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Top2. The Job Demand-Resources Model
The JD-R model is a business model that integrates the job stress process with the motivational process as a way to improve both employee well-being and employee job performance.
The job stress process, a psychological process which is associated with workplace health, assumes that high job demands increase job pressure, leading to negative influences on organizational outcomes (e.g., draining an individual’s energy such that employee breakdown is the eventual result; see Bakker & Demerouti, 2007). Numerous studies have established the association between psychosocial work factors and (poor) health. For example, Cox, Griffiths, and Rial-Gonzales (2000) cite stress as one such factor that creates a negative psychological condition originating from the dynamic interaction between individuals and their work environment. Kalimo and Mejman (1987) conclude that stress often results from job demands that exceed employees’ abilities, from their frustrated aspirations, and from their dissatisfaction with organizational goals. In the JD-R model, job demands are associated with high work pressure, an unfavorable physical environment, and emotionally demanding interactions with clients (Bakker & Demerouti, 2007).