ABSTRACT
This chapter describes several models of work design, along with work design characteristics in broad or narrow categories, in order to clarify how they can affect employee wellbeing in general, as well as how they relate to employee resilience in particular. F. Herzberg’s Two-Factor Model (or Two-Factor Theory) is one of the earliest models describing the psychological impacts of job characteristics, yet it is still referenced in modern research in this field. A later model in this field that had an almost immediate impact is J. R. Hackman and G. R. Oldham’s Job Characteristics Model. The Job Demands-Resources Model is arguably the dominant work design model influencing research and practice today. Research exploring the ideas proposed in the Challenge-Hindrance Model was initially conducted separately from research exploring the Job Demands-Resources Model. The Challenge-Hindrance Model predicts that although hindrance demands should only be harmful, challenge demands have the potential to be beneficial.
