In the light of the conceptual, methodological and practical limitations of the classic models depicted in Chapter 3, and more recent insights in the area of job stress and work motivation, in this chapter we will describe two theoretical approaches that have evolved rapidly in the last decade. These approaches are the Job Demands– Resources Model (JD–R Model; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and the Demand-Induced Strain Compensation (DISC) Model (de Jonge & Dormann, 2003). We will focus on these two models because they both provide extensions to and refinements of classic models in such a way that they give more detailed descriptions of working conditions and better tailored ways to improve these conditions, such that positive outcomes for employees and organizations can be enhanced and negative outcomes can be diminished. First, to understand theory development in work psychology, we will start with several meta-theoretical issues and criteria that are being proposed for the development and evaluation of theoretical models in general. Next, we will introduce the two above-mentioned models (i.e. their background, initial development, progress and current description) and present their empirical evidence and practical implications for job (re)design. We will end this chapter with several conclusions and suggestions for further reading.
|Title of host publication||An introduction to contemporary work psychology|
|Editors||M. Peeters, J. Jonge, de, T. Taris|
|Place of Publication||Chichester, UK|
|Publication status||Published - 2014|