The JD-R Model (by Demerouti et al., 2001, 1) is a well-established and widely validated model from the field of occupational psychology. It is based on a simple cause-effect framework of demands, resources, engagement, and burnout, which can be flexibly applied to any work context.
How does the model work?
In essence:
- High demands carry the risk of negative health outcomes, especially when your resources are low.
- Strong resources, on the other hand, can boost your work engagement and buffer the negative effects of high demands.
- High demands combined with strong resources can even increase your motivation.
If you’re looking for more in-depth information on how the model works, feel free to read our article: The Job Demands-Resources Model: Why Workstrain Isn’t the Problem but a Lack of Ressources Is.
So what can you do to strengthen your resources and reduce the risk of mental overload?
Resources are diverse. Within the JD-R model, psychological, physical, social, and organizational types are recognized. To make it more practical for your everyday work, you can focus on these three key aspects:
1. Structural resources (e.g. working conditions and decision latitude)
Use your scope for action through Job Crafting by proactively taking on tasks that are fulfilling, strengthening your work relationships, or optimizing your time management. You can learn more in our article on Job Crafting.
Having clarity on your role, priorities, and goals through open conversations can create a sense of security and reduce mental strain. Keep the dialogue going!
Improving your access to tools or training may be essential to efficiently handle complex tasks. Planned buffer times can also improve both your well-being and productivity. Bring these points up with your supervisor and ask what’s possible!
2. Social resources (e.g. relationships, feedback, and peer support)
This includes anything that supports your work process on a peer level. One approach is to establish a feedback culture by actively seeking out constructive feedback and making it a regular part of your routine.
Collegial support is just as important—intentionally engage in discussions about current challenges and how to support each other. You might even introduce regular check-ins to solve problems, offer guidance, and strengthen individual relationships.
Mentoring relationships are a great way to build strong connections while simultaneously developing your skills and knowledge. Look for people you can learn from—and be someone others can learn from, too!
3. Personal resources (e.g. competencies, interests, and resilience)
Your self-efficacy is a crucial factor for feeling secure and confident in your work. You can strengthen it by keeping a success journal or doing weekly reviews to document and reflect on your progress, achievements, and effective strategies.
Intentional recovery breaks and mindfulness exercises can give you space to breathe, reflect, and regain focus—while also helping you protect your boundaries.
Set goals for your work. Where do you want to go, what do you want to learn, and who do you want to become in your role - and why? Clarifying your goals and direction adds meaning and orientation to your workday and has a positive impact on your motivation.
Conclusion
It’s not the workload alone that harms – it’s the lack of resources. By actively fostering structural, social, and personal resources, you can protect yourself from overload and boost motivation and well-being.
You can’t always control the demands of your job - but you can take initiative and strengthen your resources!
Sources
- Demerouti, E., Nachreiner, F., Baker, A. B., & Schaufeli, W. B. (2001). The Job Demands-Resources Model of Burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499