The Validation of Job Demands-Resources model- A case study of Taiwanese employees

• Main Authors: Chien, Jia Jen, 簡嘉貞
• Other Authors: Hsu, Wen Yao
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/6pgu83

碩士 === 國立政治大學 === 輔導與諮商碩士學位學程(MPCG) === 103 === Job Demands-Resources Model (JD-R model) is a popular work-stress related model that claims can be adapted into all-kinds of work environment, but tested mostly with European employees. The current research intended to test the basic hypotheses of JD-R model with Taiwanese employees and to clarify the role of personal resources in the model. 279 Taiwanese employees are included in the tested sample to examine the relationship between job characteristics, employees’ well-being, and performance, and also have a discussion about the role of personal resources. The results of hierarchical regression analysis supported that job demands and job resources can predict exhaustion and engagement respectively. However, there is no interaction effect between job demands and job resources were found. Moreover, performance can be predicted by engagement, while exhaustion can’t. Besides, the present research found that personal resources have direct effects on engagement, in-role performance, out-role performance, and an interaction effect with job demands on exhaustion. These findings revealed that the basic hypotheses cannot be fully supported when tested with Taiwanese employees, but also indicated the effect and importance of personal resources while examine employees’ well being. Future research should focus more on the cultural factors to clarify whether culture do make differences.