Wilmar about the JDR Model

The combination of job demands and job resources determines the level of energy an employee experiences in his or her job. In case the balance is negative – that is, when there are not enough job resources to compensate for the high job demands – this may eventually lead to burn-out. Contrarily, in case of a positive balance, when sufficient job resources are available, this may lead to work engagement.
When employees feel fit and engaged they will show this in their behavior. That means that they are committed, loyal, proactive, goal-oriented, and will go the extra mile. Not surprising, they will perform well at work. In contrast, employees who feel exhausted and burned-out experience distress, perform poorly, and may even call in sick.

According to research and practice, many issues play a role when it comes to charging and recharging one’s energy battery. These issues are clustered in GRIP in so-called ‘development areas’. Essentially, GRIP boosts personal growth and development related to each of these issues.

In addition to the experience we have in the area of stress and burn-out, we are also inspired by positive psychology. This scientific approach focuses on success, happiness, productivity and well-being of people.

The Job Demands- Resources (JD-R) model is an important guiding principle in GRIP. This model is co-authored by professor Wilmar Schaufeli and posits that work not only costs energy, but also may provide energy.