Job Demands–Resources Theory: Taking Stock and Looking Forward

By Arnold B. Bakker, Evangelia Demerouti. Journal of Occupational Health Psychology, 2017

6,052 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/9d8fe5cd4fc8e8a0e26f92af88ca770a57f944c3

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Citations in the corpus

Frontline hotel employees’ psychological capital, trust in organization, and their effects on nonattendance intentions, absenteeism, and creative performance (2018, background): “These personal resources generate other resources and create resource caravans (Bakker & Demerouti, 2017).”
Burnout: A Review of Theory and Measurement (2022, background): “This approach postulates that burnout occurs when there is an imbalance between the demands and resources derived from work [42].”
The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis (2021, positive): “According to Job Demands–Resources (JD-R) theory (Bakker & Demerouti, 2017), job resources are the key drivers of work engagement, and job demands are expected to have a less direct impact.”
Challenge job demands and job resources to university teacher well-being: the mediation of teacher efficacy (2020, background): “Personal resources are alleged to have a positive effect on work engagement and a negative effect on emotional exhaustion, as employees with high optimism and self-efficacy are more capable of dealing with their work (Bakker and Demerouti 2017).”
Job demands and resources as antecedents of university teachers’ exhaustion, engagement and job satisfaction (2020, background): “Empirical studies have identified a wide range of job demands and resources as antecedents of burnout, and job demands have been the most important correlates of emotional exhaustion (Bakker & Demerouti, 2017).”
Social Isolation and Stress as Predictors of Productivity Perception and Remote Work Satisfaction during the COVID-19 Pandemic: The Role of Concern about the Virus in a Moderated Double Mediation (2020, background): “The relationship between social isolation and stress and the role of stress in the simple mediations between isolation and perceived productivity from one side, and remote work satisfaction from the other side, is another result fully compatible with the JD–R model [10].”
Sustainable careers across the lifespan: Moving the field forward (2020, methodology): “Using the Job Demands-Resources (JD-R) framework (Bakker & Demerouti, 2017; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), they examine the individual, contextual, and temporal dimensions of career (un)sustainability during and after a career in professional sports.”
Four Decades of Frontline Service Employee Research: An Integrative Bibliometric Review (2021, methodology): “We should note that both these studies utilizing the JD-R theory (a quintessential theory in occupational health psychology; Bakker and Demerouti 2017) were published in marketing journals (Zablah et al. in the Journal of Marketing and Babakus et al. in the Journal of Retailing), indicating the…”
How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy (2021, methodology): “Building on these previous studies, we draw on the job demands–resources (JD–R) theory [45,46] to explain the underlying mechanisms on how positive feedback from the leader can promote employees’ innovative behavior.”