Abstract:
Purpose – The purpose of this paper is to extend the job demands-resources (JD-R) model by including the
factor of “personal demands” and conceptualise experience on personal and job dimensions separately as
personal thrust and job thrust. Further, different psychological work states that individuals experience
through intra-dimensional balance across personal and job dimensions are proposed.
Design/methodology/approach – The paper explains various possible psychological work states
experienced by a job incumbent by conceptually developing intra-dimensional fluctuations within the person
and job dimensions, respectively, as the new concepts of person and job thrust.
Findings – Personal thrust and job thrust have been identified as the two dimensions which impact the
work state. Complete engagement and complete disengagement have been identified as two ends of a
continuum. Complete work engagement is defined as the balance across these two dimensions. Various
combinations of balances and imbalances across these two dimensions results in four different states of
disengagement identified as work exhaustion, work boredom, work search and work neutrality.
Research limitations/implications – This paper suggests a novel approach to using personal demand
to look at work states which would significantly impact existing research in the JD-R model. This paper tries
to bridge the gap between work engagement as a construct and the psychological work states as a
phenomenon. Further, it is contended that the psychological work states are manifestations of the interactions
between the two dimensions identified as personal and job thrust, which could further be developed into
various work-related attitudes and behaviours.
Practical implications – Instead of only relying on the engagement/disengagement dichotomy to plan
interventions, managers can plan the appropriate interventions depending on the specific disengagement
state analysed through personal and job thrust.
Originality/value – The newly developed model of work states explains the fluctuation of an individual
across different work states and links the personal and job-related demand–resource balance at the workplace
with distal work-related outcomes, thereby significantly extending the JD-R model.