Does an Intrinsic Work Value Orientation Strengthen the Impact of Job Resources? A Perspective from the Job Demands-Resources Model

A. Van den Broeck*, J. Van Ruysseveldt, P. Smulders, H. De Witte

*Corresponding author for this work

    Research output: Contribution to journalArticleAcademicpeer-review


    Based on assumptions of the Job Demands–Resources model and the Person–Environment fit literature, the present research conceptualizes an intrinsic relative to an extrinsic work value orientation as a personal resource. We examine whether such an orientation may strengthen the relations of classical job resources (i.e., autonomy and learning opportunities) with well-being outcomes. The results in a large, representative sample of Dutch employees (N = 4009) show that a predominant intrinsic work orientation strengthened the negative association of learning opportunities with emotional exhaustion as well as the buffering role of autonomy for the health-impairing impact of workload. With respect to work engagement, a predominant intrinsic work orientation strengthened the positive association of autonomy, the expected boosting impact of workload on the stimulating association of autonomy, as well as the—rather unexpected—attenuating impact of workload on the positive association of learning opportunities with work engagement. Although not all hypotheses were confirmed, in general, results point at the importance and practical relevance of personal resources in the realm of the Job Demands–Resources model.
    Original languageEnglish
    Pages (from-to)581-609
    Number of pages29
    JournalEuropean Journal of Work and Organizational Psychology
    Issue number5
    Early online date17 Aug 2010
    Publication statusPublished - 2011



    • Emotional exhaustion
    • Extrinsic work values
    • Intrinsic work values
    • Job demands-resources model
    • Personal resources
    • Work engagement

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