管理学60个理论之工作要求资源模型(jobdemands-resources model, JD-R) 工作要求-资源模型最早由万吉丽娅·达米鲁提提出。她和其他几位学者于2001 年在《应用心理学》上发表了一篇奠基性文章,《倦怠的工作要求-资源模型》。多年后,JD-R模型受到了理论界与实践界的广泛关注,该理论模型现已成为主流的组织行为学理论...
The JD-R Model was developed by Arnold B. Bakker and Evangelia Demerouti in the early 2000s as a response to the limitations of traditional job stress models. It posits that the working environment can be divided into two broad categories: job demands and job resources. These factors intera...
工作要求-资源模式(Job Demand-Resource model, JD-R) 由Demerouti (2001)所提出,这个模型从工作要求和工作资源两个维度出发,研究了工作条件对职业倦怠各个维度的影响。 许多研究认为,人对工作的疏离和冷漠都是由于工作过程中物质、心理、社会资源没有得到充分满足而产生的。 该模型就是通过研究这个过程,为企业提供...
Originality/valueBased on the results, this study offers implications for understanding the effects of job discrimination in the workplace among aged workers and their perceived psychological well-being, in the context of job demands and resources (JD-R) model....
In this article, we'll look at the JD-R Model, and discuss how you can use it to analyze and improve your team's well-being and engagement. About the Model Researchers Arnold Bakker and Evangelia Demerouti developed the JD-R Model in 2006. [1] They presented it as an alternative to...
Based on the EM algorithm and Laplace approximation,the parameter estimation of R-L model is presented firstly. 基于EM算法和Laplace逼近,首先给出了R-L模型的参数估计,然后应用完全数据对数似然函数的条件期望以及相应的Q距离函数,对R-L模型数据进行了数据删除影响分析和局部影响分析,并通过实际数据验证了所得...
CompetenciesandJD-RModel Athesissubmittedto XIDIANUNIVERSITY inpartialfulfillmentoftherequirements forthedegreeofMaster inEnterpriseManagement By Jingchenxi Supervisor:Prof.Huangguoquan November2014 西安电子科技大学 毕业论文独创性(或创新性)声明 秉承学校严谨的学风和优良的科学道德,本人声明所呈交的论文是我个人在...
本研究顺应倦怠研究的主流研究取向,以企业管理人员为研究对象,在工作要求.资源模型(jobdemand.resourcemodel,简称巾.R模型)的框架下,从工作倦怠的角度研究管理人员的离职倾向,从而为组织管理人员的保留提供思路,为组织减缓和预防工作倦怠提供有益的参考。通过研究,我们进一步认识了压力源,探讨了工作倦怠产生的组织情景方面...
Job Demands-Resources Model, or JD-R model, is a model that encourages the functioning of employee well-being, and to stimulate engagement
First, we extend the JD–R model and suggest that job demands have a negative influence on work engagement and well-being of cruise ship employees, whereas job resources have a positive influence on both aspects and work engagement has a positive influence on wellbeing. Second, we test the ...