Job Demands-Resources Theory: Taking Stock and Looking Forward
Job Demands-Resources Theory: Taking Stock and Looking Forward
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DOI：
10.1037/ocp0000056
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发表时间：
2017-07-01
影响因子：
5.1
通讯作者：
Demerouti, Evangelia
中科院分区：
文献类型：
--
作者：
Bakker, Arnold B.;Demerouti, Evangelia
工作需求-资源模型（JD-R）在15年前被引入国际文献中（Demerectile，Bakker，Nachreiner，& Schaufeli，2001）。该模型已被应用于数千个组织，并激发了数百篇实证文章，包括职业健康心理学杂志下载量最大的文章之一（Bakker，Demereclement，& Euwema，2005）。本文的研究结果为不同工作资源对不同工作要求对职业倦怠的影响提供了缓冲作用。在本文中，我们回顾了JD-R模型的前10年（2001-2010），并讨论了该模型如何成熟为JD-R理论（2011-2016）。此外，我们展望了未来的理论和概述的新问题，在JD-R理论是值得调查。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。
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.