[1] Therefore, the JD-R incorporates a wide range of working conditions into the analyses of organizations and employees.
The JD-R model can be summarized with a short list of assumptions/premises:[1][3][4] The JD-R model assumes that whereas every occupation may have its own specific working characteristics, these characteristics can be classified in two general categories (i.e. job demands and job resources), thus constituting an overarching model that may be applied to various occupational settings, irrespective of the particular demands and resources involved.
[1] The most recent article written by the authors of the original JD-R paper proposes that the interactions of demands and resources are nuanced and not clearly understood.
[19] Here Bakker and Demerouti suggest that demands may sometimes actually have a positive influence on the employee, by providing a challenge to be overcome rather than an insurmountable obstacle.
In this same article, the authors describe a cumulative effect of demands and resources in their suggestion of gain and loss spirals.