Validation of the Job Demands-Resources model in cross-national samples

Cross-sectional and longitudinal predictions of psychological strain and work engagement

Bibliographic Data

ID9888147
AuthorsPaula Brough (0000-0002-0374-0026, Griffith University, corresponding author), Carolyn Timms (0000-0001-8764-6346, James Cook University, corresponding author), Oi-Ling Siu (0000-0003-1922-9051, Lingnan University, Hong Kong,, corresponding author), Thomas Kalliath (The Australian National University, Australia,, corresponding author), Michael P O’Driscoll (0000-0002-5243-5423, University of Waikato, corresponding author), Cindy H P Sit (0000-0001-9992-7866, Chinese University of Hong Kong, corresponding author), Cindy HP Sit (The Chinese University of Hong Kong, Hong Kong,), Danny Lo (Hong Kong Shue Yan University, corresponding author), Chang-qin Lu (Peking University), Chang‐qin Lu (0000-0001-8712-656X, Peking University, corresponding author)
Year2013
Volume66
Issue10
Pages1311-1335
Publication date2013-10-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueHuman Relations (JOURNAL)
Journal identifiersISSN: 0018-7267 • E-ISSN: 1741-282X
PublisherSAGE Publications (PUBLISHER • US)
DOI10.1177/0018726712472915
OpenAlexW2097255727
LanguageEN
Citations received19
References cited58

The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design with samples of Australian and Chinese employees ( N = 9404). Job resources (supervisor support and colleague support) accounted for substantial variance, supporting the motivational hypothesis of the JD-R model. However, minimal evidence was found for the strain hypothesis of the JD-R model. The interactions of job demands and job resources were not evident, with only one from 16 interaction tests demonstrating significance. We discuss explanations for our findings. The implications of testing western-derived organizational behavior theories among employees employed in Asian regions, especially in regard to the increasing ‘westernization’ of many Asian organizations and their employees, are also discussed

Business · Economics · Job analysis · Job attitude · Job design · Job performance · Job satisfaction · Job strain · Management · Personnel psychology · Psychosocial · Structural equation modeling · Supervisor · Variance (accounting · Work (physics · Work engagement · Applied Psychology · Computer Science · Employment and Welfare Studies · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Health and Well-being

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