearth of research on the relationship in the academic literature (Robinson, Perryman, & Hayday, 2004), most of which derive from private sector organizations (e.g., Brough et al., 2013; Menguc, Auh, Fisher, & Haddad, 2013; Saks, 2006).”
Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers (2014, background): “Researchers are increasingly recognising the value of producing theoretically sound results with broad and diverse samples (e.g. Allen et al. 2013; Brough et al. 2013).”
The relationship of social support with well-being outcomes via work–family conflict: Moderating effects of gender, dependants and nationality (2017, methodology): “The semantic equivalence of the research variables was verified as per Brough et al. (2013).”