Validation of the Job Demands-Resources model in cross-national samples : cross-sectional and longitudinal predictions of psychological strain and work engagement

Paula BROUGH, Carolyn TIMMS, Oi-ling SIU, Thomas KALLIATH, Michael P. O'DRISCOLL, Cindy HP SIT, Danny LO, Chang-qin LU

Research output: Journal PublicationsJournal Article (refereed)

50 Citations (Scopus)

Abstract

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.
Original languageEnglish
Pages (from-to)1311-1335
Number of pages25
JournalHuman Relations
Volume66
Issue number10
Early online date19 Mar 2013
DOIs
Publication statusPublished - 1 Oct 2013

Bibliographical note

This 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).

Keywords

  • colleague support
  • Job Demands-Resources
  • psychological strain
  • supervisor support
  • work engagement

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