Bakker Arnold B, Demerouti Evangelia
Center of Excellence for Positive Organizational Psychology, Erasmus University Rotterdam.
Department of Industrial Engineering and Innovation Sciences, Eindhoven University of Technology.
J Occup Health Psychol. 2017 Jul;22(3):273-285. doi: 10.1037/ocp0000056. Epub 2016 Oct 10.
The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record
工作要求-资源（JD-R）模型于15年前在国际文献中被提出（德梅罗蒂、巴克尔、纳赫莱纳和绍费利，2001年）。该模型已在数千个组织中得到应用，并催生了数百篇实证文章，其中包括《职业健康心理学杂志》下载量最高的文章之一（巴克尔、德梅罗蒂和埃维马，2005年）。本文为各种工作资源在各种工作要求对倦怠的影响方面的缓冲作用提供了证据。在本文中，我们回顾了JD-R模型的头10年（2001 - 2010年），并讨论了该模型如何发展成为JD-R理论（2011 - 2016年）。此外，我们展望了该理论的未来，并概述了JD-R理论中哪些新问题值得研究。我们还讨论了实际应用。我们希望JD-R理论将继续激励那些希望促进员工福祉和有效组织运作的研究人员和实践者。（PsycINFO数据库记录）
