Lecture 2

Question 1

What two processes are distinguished in the JD-R model?

a) The health impairment process and motivational process
b) The stress process and the recovery process
c) The matching process and active learning process
d) The balancing process and the compensation process

Answer 1

a) The health impairment process and motivational process

Question 2

If low self-esteem leads to lower job control and to higher burnout. What is its role in the JD-R model?

a) Mediator
b) Moderator
c) “Third variable”
d) Direct impact on wellbeing

Answer 2

c) “Third variable”

Question 3

What construct was added in the DISC-R model?

a) Reward
b) Recovery
c) Relaxation
d) Resilience

Answer 3

b) Recovery

Question 4

What dimensions in demands, resources and outcomes are distinguished in the DISC-model?

a) Psychological, social, physical
b) Psychological, social, emotional
c) Cognitive, emotional, physical
d) Cognitive, social, emotional

Answer 4

c) Cognitive, emotional, physical

Question 5

When are workers expected to be most creative at work? When they have …

a) High cognitive demands, high cognitive resources, high cognitive detachment
b) High cognitive demands, high cognitive resources, low cognitive detachment
c) Low cognitive demands, high cognitive resources, high cognitive detachment
d) Low cognitive demands, high cognitive resources, low cognitive detachment

Answer 5

b) High cognitive demands, high cognitive resources, low cognitive detachment

Question 6

What is the answer to the following study question:

Schaufeli and Taris (2014): “the joint effect of job demands and job resources on burnout and engagement adds little beyond their additive effects”

Answer 6

Additive effects focuses on arrows that point at other arrows.

• So, job demands influence the extent to which job resources have a relationship with work engagement, and job resources influences the relationship between job demands and burnout. This moderation is sometimes found but it does not add that much over and above the main effects.

The main effect is controlled for the other effect.

• So, if you look at the effect of job demands and job resources on burnout, this is not the same as when you look at the two relationships separately an add them up. They are controlled for each other because they are often related.

The combined/joined effect, the interaction between job resources and job demands are not as strong as the main effects. They explain relatively little variance and as a result, for practical reasons, it is often enough to focus on the main effects.

Question 7

What are the main effect(s) and additive effect(s) on burnout?

Answer 7

Job resources has a main negative effect on burnout and job demands has a main positive effect on burnout.

The additive effect is job resources lowering the influence of job demands on burnout.

Question 8

What would a fictitious example of additive effects look like for the effect of job control on the relationship between job demands and emotional exhaustion?

Answer 8

x-as = job demands (low/high)
y-as = emotional exhaustion
lines = job control (low/high)

• As job demands are higher, the level of emotional exhaustion is higher as well, both for low job control as high job control.
• People with lower job control experience more emotional exhaustion than people with high job control.
• The lines are parallel which indicates that the influence of job demands and job control are independent of each other.

Question 9

What would a typically fictitious example of multiplicative effects look like for the effect of job control on the relationship between job demands and emotional exhaustion?

Answer 9

x-as = job demands (low/high)
y-as = emotional exhaustion
lines = job control (low/high)

• This is what we generally theoretically expect: there is a strong relationship between job demands and emotional exhaustion in the condition of low job control and no relationship between job demands and emotional exhaustion in the condition of high job control.

o So, if you have a lot of control, you don’t experience a lot of emotional exhaustion, not when you have low job demands and also not when you have high job demands. This is because you can manage it due to the high control.

• We generally call an interaction like this a buffer effect. Job control buffers the relationship between job demands and emotional exhaustion.
• This is the typical thing that you expect if you’re starting research on the base of the JD-R model or the DC-model.

Question 10

What would a not so typical fictitious example of multiplicative effects look like for the effect of job control on the relationship between job demands and emotional exhaustion?

Answer 10

High job demands are still related to higher emotional exhaustion when you have low job control, but in conditions of high control it’s reversed; low job demands cause more emotional exhaustion than high job demands.

When you have high job control but you are bored, there is more emotional exhaustion.

• This is not something that you would generally find because if people have really high job control, they can create their own work and so they are not that dependent on the work that comes there way.

This interaction is called a cross over interaction.

Question 11

What would a typical fictitious example of multiplicative effects look like for the effect of job control on the relationship between job demands and emotional exhaustion?

Answer 11

The joint effect adds little variance.

There is an interaction, there is a positive relationship between job demands and emotional exhaustion for both low and high job control.

You see a main effect of job control; low job control relates to higher emotional exhaustion than high job control.

The lines are not parallel, which shows that there is an interaction, but it adds only a little bit of variance to emotional exhaustion.

This is a very typical effect. You would like the interaction to be stronger, but generally you would find something like this in a population.

Question 12

What is important if you expect an interaction effect in a survey study (e.g., your thesis research)?

Answer 12

You need a large sample, which is why it is very important to do a power analysis.

Question 13

How much additional variance can you typically expect by an interaction controlling for the main effect? An how big woul the sample size need to be?

Answer 13

3%

N = 256 (with α = .05, power = 0.80)

Question 14

Is it okay to detach from your work, while you’re at your work?

Answer 14

It is possible to do that, to try to not think about your work while you’re at work, but it’s a lot harder when you’re at work then when you’re not. But when they measure it they mean after work.

Question 15

Is it possible to recover during work?

Answer 15

• Recovery during work is definitely possible, you can take mini breaks, you can out and walk during your lunch or rest in a different way, and it is very healthy to do so while you’re at work.
• It is not very healthy to just go on with work for 8+ hours without any breaks and recovery.

Question 16

Is recovery from work a detachment strategy or is it the other way around and is detachment from work a recovery strategy?

Answer 16

Detachment from work is a recovery strategy. Recovery is the broader term and one way to recover is to detach yourself. Detachment will not always lead to recovery, so to what extent is it effective? Detaching yourself is just one of the possible ways to recover from work.

Question 17

Who is ”employee X” in the DISQ-S questionnaire?

Answer 17

• It’s someone who is very similar to you, they try to take away the personal perspective by making it someone else. They standardize the tenure at one year. It objectifies your answers.

Apparently the employee X didn’t work very well, because in the 3.0 version they changed it back to “I” questions.

Question 18

DISQ-R detachment

Answer 18

Cognitive detachment:

• After work, I mentally distance myself from work.
• After work, I put all thoughts of work aside.

Emotional detachment:

• After work, I emotionally distance myself from work.
• After work, I keep all emotions from work aside.

Physical detachment:

• After work, I physically distance myself from work.
• After work, I shake off the physical exertion from work