Hostname: page-component-76fb5796d-qxdb6 Total loading time: 0 Render date: 2024-04-26T06:56:59.189Z Has data issue: false hasContentIssue false
  • English
  • Français

Using the job demands-resources model to understand and address employee well-being during the COVID-19 pandemic

Published online by Cambridge University Press:  24 May 2021

Isabel Bilotta ,
Shannon Cheng Open the ORCID record for Shannon Cheng [Opens in a new window] ,
Meghan K. Davenport  and
Eden King
Isabel Bilotta
Affiliation:
Rice University
Shannon Cheng*
Affiliation:
Rice University
Meghan K. Davenport
Affiliation:
Rice University
Eden King
Affiliation:
Rice University
*
*Corresponding author. Email: shannon.k.cheng@rice.edu
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 14 , Special Issue 1-2: Special Pandemic Issue , June 2021 , pp. 267 - 273
Copyright
© The Author(s), 2021. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology.

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115 CrossRefGoogle Scholar
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. http://doi.org/10.1037/ocp0000056 CrossRefGoogle ScholarPubMed
Cohen, S. (2004). Social relationships and health. American Psychologist, 59(8), 676–684. https://doi.org/10.1037/0003-066X.59.8.676 CrossRefGoogle ScholarPubMed
De Spiegelaere, S. D., Van Gyes, G., & Van Hootegem, G. (2016). Not all autonomy is the same. Different dimensions of job autonomy and their relation to work engagement and innovative work behavior. Human Factors and Ergonomics in Manufacturing & Service Industries, 26(4), 515–527. https://doi.org/10.1002/hfm.20666 CrossRefGoogle Scholar
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W.B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499 CrossRefGoogle ScholarPubMed
Dettmers, J., Vahle-Hinz, T., Bamberg, E., Friedrich, N., & Keller, M. (2016). Extended work availability and its relation with start-of-day mood and cortisol. Journal of Occupational Health Psychology, 21(1), 105–118. https://doi.org/10.1037/a0039602 CrossRefGoogle ScholarPubMed
Etzion, D. (1984). Moderating effect of social support on the stress–burnout relationship. Journal of Applied Psychology, 69(4), 615–622. https://doi.org/10.1037/0021-9010.69.4.615 CrossRefGoogle ScholarPubMed
Felstead, A., & Henseke, G. (2017). Assessing the growth of remote working and its consequences for effort, well-being and work-life balance. New Technology, Work and Employment, 32(3), 195–212. https://doi.org/10.1111/ntwe.12097 CrossRefGoogle Scholar
Fisher, C. D., & Gitelson, R. (1983). A meta-analysis of the correlates of role conflict and ambiguity. Journal of Applied Psychology, 68(2), 320–333. https://doi.org/10.1037/0021-9010.68.2.320 CrossRefGoogle Scholar
Ginger. (2020, April). COVID-19: Four radical changes in U.S. worker mental health needs. https://www.ginger.io/resources.Google Scholar
Grandey, A. A. (2003). When “the show must go on”: Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery. Academy of Management Journal, 46(1), 86–96. https://doi.org/10.5465/30040678 Google Scholar
Grandey, A., Foo, S. C., Groth, M., & Goodwin, R. E. (2012). Free to be you and me: A climate of authenticity alleviates burnout from emotional labor. Journal of Occupational Health Psychology, 17(1), 1–14. https://doi.org/10.1037/a0025102 CrossRefGoogle ScholarPubMed
Greer, T. W., & Payne, S. C. (2014). Overcoming telework challenges: Outcomes of successful telework strategies. Psychologist-Manager Journal, 17(2), 87–111. https://doi.org/10.1037/mgr0000014 CrossRefGoogle Scholar
Hu, N. C., Chen, J. D., & Cheng, T. J. (2016). The associations between long working hours, physical inactivity, and burnout. Journal of Occupational and Environmental Medicine, 58(5), 514–518. https://doi.org/10.1097/JOM.0000000000000715 CrossRefGoogle ScholarPubMed
Kim, J. S., & Hamner, W. C. (1976). Effect of performance feedback and goal setting on productivity and satisfaction in an organizational setting. Journal of Applied Psychology, 61(1), 48–57. https://doi.org/10.1037/0021-9010.61.1.48 CrossRefGoogle Scholar
Knight, C., Parker, S. K., & Keller, A. C. (2020, June). Tripled levels of poor mental health: But there is plenty managers can do. Society for Industrial-Organizational Psychology. https://www.siop.org/Research-Publications/Items-of-Interest/ArtMID/19366/ArticleID/4555/Tripled-Levels-of-Poor-Mental-Health-But-There-Is-Plenty-Managers-Can-Do?utm_source=Social&utm_medium=Posts&utm_campaign=RemoteWork Google Scholar
Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2011). Workplace social support and work–family conflict: A meta-analysis clarifying the influence of general and work–family-specific supervisor and organizational support. Personnel Psychology, 64(2), 289–313. https://doi.org/10.1111/j.1744-6570.2011.01211.x CrossRefGoogle ScholarPubMed
Kühnel, J., Zacher, H., De Bloom, J., & Bledow, R. (2017). Take a break! Benefits of sleep and short breaks for daily work engagement. European Journal of Work and Organizational Psychology, 26(4), 481–491. https://doi.org/10.1080/1359432X.2016.1269750 CrossRefGoogle Scholar
Mann, S., & Holdsworth, L. (2003). The psychological effect of teleworking: Stress, emotions and health. New Technology, Work and Employment, 18(3), 196–211. https://doi.org/10.1111/1468-005X.00121 CrossRefGoogle Scholar
Montreuil, S., & Lippel, K. (2003). Telework and occupational health: A Quebec empirical study and regulatory implications. Safety Science, 41(4), 339–358. https://doi.org/10.1016/S0925-7535(02)00042-5 CrossRefGoogle Scholar
Ng, T. W., & Feldman, D. C. (2012). Employee voice behavior: A meta-analytic test of the conservation of resources framework. Journal of Organizational Behavior, 33(2), 216–234. https://doi.org/10.1002/job.754 CrossRefGoogle Scholar
Rudolph, C. W., Allan, B., Clark, M., Hertel, G., Hirschi, A., Kunze, F., Shockley, K., Shoss, M., Sonnentag, S., & Zacher, H. (2021). Pandemics: Implications for research and practice in industrial and organizational psychology. Industrial and Organizational Psychology Perspectives on Science and Practice, 14(1), 1–35.Google Scholar
Sanz-Vergel, A. I., Rodríguez-Muñoz, A., Bakker, A. B., & Demerouti, E. (2012). The daily spillover and crossover of emotional labor: Faking emotions at work and at home. Journal of Vocational Behavior, 81(2), 209–217. https://doi.org/10.1016/j.jvb.2012.07.003 CrossRefGoogle Scholar
Tubre, T. C., & Collins, J. M. (2000). Jackson and Schuler (1985) revisited: A meta-analysis of the relationships between role ambiguity, role conflict, and job performance. Journal of Management, 26(1), 155–169. https://doi.org/10.1177/014920630002600104 CrossRefGoogle Scholar
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121–141. https://doi.org/10.1037/1072-5245.14.2.121 CrossRefGoogle Scholar