Theoretical Framework
The proposed study is grounded in the Job Demands-Resources model (JD-R model) that can be utilized to predict the effect of increased job demands on employee’s stress levels. The JD-R model assumes that increased employee health and well-being emanates from favorable and negative aspects of the job (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The favorable job aspects are referred to as resources while the negative characteristics are termed as demands. The revised version of the JD-R model includes work engagement and burnout as two key factors that influence job demands and the well-being of employees (Demerouti et al., 2001). Work engagement is positive factor that increases employees’ dedication, vigor, and absorption towards their job. On the other hand, burnout stems from a negative perspective of the working environment and is associated with the health problems of employees (Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007).
The JD-R model attributes the well-being of employees to the nature and aspects of the workplace. Job demands lead to the building up of stress among employees while resources represent the positive aspects that promote their health (Xanthopoulou et al., 2007). According to Demerouti et al. (2001), the job demands include physical, social, and/or organizational characteristics of the work environment that command restricted physical and psychological commitment of employees. Thus, they attract physiological and/or psychological costs such as health damages and stress respectively. The job resources are deemed positive since they are functional and endeavor to create enthusiasm; hence, they reduce the adverse effects of job demands (costs) (Xanthopoulou et al., 2007). Additionally, job resources stimulate the personal growth and development of workers. This model underpins the current study as it clearly shows that a positive working environment that provides the necessary and supportive resources lead to positive employees outcomes (Xanthopoulou et al., 2007). A job that is characterized by unfavorable characteristics leads to unhealthy employees with burnout and work resentment.
Reference List
Demerouti, E., Bakker, A., Nachreiner, F. & Schaufeli, W. (2001). The job demands resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
Xanthopoulou, D., Bakker, A., Demerouti, E., & Schaufeli, W. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121.