Workplace Wellbeing – Tilburg University
Lecture 2: Understanding the development of stress at work
● Van der Doef, M., & Maes, S. (1999). The job demand-control (-support) model and
psychological well-being: A review of 20 years of empirical research. Work & Stress, 13(2),
87-114.
● Schaufeli, W. B. (2017). Applying the job demands-resources model. Organizational Dynamics,
2(46), 120-132.
● Van Vegchel, N., De Jonge, J., Bosma, H., & Schaufeli, W. (2005). Reviewing the effort–reward
imbalance model: drawing up the balance of 45 empirical studies. Social Science & Medicine,
60(5), 1117-1131.
● Häusser, J. A., Mojzisch, A., Niesel, M., & Schulz-Hardt, S. (2010).Ten years on: A review of
recent research on the Job Demand–Control (-Support) model and psychological well-being.
Work & Stress, 24(1), 1-35
Lecture 4: Promoting well-being in employees
● Warr, P. (1994). A conceptual framework for the study of work and mental health. Work & Stress:
An International Journal of Work, Health & Organizations, 8, 84-97.
● Sachau, D. A. (2007). Resurrecting the motivation-hygiene theory: Herzberg and the positive
psychology movement. Human resource development review, 6(4), 377-393.
● Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of
Organizational behavior, 26(4), 331-362.
Lecture 5: From burnout to engagement
● Attridge, M. (2009). Measuring and managing employee work engagement: A review of the
research and business literature. Journal of Workplace Behavioral Health, 24(4), 383-398.
● Schaufeli, W. B., Taris, T. W., & Van Rhenen, W. (2008). Workaholism, burnout, and work
engagement: Three of a kind or three different kinds of employee well-being? Applied
Psychology: An International Review, 57, 173-203.
Lecture 6: Designing interventions I
● Tetrick, L. E., & Winslow, C. J. (2015). Workplace stress management interventions and health
promotion. Annual Review of Organizational Psychology and Organizational Behavior, 2(1),
583-603.
● Nielsen, K., Randall, R., Holten, A-L., & Gonzalez, E. R. (2010). Conducting
organizational-level occupational health interventions: What works? Work and Stress, 24,
234-259.
,Lecture 8: Designing interventions II
● LeBlanc, P. M., Hox, J. J., Schaufeli, W. B., Taris, T. W., & Peeters, M. C. W. (2007). Take Care!
The evaluation of a team-based burnout intervention program for oncology care providers.
Journal of Applied Psychology, 92, 213-227.
● Nyklíček, I. & Kuijpers, K.F. (2008) Effects of mindfulness-based stress reduction intervention
on psychological well-being and quality of life: Is increased mindfulness indeed the mechanism?
Annals of Behavioral Medicine, 35, 331-340.
● Ouweneel, E., Le Blanc, P. M., & Schaufeli, W. B. (2013). Do-it-yourself: An online positive
psychology intervention to promote positive emotions, self-efficacy, and engagement at work.
Career Development International, 18, 173-195.
Lecture 10: From work-home interference to work-home balance
● Moss (2016). Effort Recovery Model. Retrieved from:
https://www.sicotests.com/psyarticle.asp?id=356
● Kinnunen, U., Rantanen, J., Mauno, S., & Peeters, M.C.W. (2014). Work–family interaction. In
M.C.W. Peeters, J. De Jonge, & T.W. Taris (Eds.), An introduction to contemporary work
psychology (pp. 267–290). Hoboken, NJ: Wiley-Blackwell
Lecture 11: Why and when diversity contributes to healthier workplaces
● Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of workplace
diversity?. Journal of Organizational Behavior, 38(2), 276-303.
● Warren, M. A., Donaldson, S. I., Lee, J. Y., & Donaldson, S. I. (2019). Reinvigorating research on
gender in the workplace using a positive work and organizations perspective. International
Journal of Management Reviews, 21(4), 498-518.
● Ng, T. W., & Feldman, D. C. (2012). Evaluating six common stereotypes about older workers
with met-analytical data. Personnel Psychology, 65(4), 821-858.
,Lecture 12: Combatting workplace mistreatment and harassment
● Barling, J., Dupré, K. E., & Kelloway, E. K. (2009). Predicting workplace aggression and
violence. Annual review of psychology, 60(1), 671-692.
● Hershcovis, M. S., Vranjes, I., Berdahl, J. L., & Cortina, L. M. (2021). See no evil, hear no evil,
speak no evil: Theorizing network silence around sexual harassment. Journal of Applied
Psychology, 6(12), 1834-1847
Lecture 13: Digital platform work
● Kuhn, K. M., & Maleki, A. (2017). Micro-entrepreneurs, dependent contractors, and instaserfs:
Understanding online labor platform workforces. Academy of management perspectives, 31(3),
183-200.
● Ropponen, A., Hakanen, J. J., Hasu, M., & Seppänen, L. (2019). Workers’ health, wellbeing, and
safety in the digitalizing platform economy. In Digital work and the platform economy (pp.
56-73). Routledge.
, The Job Demand-Control (-Support) Model and Psychological Wellbeing
Van der Doef, M., & Maes, S. (1999)
This article is a detailed narrative review covering 20 years (1979–1997) of empirical research related to
the Job Demand-Control (JDC) model and the expanded Job Demand-Control-Support (JDCS) model,
specifically focusing on psychological well-being. The review covers research findings from 63 samples.
The Models and Core Hypotheses
The JDC model (Karasek, 1979) is one of the most influential frameworks in occupational stress research,
identifying job demands (primarily workload, time pressure, and role conflict) and job control (also
known as decision latitude, which includes skill discretion and decision authority) as crucial job aspects.
The JDCS model expands this framework by incorporating worksite social support.
The review distinguishes between two primary types of hypotheses tested in the research:
1. The Strain/Iso-strain Hypothesis: This hypothesis posits that employees experiencing a
high-strain job (high demands – low control) will have the lowest well-being, facing adverse
reactions of psychological strain. The iso-strain hypothesis applies this concept to the JDCS
model, predicting the most negative outcomes for workers in an iso-strain job (high demands –
low control – low social support/isolation). Empirical tests of the strain hypothesis often analyze
whether the most negative outcomes occur in the high-strain quadrant, regardless of whether the
effects are additive or interactive.
Lecture 2: Understanding the development of stress at work
● Van der Doef, M., & Maes, S. (1999). The job demand-control (-support) model and
psychological well-being: A review of 20 years of empirical research. Work & Stress, 13(2),
87-114.
● Schaufeli, W. B. (2017). Applying the job demands-resources model. Organizational Dynamics,
2(46), 120-132.
● Van Vegchel, N., De Jonge, J., Bosma, H., & Schaufeli, W. (2005). Reviewing the effort–reward
imbalance model: drawing up the balance of 45 empirical studies. Social Science & Medicine,
60(5), 1117-1131.
● Häusser, J. A., Mojzisch, A., Niesel, M., & Schulz-Hardt, S. (2010).Ten years on: A review of
recent research on the Job Demand–Control (-Support) model and psychological well-being.
Work & Stress, 24(1), 1-35
Lecture 4: Promoting well-being in employees
● Warr, P. (1994). A conceptual framework for the study of work and mental health. Work & Stress:
An International Journal of Work, Health & Organizations, 8, 84-97.
● Sachau, D. A. (2007). Resurrecting the motivation-hygiene theory: Herzberg and the positive
psychology movement. Human resource development review, 6(4), 377-393.
● Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of
Organizational behavior, 26(4), 331-362.
Lecture 5: From burnout to engagement
● Attridge, M. (2009). Measuring and managing employee work engagement: A review of the
research and business literature. Journal of Workplace Behavioral Health, 24(4), 383-398.
● Schaufeli, W. B., Taris, T. W., & Van Rhenen, W. (2008). Workaholism, burnout, and work
engagement: Three of a kind or three different kinds of employee well-being? Applied
Psychology: An International Review, 57, 173-203.
Lecture 6: Designing interventions I
● Tetrick, L. E., & Winslow, C. J. (2015). Workplace stress management interventions and health
promotion. Annual Review of Organizational Psychology and Organizational Behavior, 2(1),
583-603.
● Nielsen, K., Randall, R., Holten, A-L., & Gonzalez, E. R. (2010). Conducting
organizational-level occupational health interventions: What works? Work and Stress, 24,
234-259.
,Lecture 8: Designing interventions II
● LeBlanc, P. M., Hox, J. J., Schaufeli, W. B., Taris, T. W., & Peeters, M. C. W. (2007). Take Care!
The evaluation of a team-based burnout intervention program for oncology care providers.
Journal of Applied Psychology, 92, 213-227.
● Nyklíček, I. & Kuijpers, K.F. (2008) Effects of mindfulness-based stress reduction intervention
on psychological well-being and quality of life: Is increased mindfulness indeed the mechanism?
Annals of Behavioral Medicine, 35, 331-340.
● Ouweneel, E., Le Blanc, P. M., & Schaufeli, W. B. (2013). Do-it-yourself: An online positive
psychology intervention to promote positive emotions, self-efficacy, and engagement at work.
Career Development International, 18, 173-195.
Lecture 10: From work-home interference to work-home balance
● Moss (2016). Effort Recovery Model. Retrieved from:
https://www.sicotests.com/psyarticle.asp?id=356
● Kinnunen, U., Rantanen, J., Mauno, S., & Peeters, M.C.W. (2014). Work–family interaction. In
M.C.W. Peeters, J. De Jonge, & T.W. Taris (Eds.), An introduction to contemporary work
psychology (pp. 267–290). Hoboken, NJ: Wiley-Blackwell
Lecture 11: Why and when diversity contributes to healthier workplaces
● Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of workplace
diversity?. Journal of Organizational Behavior, 38(2), 276-303.
● Warren, M. A., Donaldson, S. I., Lee, J. Y., & Donaldson, S. I. (2019). Reinvigorating research on
gender in the workplace using a positive work and organizations perspective. International
Journal of Management Reviews, 21(4), 498-518.
● Ng, T. W., & Feldman, D. C. (2012). Evaluating six common stereotypes about older workers
with met-analytical data. Personnel Psychology, 65(4), 821-858.
,Lecture 12: Combatting workplace mistreatment and harassment
● Barling, J., Dupré, K. E., & Kelloway, E. K. (2009). Predicting workplace aggression and
violence. Annual review of psychology, 60(1), 671-692.
● Hershcovis, M. S., Vranjes, I., Berdahl, J. L., & Cortina, L. M. (2021). See no evil, hear no evil,
speak no evil: Theorizing network silence around sexual harassment. Journal of Applied
Psychology, 6(12), 1834-1847
Lecture 13: Digital platform work
● Kuhn, K. M., & Maleki, A. (2017). Micro-entrepreneurs, dependent contractors, and instaserfs:
Understanding online labor platform workforces. Academy of management perspectives, 31(3),
183-200.
● Ropponen, A., Hakanen, J. J., Hasu, M., & Seppänen, L. (2019). Workers’ health, wellbeing, and
safety in the digitalizing platform economy. In Digital work and the platform economy (pp.
56-73). Routledge.
, The Job Demand-Control (-Support) Model and Psychological Wellbeing
Van der Doef, M., & Maes, S. (1999)
This article is a detailed narrative review covering 20 years (1979–1997) of empirical research related to
the Job Demand-Control (JDC) model and the expanded Job Demand-Control-Support (JDCS) model,
specifically focusing on psychological well-being. The review covers research findings from 63 samples.
The Models and Core Hypotheses
The JDC model (Karasek, 1979) is one of the most influential frameworks in occupational stress research,
identifying job demands (primarily workload, time pressure, and role conflict) and job control (also
known as decision latitude, which includes skill discretion and decision authority) as crucial job aspects.
The JDCS model expands this framework by incorporating worksite social support.
The review distinguishes between two primary types of hypotheses tested in the research:
1. The Strain/Iso-strain Hypothesis: This hypothesis posits that employees experiencing a
high-strain job (high demands – low control) will have the lowest well-being, facing adverse
reactions of psychological strain. The iso-strain hypothesis applies this concept to the JDCS
model, predicting the most negative outcomes for workers in an iso-strain job (high demands –
low control – low social support/isolation). Empirical tests of the strain hypothesis often analyze
whether the most negative outcomes occur in the high-strain quadrant, regardless of whether the
effects are additive or interactive.
