Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model

By A. van den Broeck, Nele de Cuyper, Hans De Witte, Maarten Vansteenkiste. 2010

674 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/6542ae6bdfd62884f6442463a39c8a66c464e601

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

1. Arnold B. Bakker
2. Hans De Witte
3. A. van den Broeck
4. Claude Fernet
5. Stéphanie Austin
6. Evangelia Demerouti
7. A. Sanz‐Vergel
8. Sarah-Geneviève Trépanier

In Organizational Behavior and Human Resource Management

1. Arnold B. Bakker
2. Evangelia Demerouti
3. Hans De Witte
4. A. van den Broeck
5. Claude Fernet
6. Stéphanie Austin
7. Wilmar B. Schaufeli
8. A. Sanz‐Vergel

Citations in the corpus

• Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model (2011, background): “This may perhaps align with a differentiation among two types job demands (ie, job hindrances and job challenges), which was previously advocated (Podsakoff, LePine, & LePine, 2007 ), also in the realm of the JD-R model (Van den Broeck, Vansteenkiste, De Cuyper, & De Witte, 2010 ).”
• Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens (2019, background): “…understand the function of resources as both alleviators of hindrance demands (e.g. reducing overtime working and adjusting work schedules) and facilitators of challenge demand (e.g. providing sufficient training and support to experiment with new job task routines) (Van den Broeck et al., 2010).”
• Modelling job crafting behaviours: Implications for work engagement (2016, background): “Van den Broeck et al. (2010) also used this differentiation between types of job demands and found that hindrances were negatively related to vigour, whereas challenges were positively related to vigour.”
• Measuring cost: The forgotten component of expectancy-value theory (2015, methodology): “Van den Broeck et al. (2010) found that increased amounts of work or effort were related to vigor under certain circumstances.”
• Performance expectations, personal resources, and job resources: How do they predict work engagement? (2013, methodology): “According to Van den Broeck, De Cuyper, De Witte, and Vansteenkiste ( 2010 , p.”