Job Demands–Resources Theory

By Arnold B. Bakker, Evangelia Demerouti. 2014

1,393 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/9126781d77f46d700f2d6b5d683e4e3f5dd78d17

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Challenging, Hindering Job Demands and Psychological Well-Being: The Mediating Role of Stress-Related Presenteeism (2021, methodology): “The job demands resource theory (Bakker & Demerouti, 2014) explains how job demands can either motivate people or affect their health due to the detrimental effects of such demands.”
Daily job crafting and the self-efficacy – performance relationship (2014, methodology): “Based on the Job DemandsResources ( JD-R) theory (Bakker and Demerouti, 2014), we argue that job crafting is a strategy through which highly self-efficacious employees may create a pleasurable work environment that positively contributes to their work performance.”
Fostering employee well-being via a job crafting intervention (2017, methodology): “Employees who are engaged are healthier than their less-engaged colleagues and experience more active, positive emotions (Bakker & Demerouti, 2014).”
Employee intrapreneurship and work engagement: A latent change score approach (2017, methodology): “One theory that captures this interrelatedness is the Job Demands-Resources (JD-R) theory (Bakker & Demerouti, 2014).”
The job demands-resources model: A meta-analytic review of longitudinal studies (2018, background): “Bakker and Demerouti (2014) suggest four possible JD-R interventions: (1) job redesign, and (2) job crafting to optimise the working environment, as well as (3) training, and (4) strengths-based intervention to promote personal resources.”
Weekly work engagement and flourishing: The role of hindrance and challenge job demands (2013, methodology): “The present findings clearly expand previous studies, by showing for the first time evidence for the statistical interaction between personal resources and emotional demands, and offer evidence for the expanded JD-R model of work engagement (Bakker, 2011; Bakker & Demerouti, 2008, 2013).”
The Role of Job Demands and Job Resources in the Development of Emotional Exhaustion, Depression, and Anxiety Among Police Officers (2018, background): “However, the fact that the JD-R theory allows the inclusion of different demands and resources can also be regarded as a strength, since it provides flexibility to investigate demands and resources that are specific to a certain work environment (Bakker & Demerouti, 2014).”
Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction, and Organizational Commitment (2019, methodology): “Based on earlier research, and the theoretical framework of the job demands-resources model (Bakker & Demerouti, 2014), the present study investigates how two novel work environmental factors, psychosocial safety climate (Dollard & Bakker, 2010) and perceived quality of work (Berthelsen, Conway, &…”