Purpose: Previous research conducted on the Job Demands-Resources model has mostly ignored the newly introduced Challenge-Hindrance-Threat distinction of workplace stressors. Thus, to better understand the nature of job demands, the present study aimed to explore this distinction of job demands within the framework of the Job Demands-Resources model. Moreover, it examined competing theoretical frameworks by investigating the associations between job characteristics and psychological health variables (i.e., burnout, vigor).
Design/methodology/approach: Data were collected via computer assisted telephone interview among a representative sample of employees working in Luxembourg (n = 1,506).
Findings: Structural Equation Modeling supported the distinctiveness of the proposed demand categories in terms of their effects. The health impairing nature of threats, hindrances, and challenges, as well as the motivational potential of resources was supported. Yet, scarce support was found for the moderating effects of demands and resources on employees' well-being.
Research implications: Based on these findings, we argue for an extended framework of job characteristics, which will more accurately describe their nature and effects on employees.
Practical implications: In order to promote employee's well-being, occupational health advisors need to be aware of the distinct demand-wellbeing relations when implementing job redesign measures.
Originality/value: Combining multiple theoretical frameworks is considered a leading principle in occupational health research. The present study implements an extended classification framework of workplace stressors into one of today's most influential theoretical framework of job characteristics.
Keywords: burnout; challenge-hindrance-threat model; job demands-resources model; well-being; work-engagement.
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