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Het demand-induced strain compensation model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken

(2014) GEDRAG & ORGANISATIE. 27(3). p.309-330
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Abstract
The Demand-Induced Strain Compensation (DISC) Model is a theoretical model for work stress and work motivation that aims to explain positive and negative consequences of the work environment on employee health and well-being. The model focusses on two crucial components of the work environment: job demands and job resources. The underlying principles of the DISC Model (multidimensionality, triple match, compensation, balance and functional selfregulation) and their validity and generalizability were studied in two doctoral theses. Further, possible expansions of the DISC Model, by investigating the role of personal characteristics (active coping style and regulatory focus), were studied as well. The current article summarizes both theses and, in this way, provides a state-of-the-art overview of theoretical and empirical research on the DISC Model. Empirical support was found for the triple-match principle which states that moderating effects will occur most often when there is a match between the type of job demand, the type of job resource and the type of work outcome under study. In addition, support was found for the functional self-regulation principle, whereas partial support was found for the added value of an active coping style. Based on the results, theoretical and practical implications are provided and future research lines are suggested.
Keywords
HEALTH, PRINCIPLE, CONSERVATION, MODERATORS, SITUATIONS, DISC Model, triple-match principle, job demands, job resources, self-regulation, STRESS, WORK, LONGITUDINAL TEST, EMOTIONAL EXHAUSTION, JOB RESOURCES

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Citation

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MLA
Van den Tooren, Marieke, Bart Van de Ven, Jan de Jonge, et al. “Het Demand-induced Strain Compensation Model Nader Onderzocht: De Rol Van Match, Zelfregulerend Gedrag En Persoonskenmerken.” GEDRAG & ORGANISATIE 27.3 (2014): 309–330. Print.
APA
Van den Tooren, M., Van de Ven, B., de Jonge, J., & Vlerick, P. (2014). Het demand-induced strain compensation model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken. GEDRAG & ORGANISATIE, 27(3), 309–330.
Chicago author-date
Van den Tooren, Marieke, Bart Van de Ven, Jan de Jonge, and Peter Vlerick. 2014. “Het Demand-induced Strain Compensation Model Nader Onderzocht: De Rol Van Match, Zelfregulerend Gedrag En Persoonskenmerken.” Gedrag & Organisatie 27 (3): 309–330.
Chicago author-date (all authors)
Van den Tooren, Marieke, Bart Van de Ven, Jan de Jonge, and Peter Vlerick. 2014. “Het Demand-induced Strain Compensation Model Nader Onderzocht: De Rol Van Match, Zelfregulerend Gedrag En Persoonskenmerken.” Gedrag & Organisatie 27 (3): 309–330.
Vancouver
1.
Van den Tooren M, Van de Ven B, de Jonge J, Vlerick P. Het demand-induced strain compensation model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken. GEDRAG & ORGANISATIE. Boom Lemma; 2014;27(3):309–30.
IEEE
[1]
M. Van den Tooren, B. Van de Ven, J. de Jonge, and P. Vlerick, “Het demand-induced strain compensation model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken,” GEDRAG & ORGANISATIE, vol. 27, no. 3, pp. 309–330, 2014.
@article{5767632,
  abstract     = {The Demand-Induced Strain Compensation (DISC) Model is a theoretical model for work stress and work motivation that aims to explain positive and negative consequences of the work environment on employee health and well-being. The model focusses on two crucial components of the work environment: job demands and job resources. The underlying principles of the DISC Model (multidimensionality, triple match, compensation, balance and functional selfregulation) and their validity and generalizability were studied in two doctoral theses. Further, possible expansions of the DISC Model, by investigating the role of personal characteristics (active coping style and regulatory focus), were studied as well. The current article summarizes both theses and, in this way, provides a state-of-the-art overview of theoretical and empirical research on the DISC Model. Empirical support was found for the triple-match principle which states that moderating effects will occur most often when there is a match between the type of job demand, the type of job resource and the type of work outcome under study. In addition, support was found for the functional self-regulation principle, whereas partial support was found for the added value of an active coping style. Based on the results, theoretical and practical implications are provided and future research lines are suggested.},
  author       = {Van den Tooren, Marieke and Van de Ven, Bart and de Jonge, Jan and Vlerick, Peter},
  issn         = {0921-5077},
  journal      = {GEDRAG & ORGANISATIE},
  keywords     = {HEALTH,PRINCIPLE,CONSERVATION,MODERATORS,SITUATIONS,DISC Model,triple-match principle,job demands,job resources,self-regulation,STRESS,WORK,LONGITUDINAL TEST,EMOTIONAL EXHAUSTION,JOB RESOURCES},
  language     = {eng},
  number       = {3},
  pages        = {309--330},
  publisher    = {Boom Lemma},
  title        = {Het demand-induced strain compensation model nader onderzocht: de rol van match, zelfregulerend gedrag en persoonskenmerken},
  volume       = {27},
  year         = {2014},
}

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