Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model

Abstract

and-conditions-of-access.pdf This article may be used for research, teaching and private study purposes. Any substantial or systematic reproduction, redistribution , reselling , loan or sub-licensing, systematic supply or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae and drug doses should be independently verified with primary sources. The publisher shall not be liable for any loss, actions, claims, proceedings, demand or costs or damages whatsoever or howsoever caused arising directly or indirectly in connection with or arising out of the use of this material.

The role of personal resources in the relationship between job stressors and emotional exhaustion

“…Given that personal resources are defined in terms of resiliency and control, one may expect them to buffer the negative effects of job demands on job burnout. This reasoning has found support in quite a few studies (e.g., Brenninkmeijer, Demerouti, Le Blanc, & Van Emmerik, 2010;Van den Broeck, Van Ruysseveldt, Smulders, & De Witte, 2011). For example, Xanthopolou et al (2007) demonstrated that self-efficacy and optimism minimize the link between job demands (i.e., emotional dissonance, workload, organizational changes) and exhaustion.…”

An examination of the role of psychological safety in the relationship between job resources, affective commitment and turnover intentions of Australian employees with chronic illness

“…There is a growing body of research aimed at increasing the explanatory power of models such as the JD-R by examining the role of personal resources as moderators of the relationship between job resources and wellbeing/performance outcomes. In particular there is recognition of the need to map specific personal resources to the needs of particular groups of employees (Van den Broeck, Van Ruysseveldt, Smulders, & De Witte, 2011). Previous diversity research has demonstrated the importance of perceptions of psychological safety as a significant personal resource for employees who occupy a peripheral status within their organization (such as the chronically ill).…”

Job features, job values, and affective strength

“…In only a proportion of cases is it found that those orientations significantly moderate the association between a job feature and well-being (e.g., de Jonge, van der Velde, & Jansen, 2001;Tiegs, Tetrick, & Fried, 1992;van den Broeck et al, 2011;Viswesvaran, Sanchez, & Fisher, 1998). Furthermore, another kind of investigation -of satisfaction as a function of single job features -also yields inconsistent findings about the occurrence of moderation by values.…”

“…Research into job-related values (e.g., van den Broeck, van Ruysseveldt, Smulders, & De Witte, 2011) and broader theories and investigations of values have also focused on personal importance. For example, the World Values Survey (www.worldvaluessurvey.org; Warr, 2008), the European Values Study (www.europeanvaluesstudy.eu) and the Schwartz Values Scale (Schwartz, 1992) ask directly for ratings of importance.…”