"Resources-Demands Ratio": Translating the JD-R-Model for company stakeholders.
- Jenny GJ Center of Salutogenesis, Division of Public and Organizational Health, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zürich, Switzerland.
- Bauer GF Center of Salutogenesis, Division of Public and Organizational Health, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zürich, Switzerland.
- Füllemann D Applied Psychology, University of Applied Sciences and Arts Northwestern Switzerland, Olten, Switzerland.
- Broetje S Center of Salutogenesis, Division of Public and Organizational Health, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zürich, Switzerland.
- Brauchli R Center of Salutogenesis, Division of Public and Organizational Health, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zürich, Switzerland.
- 2019-11-28
Published in:
- Journal of occupational health. - 2020
JD-R model
employee surveys
organizational change
translational research
Adult
Cross-Sectional Studies
Female
Humans
Male
Middle Aged
Occupational Health
Occupational Stress
Stakeholder Participation
Surveys and Questionnaires
Work Performance
Workplace
English
OBJECTIVES
Practitioners and organizational leaders are calling for practical ways to explain and monitor factors that affect workplace health and productivity. This article builds on the well-established Job Demands-Resources (JD-R) model and proposes an empirically tested ratio that aggregates indicators of job resources and demands. In this study, we calculate a ratio of generalizable job resources and demands derived from the JD-R model and then translate the ratio into the language of company stakeholders.
METHODS
We calculated a ratio based on measures applied in a large stress management intervention study (n = 2983) and report the findings from cross-sectional analysis with health and productivity outcomes from same-source and separate-source data.
RESULTS
Findings showed a strong and unambiguous increase in health and productivity measures with each step of increase in the ratio. Loss in explained variance due to aggregation of two factors into a single ratio is small for measures which are known to be predicted by both factors simultaneously.
CONCLUSIONS
A translation and visualization of the ratio that is accessible to practitioners and organizational leaders is presented and its use in companies discussed.
Practitioners and organizational leaders are calling for practical ways to explain and monitor factors that affect workplace health and productivity. This article builds on the well-established Job Demands-Resources (JD-R) model and proposes an empirically tested ratio that aggregates indicators of job resources and demands. In this study, we calculate a ratio of generalizable job resources and demands derived from the JD-R model and then translate the ratio into the language of company stakeholders.
METHODS
We calculated a ratio based on measures applied in a large stress management intervention study (n = 2983) and report the findings from cross-sectional analysis with health and productivity outcomes from same-source and separate-source data.
RESULTS
Findings showed a strong and unambiguous increase in health and productivity measures with each step of increase in the ratio. Loss in explained variance due to aggregation of two factors into a single ratio is small for measures which are known to be predicted by both factors simultaneously.
CONCLUSIONS
A translation and visualization of the ratio that is accessible to practitioners and organizational leaders is presented and its use in companies discussed.
- Language
-
- English
- Open access status
- gold
- Identifiers
-
- DOI 10.1002/1348-9585.12101
- PMID 31773879
- Persistent URL
- https://sonar.ch/global/documents/103223
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