Arbeidspsychologie thema 1 deel 2

job demands are not necessarily …

negative

what are positive things about challenge demands?

can stimulate learning, growth and motivation

hindrance demands

obstruct goal achievement and contribute to stress

Job resources 

Job resources are aspects of work that:  

1. Help employees achieve their work goals; 

2. Reduce the costs of job demands 

3. Stimulate learning, growth and development 

self-esteem

‘I feel that I am a person of worth’

Self-efficacy

‘ I believe I can succeed at most any endeavor to which I set my mind’

Can resources also be personal?

yes

personal resources

sens of ability to control and impact environment successfully

The JD-R theory proposes …

two relatively independent psychological processes

The two JD-R processes

1. health impairment process

2. motivational process

health impairment process

job demands lead to strain and health problems

motivational process

job resources lead to motivation and engagement

energy depletion

effort and costs

motivational process

job resources lead to motivation and engagement

job resources

physical, psychological, social or organizational aspects that help achieve goals, reduce demand and stimulate growth

buffering effect

job resources can reduce the negative impact of job demand on strain and burnout

boosting effect

job demands can increase the positive impact of job resources on engagement and performance

… and … interact

job demands, resources

Herzberg – Two factor Theory 

1. Hygiene factors 

Prevent dissatisfaction 

2. Motivators 

Promote satisfaction and motivation 

The strict distinction between hygiene factors and motivators has received limited empirical support, but Herzberg’s work highlighted the importance of …

job enrichment. 

hygiene factors (dissatisfiers)

• salary, supervision, company policies, working conditions, interpersonal relations

• if these factors are absent, then employees feel dissatisfied

• once these factors are experienced to a decent extent, further increases do not make a difference for satisfaction, motivation and performance

motivation factors (satisfiers)

• achievement, recognition, advancement, nature of work, responsibilty

• if these factors are present, they increase employees satisfaction.

• therefore, employees who are exposed to these factors put more effort and exceed minimal work expectations

High demands + low control =

high-strain job

High demands + high control =

active job

An active job can promote …

learning and personal growth.