Abstract
This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were significant for task enjoyment and 13 of the 16 interactions were significant for organizational commitment. Job resources (skill utilization, learning opportunities, autonomy, colleague support, leader support, performance feedback, participation in decision making, and career opportunities) predicted task enjoyment and organizational commitment particularly under conditions of high job demands (workload and emotional demands). These findings clearly expand the Demand-Control model and support the JD-R model. Moreover, the results illustrate what managers can do to secure employee well-being.
References
1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
(1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18.
(2005). Amos 6.0 user’s guide. Chicago, IL: SPSS.
(2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309–328.
(2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology, 10, 170–180.
(2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43, 83–104.
(2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99, 274–284.
(2003). Strategy and human resource management. Basingstoke: Palgrave McMillan.
(1993). Alternative ways of assessing model fit. In , Testing structural equation models (pp. 445–455). Newbury Park, CA: Sage.
(1993). A longitudinal test of Karasek’s job strain model among office workers. Work and Stress, 7, 299–314.
(2001). Testing interaction effects in LISREL: Examination and illustration of available procedures. Organizational Research Methods, 4, 324–360.
(1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum Press.
(2002). Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: Towards an occupation specific model of job demands and control. Occupational and Environmental Medicine, 59, 356–361.
(1996). Testing the Demand-Control-Support model among health care professionals: A structural equations approach. Work and Stress, 10, 209–224.
(1997). A critical examination of the Demand-Control-Support model from a work psychological perspective. International Journal of Stress Management, 4, 235–258.
(2003). “The very best of the millennium”: Longitudinal research and the Demand-Control-(Support) model. Journal of Occupational Health Psychology, 8, 282–305.
(2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499–512.
(1991). Measuring work stressors: The role of frequency, duration, and demand. Work and Stress, 5, 77–91.
(1987). The validity of the job characteristics model: A review and meta-analysis. Personnel Psychology, 40, 287–322.
(1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55, 259–286.
(1975). Development of the job diagnostic survey. Journal of Applied Psychology, 2, 159–170.
(1980). Work redesign. Reading, MA: Addison-Wesley.
(2005). How dentist scope with their job demands and stay engaged: The moderating role of job resources. European Journal of Oral Sciences, 113, 479–487.
(1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524.
(2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324.
(2002). Multilevel analysis: Techniques and applications. London: Erlbaum.
(1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equational Modeling, 6, 1–55.
(2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92, 1332–1356.
(1988). Job strain, work place social support and cardiovascular disease: A cross-sectional study of a random sample of the Swedish working population. American Journal of Public Health, 78, 1336–1342.
(1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24, 285–308.
(1985). Job content instrument: Questionnaire and user’s guide (Rev. 1.1). Los Angeles: University of Southern California.
(1990). Healthy work: Stress, productivity and the reconstruction of working life. New York: Basic Books.
(1989). An epidemiological perspective on the role of control in health. In , Job control and worker health (pp. 161–189). Chichester: Wiley.
(1995). The Demand-Control-Support model: Methodological challenges for future research. Stress Medicine, 11, 17–28.
(2008). Job stress and occupational health. In , An introduction to work and organizational psychology: A European perspective (pp. 119–147). Oxford: Wiley-Blackwell.
(1992). Influences of individual and situational characteristics on measures of training effectiveness. Academy of Management Journal, 35, 828–847.
(1993). Statistical difficulties of detecting interactions and moderator effects. Psychological Bulletin, 114, 376–390.
(1998). Psychological aspects of workload. In , Handbook of work and organizational psychology (pp. 5–33). Hove: Psychology Press.
(1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224–247.
(2004). HRM and performance: Achieving long-term value. Oxford: Oxford University Press.
(2007). Fourth European working conditions survey. Luxembourg: Office for Official Publication of the European Communities.
(2003). Common method biases in behavioral research: A critical view of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
(2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315.
(1983). The interaction of job stress and social support: A strong inference investigation. Academy of Management Journal, 26, 273–284.
(2006). Bricks without clay: On urban myths in occupational health psychology. Work and Stress, 20, 99–104.
(2003). Learning new behaviour patterns: A longitudinal test of Karasek’s active learning hypothesis among Dutch teachers. Work and Stress, 17, 1–20.
(1965). Industrial jobs and the worker. An investigation of responses to task attributes. Boston: Harvard Graduate School of Business Administration.
(1999). The Job Demand-Control-(Support) model and psychological well-being: A review of 20 years of empirical research. Work and Stress, 13, 87–114.
(2002). Testing global and specific indicators of rewards in the Effort-Reward Imbalance model: Does it make any difference? European Journal of Work and Organizational Psychology, 11, 403–421.
(2002). Specific relationships between psychosocial job conditions and job-related stress: A three-level analytic approach. Work and Stress, 16, 207–228.
(1994). Het meten van psychosociale arbeidsbelasting met een vragenlijst: De Vragenlijst Beleving en Beoordeling van de Arbeid (VBBA)
([The measurement of psychosocial strain at work: The questionnaire experience and evaluation of work] . Amsterdam: Nederlands Instituut voor Arbeidsomstandigheden.2005). The relationship between work characteristics and employee health and well-being: How much complexity do we really need? International Journal of Stress Management, 12, 3–28.
(1995). Further evidence on some new measures of job control, cognitive demand and production responsibility. Journal of Organizational Behavior, 16, 431–455.
(1990a). Decision latitude, job demands and employee well-being. Work and Stress, 8, 84–97.
(1990b). The measurement of well-being and other aspects of mental health. Journal of Occupational Psychology, 63, 193–219.
(1992). Moderating effect on decision latitude on stress-strain relationship: Does organizational level matter? Journal of Organizational Behavior, 13, 713–722.
(2007). When do job demands particularly predict burnout? The moderating role of job resources. Journal of Managerial Psychology, 22, 766–786.
(2002). Emotionele belasting en de noodzaak tot het verbergen van emoties op het werk [
(Emotional demands and the necessity to hide emotions at work ]. Gedrag en Organisatie, 3, 129–146.1997). On averaging variables in CFA model. Behaviormetrika, 24, 71–83.
(