The DISC Model: Demand-Induced Strain Compensation Mechanisms in Job Stress

By Jan de Jonge and Christian Dormann. 2003

246 citations recorded by the source corpus.

Subfields: General Health Professions, Social Psychology

View Paper: https://www.semanticscholar.org/paper/d046af12a55c0d84c94d64a02133c58d01f834cf

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

In Social Psychology

Citations in the corpus

Testing global and specific indicators of rewards in the Effort-Reward Imbalance Model: Does it make any difference? (2002, background): “Therefore, esteem in particular, as a social resource, might be an adequate compensation for those client-related demands, rather than rewards that are more related to job conditions (De Jonge & Dormann, 2002).”
Job resources buffer the impact of job demands on burnout. (2005, background): “It is interesting to note that while some scholars have argued that particular demands shouldmatchthe resources in the workplace (De Jonge & Dormann, 2003; Frese, 1999; Van der Doef & Maes, 1999), the present study found, for example, that autonomy could buffer the stressful impact ofeachof the job…”
“Take a break?!” Off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity (2012, methodology): “First, learning and creativity at work are likely to occur when there is at least a slight surplus of available cognitive job resources (cf. de Jonge & Dormann, 2003).”
Ten years on: A review of recent research on the Job Demand–Control (-Support) model and psychological well-being (2010, background): “Recently, de Jonge and Dormann (2003, 2006) extended this idea by including different types of strain in their considerations.”
Expanding the boundaries of psychological resource theories (2011, unknown): “…relevant resources, such as the job demands-control (JD-C) model (Karasek & Theorell, 1990), the job demandsresources (JD-R) model (Bakker & Demerouti, 2007; Demerouti, Nachreiner, Bakker, & Schaufeli, 2001), and the demand-induced strain compensation (DISC) model (De Jonge & Dormann, 2003).”
Job Resources Boost Work Engagement, Particularly When Job Demands Are High (2007, unknown): “Results of the present study also challenge the idea that specific job demands and job resources should match in order to show moderating effects in the prediction of well-being (de Jonge & Dormann, 2003; Frese, 1999).”
Quantitative Versus Emotional Demands Among Swedish Human Service Employees: Moderating Effects of Job Control and Social Support (2004, background): “This is suggested by the match principle (S. Cohen & Wills, 1985; de Jonge & Dormann, 2003; Frese, 1999), which implies that job control as a resource does not “match” with emotional demands, and therefore job control is not a reduction mechanism of (high) emotional demands.”
Occupational stress in (inter)action: the interplay between job demands and job resources (2005, result): “De Jonge and Dormann (2003) argued that job content and job context variables have a different impact on different types of outcomes, which could be a reason for the divergent associations found in the present study.”
Conflicts in the Work–Family Interface: Links to Job Stress, Customer Service Employee Performance, and Customer Purchase Intent (2005, background): “…the changing workforce (e.g., more dualcareer couples) and the nature of work itself (e.g., anincrease in the number of service sector jobs) have given rise to conflicts in the work–family interface that may affect the work performance of employees and organizations (De Jonge and Dormann 2003).”
Emotional dissonance, emotional exhaustion and job satisfaction in call centre workers (2003, methodology): “As de Jonge and Dormann (2003) observe, although a variety of theoretical frameworks are available for the analysis of workplace stressors, it is difficult to decide what framework is relevant to a particular work setting, a decision that is complicated further by the general lack of consensus on…”
Psychosocial safety climate as a moderator of the moderators: Contextualizing JDR models and emotional demands effects (2018, background): “…that only PSC buffered emotional demands may be because PSC offers additional emotional resources (supervisor support, debriefing services); researchers have argued that demands–resources interaction may be attributable to the strength of the matching hypothesis (de Jonge & Dormann, 2003, 2006).”
StreSS modelS: A review And SuggeSted new direction (2008, methodology): “More research is needed on this model, particularly with respect to the interesting hypothesis that resources in a particular domain are best compensated by resources in the same domain, however citing de Jonge and Dormann (2004), Van Vegchel et al.”