ABSTRACT
The well-established Job Demands-Resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) assumes that work characteristics, such as job demands and job resources, have either positive or negative effects on employee well-being. The basic assumption of the JD-R model is that two distinct psychological processes-the health-impairment process and the motivational process — are differently related to well-being. Firstly, the health-impairment process assumes that job demands lead to burnout, and consequently to ill-health. Secondly, the motivational process assumes
LONGITUDINAL RESEARCH IN OCCUPATIONAL HEALTH PSYCHOLOGY
that job resources lead to work engagement, which, in turn, has a positive effect on organizational outcomes. According to the later formulations of the JD-R model, personal resources, such as self-esteem, may have similar motivational potential to that of job resources (Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007). However, one limitation of the JD-R model has been its neglect to elucidate the relationship between job and personal resources and health-related outcomes. Nevertheless, the motivational process initiated by job and personal resources, through engagement, may also lead to positive health-related outcomes (e.g. Hakanen & Roodt, 2010), such as work ability.
