The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design with samples of Australian and Chinese employees (N = 9404). Job resources (supervisor support and colleague support) accounted for substantial variance, supporting the motivational hypothesis of the JD-R model. However, minimal evidence was found for the strain hypothesis of the JD-R model. The interactions of job demands and job resources were not evident, with only one from 16 interaction tests demonstrating significance. We discuss explanations for our findings. The implications of testing western-derived organizational behavior theories among employees employed in Asian regions, especially in regard to the increasing westernization' of many Asian organizations and their employees, are also discussed.
Bibliographical noteThis research was supported by funding from the Australian Research Council (grant number DP0770109) and the RGC research grants in Lingnan University (project number DR07B7 and DR09A2).
- colleague support
- Job Demands-Resources
- psychological strain
- supervisor support
- work engagement
BROUGH, P., TIMMS, C., SIU, O., KALLIATH, T., O'DRISCOLL, M. P., SIT, C. HP., LO, D., & LU, C. (2013). Validation of the Job Demands-Resources model in cross-national samples : cross-sectional and longitudinal predictions of psychological strain and work engagement. Human Relations, 66(10), 1311-1335. https://doi.org/10.1177/0018726712472915