Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

Jonge, de J Jan; Peeters, Maria C. W.; Blanc, Le

doi:10.5117/2006.019.004.003

Cited by 6 publications

(1 citation statement)

References 38 publications

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“…Dit artikel biedt een overzicht van de belangrijkste bevindingen uit twee promotieprojecten naar de theoretische principes en mogelijke uitbreidingen van het Demand-Induced Strain Compensation (DISC) Model (De Jonge & Dormann, 2003;2006). Het DISC Model is een theoretisch model dat zijn oorsprong vindt in de bestaande literatuur over werkstress, vermoeidheid, leren en prestatie.…”

Section: Introductieunclassified

Het Demand-Induced Strain Compensation Model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken

Tooren

Ven²,

Jonge

et al. 2014

Gedrag &Amp; Organisatie

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A closer look at the Demand-Induced Strain Compensation Model: the role of match, functional self-regulation and personal characteristics A closer look at the Demand-Induced Strain Compensation Model: the role of match, functional self-regulation and personal characteristics The Demand-Induced Strain Compensation (DISC) Model is a theoretical model for work stress and work motivation that aims to explain positive and negative consequences of the work environment on employee health and well-being. The model focusses on two crucial components of the work environment: job demands and job resources. The underlying principles of the DISC Model (multidimensionality, triple match, compensation, balance and functional self-regulation) and their validity and generalizability were studied in two doctoral theses. Further, possible expansions of the DISC Model, by investigating the role of personal characteristics (active coping style and regulatory focus), were studied as well. The current article summarizes both theses and, in this way, provides a state-of-the-art overview of theoretical and empirical research on the DISC Model. Empirical support was found for the triple-match principle which states that moderating effects will occur most often when there is a match between the type of job demand, the type of job resource and the type of work outcome under study. In addition, support was found for the functional self-regulation principle, whereas partial support was found for the added value of an active coping style. Based on the results, theoretical and practical implications are provided and future research lines are suggested.

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Section: Introductieunclassified

Het Demand-Induced Strain Compensation Model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken

Tooren

Ven²,

Jonge

et al. 2014

Gedrag &Amp; Organisatie

View full text Add to dashboard Cite

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Matching Job Demands and Job Resources as Linear and Non-linear Predictors of Employee Vigor and Sustainable Performance

Ji,

de Jonge,

Peeters

et al. 2024

Human Performance

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The present study studied two prominent job stress models as predictors of employee vigor and employee sustainable performance. First, based on the matching principle of the Demand-Induced Strain Compensation (DISC) Model, we predicted that job resources moderate (i.e. strengthen) the linear relation of job demands with employee vigor and sustainable performance, particularly when the type of demands corresponds well with the type of resources. Second, based on the non-linearity principle of the Vitamin Model, we predicted that non-linear (i.e. curvilinear) relations between job demands or job resources with employee vigor and sustainable performance exist, particularly when the type of demands or resources matches well with the outcome. An online cross-sectional study was conducted among 1,175 Chinese employees working in different industries. Multivariate regression analyses revealed that (1) although we did not find moderating effects of job resources, "conceptual matches" were found in line with the matching principle of the DISC Model, and (2) curvilinear patterns were detected (although with a non-expected shape) in which so-called "non-linear matching" relations between either demands or resources and outcomes were present. This study highlights the importance of matching demands and resources in both linear and non-linear ways to predict employee vigor and employee sustainable performance. Finally, theoretical and practical implications of the findings were addressed.

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“What a Match!”: The Specific Role of Resources in the Relation Between Demands and Vigour in Elite Sport

et al. 2019

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The triple‐match principle, as outlined by the Demand‐Induced Strain Compensation (DISC) Model, states that resources are most effective when they match particular demands. The present study investigates the role of match in elite sport with regard to the relation between sport‐related demands, sport‐related resources, and vigour (i.e., physical strength, cognitive liveliness, and emotional energy). We hypothesised that moderating effects of resources on the relation between demands and vigour are most likely when there is a triple‐match between demands, resources and vigour, followed by double‐match and non‐match. A cross‐sectional survey study was conducted among 118 semi‐professional and professional athletes (70 females, 48 males, Mage= 24.7, SD = 6.5). Physical resources moderated (i.e., strengthened) the positive relation between physical demands and physical strength, whereas emotional resources moderated (i.e., buffered) the negative relation between emotional demands and emotional energy. Moderating effects of sport‐related resources on the relation between sport‐related demands and vigour occurred more often when there was a triple‐match compared to when there was less match or no match at all. These findings indicate that, also in the domain of elite sport, resources do not randomly moderate the relation between demands and well‐being. Implications and limitations of the study are discussed.

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Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

Cited by 6 publications

References 38 publications

Het Demand-Induced Strain Compensation Model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken

Het Demand-Induced Strain Compensation Model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken

Matching Job Demands and Job Resources as Linear and Non-linear Predictors of Employee Vigor and Sustainable Performance

“What a Match!”: The Specific Role of Resources in the Relation Between Demands and Vigour in Elite Sport

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