The relationship between work characteristics and employee health and well-being: how much complexity do we really need?

By M. van Veldhoven, Toon W. Taris, J. de Jonge, Sjaak Broersen. 2005

130 citations recorded by the source corpus.

Subfields: General Health Professions, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c010f50f030910cae309702622e55e4f439b7bc7

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. Hans De Witte
2. Nele de Cuyper
3. A. van den Broeck
4. Arnold B. Bakker
5. G. Notelaers
6. Evangelia Demerouti
7. Wilmar B. Schaufeli
8. Maarten Vansteenkiste

In Social Psychology

1. Hans De Witte
2. Arnold B. Bakker
3. G. Notelaers
4. A. van den Broeck
5. Wilmar B. Schaufeli
6. Evangelia Demerouti
7. Nele de Cuyper
8. Maarten Vansteenkiste

Citations in the corpus

• StreSS modelS: A review And SuggeSted new direction (2008, background): “On a sample of 37,000 Dutch employees in four branches of industry, van Veldhoven et al. (2005) investigated the relationships between pace and amount of work, physical effort, skill utilisation, task autonomy, quality of social relationships with colleagues, quality of relationships with…”
• Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees (2006, result): “Our findings are also in line with recent trends in work conditions models, where it has been suggested that there is more to job stress than demands, control, and social support, although controversy still exists regarding the questions of which and how many variables should be added (Parker et al,”
• A job characteristics approach to explain workplace bullying (2010, methodology): “This is a well-validated instrument to measure job characteristics, that is widely used in Belgium and The Netherlands (van Veldhoven, de Jonge, Broersen, Kompier, & Meijman, 2002 ; van Veldhoven, Taris, de Jonge, & Broersen, 2005 ).”
• Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model (2010, result): “Although job characteristics models should not be overly complicated (van Veldhoven et al., 2005), the results of the present study provide evidence that it might be instructive and even necessary to differentiate between job hindrances and job challenges in the JD-R model.”
• The job demands-resources model : state of the art (2007, methodology): “Indeed, Van Veldhoven et al. (2005), using data from 37,291 Dutch employees', compared the demand-control-support model with the JD-R model.”
• The importance of context specificity in work stress research: A test of the Demand-Control-Support model in academics (2007, background): “However, main effects are typically found for demands and control or both, but the hypothesis for interactive effects between demands and control has received limited (de Jonge, Dollard, Dormann, Le Blanc, & Houtman, 2000; de Lange, Taris, Kompier, Houtman, & Bongers, 2003; Parkes, 1991; van der Doe”
• To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention (2013, methodology): “Turnover intention Employees’ turnover intentions were measured with four items derived from the Questionnaire on the Experience and Evaluation of Work (VBBA; Van Veldhoven and Meijman, 1994), which is widely used in Dutch occupational health services (Van Veldhoven et al., 2005).”