Review of Conservation of Resources Theory in Job Demands and Resources Model

Abstract

This paper provides background information about the underpinning theory of the model of job demands-resources model (JD-R model), which is the conservation of resources theory. The Conservation of resources (COR) theory became highly popular among researchers. Conservation of resources (COR) theory postulates the link between job demands-resources, personal resources, organizational commitment, work engagement, turnover intentions, and job performance. This paper discusses COR theory, which is the main theory that underpins the present research. This paper reviews the assumptions and development of the theory and presents an overview of important findings obtained with the theory and its association with JD-R model. The paper concludes with an agenda for future research and a brief discussion of the practical application of the theory in JD-R model.

Job Satisfaction and Organizational Citizenship Behaviour of Academic Staff in Federal Polytechnic, Oko, Anambra State, Nigeria

“…Employees that have access to a diversity of skills are given the best work challenges, which boosts engagement and motivates them deeply (Bon & Shire, 2017). When there is a chance for employees to grow and improve their abilities, it will increase employee engagement at work and help manage employees' careers better.…”

Job demands–resources theory: Frequently asked questions.

“…COR theory proposes the development of cycles or spirals for both resource losses and gains. Loss spirals mean that employees who experience a loss of resources will experience a further loss of resources in an increasing fashion (Salanova et al, 2010) and that individuals are unable to protect the remaining resources and to offset additional losses (Bon & Shire, 2022; Hobfoll et al, 2018). Gain spirals mean that employees who experience resource gains will be able to gain even more resources and are likely to experience higher levels of resource gains (Salanova et al, 2010).…”

“…Gain spirals mean that employees who experience resource gains will be able to gain even more resources and are likely to experience higher levels of resource gains (Salanova et al, 2010). For this group, it is easier to offset resource loss and to orchestrate additional resource gains (Bon & Shire, 2022; Hobfoll et al, 2018). Both loss and gain spirals indicate positive (self-reinforcing) feedback loops, where (a) there is a reciprocal relationship between different resources (defined as the coexistence of normal and reversed causation) and (b) the absolute levels of the respective resources decrease (in the case of loss spirals) or increase (in the case of gain spirals) over time (Salanova et al, 2010).…”

You better stop hiding your true self! The relationship between perceived false self, academic burnout, and mental health problems

“…Noteworthy, stress may be rooted externally or internally e.g. if a person unsuccessfully invests resources [26]. In this context, Chen et al proposed the term "commerce in resources" the interchange and exchange of valued personal (ideas, opinions, and sentiments), social, and material resources.…”