The JD-R model (Bakker and Demerouti) is the most used theoretical framework currently to understand burnout. It proposes that every occupation has two categories of factors: job demands (aspects that require effort: load, conflicts, time pressure) and job resources (aspects that help achieve goals: autonomy, support, feedback). Demands predict the exhaustion process; resources predict engagement. The imbalance between them predicts burnout; the balance predicts sustained performance.
Concept origin
Bakker AB, Demerouti E, Verbeke W. (2004). Using the Job Demands-Resources model to predict burnout and performance. Human Resource Management, 43(1), 83-104. doi:10.1002/job.248
How it manifests
- ▸ Applicable as organizational diagnosis (not an individual symptom)
- ▸ Used to map high burnout risk positions
Therapeutic approach
Use the JD-R model as an intervention map: reduce demands where possible (not always feasible — the load of an ER doctor is not "reducible"), but ALWAYS increase resources (autonomy, support, meaning). The model is applied in 4 phases: (1) inventory of demands and resources of the role, (2) identify imbalances, (3) prioritized interventions, (4) measure outcomes every 6 months.
Related concepts
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