The job demands-resources model of burnout.

By Evangelia Demerouti, Arnold B. Bakker, Friedhelm Nachreiner, Wilmar B. Schaufeli. Journal of Applied Psychology, 2001

12,606 citations recorded by the source corpus.

Subfields: General Health Professions, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6b0866b9aeb3e772a4efcaf917e57da4720628d9

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Citations in the corpus

The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory (2005, methodology): “Their notion of a two-factor model is derived, in part, from their model of the burnout process, the Job Demands-Resources model (Demerouti et al., 2001).”
Modelling job crafting behaviours: Implications for work engagement (2016, background): “This is in agreement with the JD–R theory (Bakker and Demerouti, 2008, 2014; Demerouti et al., 2001), which postulates that the mobilization of job resources, such as performance feedback, opportunities for development and skill variety fosters work engagement, particularly when the job demands are ”
Can a self-efficacy-based intervention decrease burnout, increase engagement, and enhance performance? A quasi-experimental study (2011, result): “This result is also supported by previous research undertaken in the Job DemandResources Model (JD-R) (Demerouti et al. 2001).”
Daily job crafting and the self-efficacy – performance relationship (2014, methodology): “Given that job resources are functional tools with which work goals can be achieved (Demerouti et al., 2001), a positive relationship between resources and performance would be assumed.”
The effect of positive and negative work‐family interaction on exhaustion: Does work social support make a difference? (2010, background): “Exhaustion, which is one of the components of burnout in the Oldenburg Burnout Inventory (OLBI), refers to “a consequence of intensive physical, affective, and cognitive strain, for example as a long-term consequence of prolonged exposure to certain demands” ( Demerouti et al. , 2001”
Job demands–resources model in the context of recovery: Testing recovery experiences as mediators (2011, methodology): “The Job Demands–Resources (JD-R) model attempts to explain both the well-being and ill-health of employees by psychosocial work characteristics (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001 ; Schaufeli & Bakker, 2004 ).”
Teachers’ classroom management self-efficacy, perceived classroom management and teaching contexts from beginning until mid-career (2020, positive): “The Job Demands-Resources model (JDR; Demerouti et al., 2001) complements self-efficacy theory (Bandura, 1997) when investigating interrelationships be-tween personal resources (teachers' self-efficacy), external resources and demands, and teaching behaviors.”
Job resources and flow at work: Modelling the relationship via latent growth curve and mixture model methodology (2010, methodology): “Based on the presented empirical literature and the JD-R model (Bakker & Demerouti, 2007; Demerouti et al., 2001), we formulated our third hypothesis:”
Proactivity, job characteristics, and engagement: a longitudinal study (2010, methodology): “Similarly, the Conservation of Resources (COR) model (Hobfoll, 1985) proposes that job resources like social support or job autonomy play an important role in reinforcing positive images of oneself, and in fostering a positive work outcome like work engagement (Demerouti et al., 2001).”