The Demand-Control Model: Specific Demands ... - Study at UniSA

284 de Jonge, Dollard, Dormann, Le Blanc, and Houtmandently of changes in job demands (Karasek, 1979). The present study shows,however, that effects of altering the amount of control seem to depend on theparticular job demands under investigation (i.e., workload, physical demands,or emotional demands). In other words, the kind of job demands that will bepotentially stressful or challenging has to be considered before implementingany intervention. This means that, for human service workers, emotional demandsare most important in the model. Further, this study has shown that agood balance between demands and control might result in satisfying and challengingjobs.In conclusion, the reported findings add to accumulating evidence of adverseeffects on psychological well-being jointly produced by both job demandsand job control. This study has shown that different types of job demandsare—in combination with job control—important in predicting both positiveoutcomes (i.e., job satisfaction, job challenge) and negative outcomes (i.e., emotionalexhaustion, psychosomatic health complaints). Finally, using and comparingwell-defined occupational groups seem to contribute to higher research qualityin testing the DCM, and also give support to the choice of the DCM in jobstress research.REFERENCESAiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions.Newbury Park, CA: Sage Publications.Andries, F., Kompier, M. A. J., & Smulders, P. G. W. (1996). Do you think your health and safetyare at risk because of your work? A large European study on psychological and physical workdemands. Work and Stress, 10, 104–118.Begley, T. M., & Czajka, J. M. (1993). Panel analysis of the moderating effects of commitment onjob satisfaction, intent to quit, and health following organizational change. Journal of AppliedPsychology, 78, 552–556.Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis ofcovariance structures. Psychological Bulletin, 88, 588–606.Bollen, K. A. (1989). Structural equations with latent variables. New York: Wiley.Breaugh, J. A. (1985). The measurement of work autonomy. Human Relations, 38, 551–570.Cordery, J. (1997). Reinventing work design theory and practice. Australian Psychologist, 32, 185–190.Dirken, J. M. (1969). Arbeid en stress [Work and stress]. Groningen: Wolters Noordhof.van der Doef, M., & Maes, S. (1998). The Job Demand-Control(-Support) Model and physicalhealth outcomes: A review of the strain and buffer hypotheses. Psychology and Health, 13,909–936.van der Doef, M., & Maes, S. (1999). The Job Demand-Control(-Support) Model and psychologicalwell-being: A review of 20 years of empirical research. Work and Stress, 13, 87–114.Dollard, M. F. (1997). Work stress: Conceptualisations and implications for research methodologyand workplace intervention (Doctoral dissertation). Whyalla, South Australia: Work and StressResearch Group.Dollard, M. F., & Winefield, A. H. (1998). A test of the Demand-Control/Support Model of workstress in correctional officers. Journal of Occupational Health Psychology, 3, 243–264.