Job Demands-Resources (JD-R) Model

Glossary of HR Terms What is the Job Demands-Resources (JD-R) Model

What is the JD-R Model?

The Job Demands-Resources (JD-R) Model is a framework in organizational psychology that explains how job characteristics influence employee well-being, motivation, and performance. It divides work conditions into two categories: job demands, which require sustained effort and can lead to strain or burnout (e.g., workload, emotional demands, time pressure), and job resources, which help employees meet those demands, reduce stress, and foster engagement (e.g., supportive leadership, autonomy, training opportunities).

Why it matters

The JD-R Model is widely used to understand and predict employee engagement and burnout. By balancing demands with sufficient resources, organizations can maintain a healthy, motivated, and productive workforce. It also provides a flexible framework that can be applied across industries, job types, and cultures, making it highly practical for HR strategy.

How it affects HR

HR can use the JD-R model to design roles, policies, and interventions that balance demands with resources. It provides a framework for reducing burnout, improving engagement, and aligning HR strategy with workforce sustainability.

Balance job demands with the right resources 

The JD-R model shows that performance and well-being depend on balancing demands with resources. Plum makes this practical by revealing each employee’s strengths and motivators. With these insights, you can reduce burnout, boost engagement, and align resources where they make the biggest impact.

Put the JD-R model into action with Plum

Common use cases/Examples

  • Assessing burnout risk through engagement or climate surveys.
  • Redesigning jobs to balance high demands with adequate support.
  • Training managers to provide resources such as feedback, coaching, and recognition.
  • Implementing well-being programs to help employees manage workload stress.
  • Using JD-R insights to guide workforce planning and organizational development.

Examples of companies that apply it

  • Healthcare systems balancing high emotional and workload demands with resilience programs and team support.
  • Tech firms like Microsoft, which emphasize flexible work, well-being initiatives, and leadership support to offset demanding innovation cycles.
  • SMBs and startups adopting JD-R principles through autonomy, collaboration, and career development opportunities to manage intense growth demands.

FAQ

Aspects of work that require sustained effort and energy, such as workload, time pressure, and emotional labor.

Supports that reduce demands or foster growth, such as autonomy, feedback, training, and supportive leadership.

High job demands without sufficient resources lead to energy depletion and stress, which can result in burnout.

When job resources are abundant, they create motivation, resilience, and higher levels of engagement, even under demanding conditions.

By diagnosing workplace stressors, strengthening job resources, and designing balanced roles that support both performance and employee well-being.