Background: Human Resources Management (HRM) research is increasingly interested in the various employee resources to master digital transformation. The current, dynamic discourse on the Job Demands-Resources (JD-R) Model demonstrates the need for a state-of-the-art overview of validated employee resources to support the paradigm shift.
Objective: This study aims to identify objective employee resources in the digital work context and map them to a context-specific resource taxonomy.
Methods: The authors develop the resource taxonomy using Nickerson, Varshney & Muntermann’s (2013) empirical-to-conceptual approach. The deductive approach includes existing resource taxonomies and current JD-R literature to dimension employee resources.
Results: The article presents a context-specific resource taxonomy with five dimensions: personal, work, social, organizational, and technical resources.
Conclusions: The literature-based research concludes that more research on technical resources and learning-enhancing factors is required to support employees in mastering digital transformation. Our resource taxonomy is a comprehensive and expandable scientific product that serves HRM research and practice as a search heuristic.
EdvardssonIRDurstS. Human resource management in crisis situations: a systematic literature review. Sustainability2021; 13(22): 12406. DOI: 10.3390/su132212406.
2.
HamoucheS. Human resource management and the COVID-19 crisis: implications, challenges, opportunities, and future organizational directions. J Manag Organ2023; 29(5): 799–814. DOI: 10.1017/jmo.2021.15.
3.
WangJHutchinsHMGarvanTN. Exploring the strategic role of human resource development in organizational crisis management. Hum Resour Dev Rev2009; 8(1): 22–53. DOI: 10.1177/1534484308330018.
4.
MikołajczykK. Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic. Eur J Train Dev2022; 46(5): 544–562. DOI: 10.1108/EJTD-12-2020-0171.
5.
AdikaramASNaotunnaPGPriyankaraHPR. Battling COVID-19 with human resource management bundling. Employee Relat2021; 43(6): 1269–1289. DOI: 10.1108/ER-08-2020-0390.
6.
LiangXZhangXPauletR, et al.A literature review of the COVID-19 pandemic’s effect on sustainable HRM. Sustainability2022; 14(5): 2579. DOI: 10.3390/su14052579.
7.
BabnikKStaresinicCLepŽ. Some of the workforce face post COVID after the acute phase of the illness: the employer’s supportive role. Hum Syst Manag2022; 41(2): 257–275. DOI: 10.3233/HSM-220003.
8.
Bahamondes-RosadoMECerdá-SuárezLMDodero Ortiz de ZevallosF, et al.Technostress at work during the COVID-19 lockdown phase (2020-2021): a systematic review of the literature. Front Psychol2023; 14: 1173425. DOI: 10.3389/fpsyg.2023.1173425.
9.
DraghiciA. Changes and challenges of human systems management during and after the pandemic. Hum Syst Manag2020; 39: 469–472. DOI: 10.3233/HSM-209001.
10.
TarafdarMPullinsEBRagu-NathanTS. Technostress. Negative effect on performance and possible mitigations. Inf Syst J2015; 25(2): 103–132. DOI: 10.1111/isj.12042.
11.
BraunMFröschleNBraunS, et al.Einfluss der künstlichen Intelligenz auf Arbeitstätigkeiten und Berufsbilder. Stuttgart: Fraunhofer IAO, 2023. DOI: 10.24406/publica-1769.
12.
SchallerDWohlrabeKWolfA, et al.Künstliche Intelligenz: Chance oder Gefahr? Wie verändert der Einsatz von KI unsere Gesellschaft?Ifo Schnelld2023; 76(8): 9–12.
13.
DenglerKMatthesB. Folgen des technologischen Wandels für den Arbeitsmarkt: Auch komplexere Tätigkeiten könnten zunehmend automatisiert werden. IAB-Kurzbericht2021; 13: 1–8.
14.
LührTZieglerAVoglE, et al.#UmbruchErleben - Wie erleben die Menschen die digitale Transformation?München: bidt Analysen und Studien, 2020. DOI: 10.35067/xypq-kn61.
15.
Korac-KakabadseNKouzminAKorac-KakabadseA. Techno-stress: the need for HRM reinvention for the digital age. In: AnalouiF (ed) The changing patterns of human resource management. London: Routledge, 2002, pp. 65–87. DOI: 10.4324/9781315189093.
16.
JainEChopraTSharmaSK. Reinventing human resource management in the era of artificial intelligence. In: Proceedings of the international conference on research in human resource management, Delhi, 16–17 December 2022. DOI: 10.4108/eai.16-12-2022.2326241.
17.
DemeroutiE. Turn digitalization and automation to a job resource. Appl Psychol2022; 71(4): 1205–1209. DOI: 10.1111/apps.12270.
18.
DemeroutiEBakkerAB. Job demands-resources theory in times of crises: new propositions. Organ Psychol Rev2023; 13(3): 209–236. DOI: 10.1177/20413866221135022.
19.
ReifJAMSpießEPfaffingerKF. Resources matter. In: ReifJAMSpießEPfaffingerKF (eds) Dealing with stress in a modern work environment. Heidelberg: Springer, 2021, pp. 73–97. DOI: 10.1007/978-3-030-58498-6_5.
20.
ScholzeAHeckerA. The job demands-resources model as a theoretical lens for the bright and dark side of digitization. Comput Hum Behav2024; 155: 108177. DOI: 10.1016/j.chb.2024.108177.
21.
MäkiniemiJ-PAholaSJoensuuJ. A novel construct to measure employees’ technology-related experiences of well-being: empirical validation of the Techno-Work Engagement Scale (TechnoWES). Scand J Work Organ Psychol2020; 5(1): 1–14. DOI: 10.16993/sjwop.79.
22.
GrumanJABudworthM-H. Positive psychology and human resource management: building an HR architecture to support human flourishing. Hum Resour Manag Rev2022; 32(3): 100911. DOI: 10.1016/j.hrmr.2022.100911.
23.
PaulHGargP. Healing HRM through positive psychology: an outlook. Procedia Soc Behav Sci2014; 133: 141–150. DOI: 10.1016/j.sbspro.2014.04.178.
24.
Müller-ChristG. Nachhaltiges Management: Über den Umgang mit Ressourcenorientierung und widersprüchlichen Managementrationalitäten. Baden-Baden: Nomos, 2020.
25.
UdrisI. Salutogenese in der Arbeit – Ein Paradigmenwechsel?Wirtschaftspsychol2006; 8(2/3): 4–13.
26.
KellermannGRSeligmanM. Reimagining HR for better well-being and performance. MIT Sloan Manag Rev2023; 64: 38–43.
27.
Müller-ChristG.Sustainable Management. Coping with the Dilemmas of Resource-Orientated Management. Berlin: Springer, 2011. DOI: 10.1007/978-3-642-19165-7.
28.
SchulteE-MWittnerBKauffeldS. Ressourcen und Anforderungen (ReA) in der Arbeitswelt: Entwicklung und erste Validierung eines Fragebogens. Gruppe Interakt Organ2021; 52(1): 405–415. DOI: 10.1007/s11612-021-00565-x.
29.
SchaufeliWB. Applying the job demands-resources model. Organ Dynam2017; 46: 120–132. DOI: 10.1016/j.orgdyn.2017.04.008.
30.
KlemenzB. Ressourcendiagnostik bei Kindern. Prax Kinderpsychol Kinderpsychiatr2000; 49(3): 176–198.
31.
LeeJYRoccoTSShuckB. What is a resource: toward a taxonomy of resources for employee engagement. Hum Resour Dev Rev2020; 19(1): 5–38. DOI: 10.1177/1534484319853100.
32.
NickersonRCVarshneyUMuntermannJ. A method for taxonomy development and its application in information systems. Eur J Inf Syst2013; 22(3): 336–359. DOI: 10.1057/ejis.2012.26.
33.
RumpJEilersS. Das Konzept des employability management. In: RumpJEilersS (eds) Auf dem Weg zur Arbeit 4.0. Berlin: Springer, 2017, pp. 87–126. DOI: 10.1007/978-3-662-49746-3_3.
34.
BakkerABDemeroutiESanz-VergelA. Job demands-resources theory: ten years later. Annu Rev Organ Psychol Organ Behav2023; 10(1): 25–53. DOI: 10.1146/annurev-orgpsych-120920-053933.
35.
BaileyKD. Typologies and taxonomies: an introduction to classification techniques. Thousand Oaks, CA: Sage; 1994.
36.
WehrmannJ. Interaktionsbezogene Stressoren und Ressourcen. Entwicklung einer Taxonomie zur menschengerechten Gestaltung von Interaktionsarbeit. Z Arbeitsr2023; 77: 188–217. DOI: 10.1007/s41449-023-00364-8.
37.
LeifelsK. Stressoren und Ressourcen in der interkulturellen Teamarbeit: Eine Analyse zur Prävention von arbeitsbedingtem Stress. Dissertation. Bayreuth: Universität Bayreuth, 2019. DOI: 10.1007/978-3-658-26009-5.
38.
Haugejorde BjornbergN. Creativity and innovation: through the job demands-resources model. Dissertation. Norfolk: Old Dominion University, 2017. DOI: 10.25777/rrhz-sz03.
39.
BakkerABDemeroutiE. Job demands-resources theory: taking stock and looking forward. J Occup Health Psychol2017; 22(3): 273–285. DOI: 10.1037/ocp0000056.
40.
KühnerCRudolphCWDerksD, et al.Technology-assisted supplemental work: a meta-analysis. J Vocat Behav2023; 142: 1–18. DOI: 10.1016/j.jvb.2023.103861.
41.
BakkerABDemeroutiE. The job demands-resources model: state of the art. J Manag Psychol2007; 22(3): 309–328. DOI: 10.1108/02683940710733115.
42.
DemeroutiEBakkerABNachreinerF, et al.The job demands-resources model of burnout. J Appl Psychol2001; 86(3): 499–512. DOI: 10.1037/0021-9010.86.3.499.
43.
SchaufeliWBTarisTW. A critical review of the job demands-resources model: implications for improving work and health. In: BauerGFHämmigO (eds) Bridging occupational, organizational and public health: a transdisciplinary approach. Dordrecht: Springer, 2014, pp. 43–68. DOI: 10.1007/978-94-007-5640-3_4.
44.
XanthopoulouDBakkerABDemeroutiE, et al.The role of personal resources in the job demands-resources model. Int J Stress Manag2007; 14(2): 121–141. DOI: 10.1037/1072-5245.14.2.121.
45.
TremblayMAMesserveyD. The job demands-resources model: further evidence for the buffering effect of personal resources. SA J Ind Psychol2010; 37(2): 10–19. DOI: 10.4102/sajip.v37i2.876.
46.
XanthopoulouDBakkerABDemeroutiE, et al.Reciprocal relationships between job resources, personal resources, and work engagement. J Vocat Behav2009; 74: 235–244. DOI: 10.1016/j.jvb.2008.11.003.
47.
BakkerABDemeroutiESanz-VergelAI. Burnout and work engagement: the JD-R approach. Annu Rev Organ Psychol Organ Behav2014; 1: 389–411. DOI: 10.1146/annurev-orgpsych-031413-091235.
48.
ScholzeAHeckerA. Digital job demands and resources: digitization in the context of the job demands-resources model. Int J Environ Res Publ Health2023; 20(16): 6581. DOI: 10.3390/ijerph20166581.
49.
MassaNSantarpiaFPConsiglioC. Work characteristics as determinants of remote working acceptance: integrating UTAUT and JD-R Models. In: KurosuMHashizumeA (eds) Human-Computer Interaction. Cham: Springer, 2023, pp. 163–180. DOI: 10.1007/978-3-031-35596-7_12.
SchlimbachRLilligSKhosrawi-RadB, et al.Selbstreguliertes, digitales Lernen: Eine Taxonomie zu den Problemfeldern. In: Proceedings of the 25th Conference GeNeMe - Gemeinschaften in Neuen Medien, Dresden, 07 October 2022, pp. 5–7. DOI: 10.25368/2023.60.
55.
LösserBOberländerAMRauD. Taxonomy research in information systems: a systematic assessment. In: Proceedings of the 27th European Conference on Information Systems, Stockholm-Uppsala, 8–14 July 2019. DOI: 10.25368/2023.60.
56.
BaumgartnerP. Taxonomie von Unterrichtsmethoden: Ein Plädoyer für didaktische Vielfalt. Münster: Waxmann, 2011.
57.
WillutzkiU. Ressourcen. Einige Bemerkungen zur Begriffsklärung. In: SchemmelHSchallerJ (eds) Ressourcen. Ein Hand- und Lesebuch zur therapeutischen Arbeit. Tübingen: dgvt-Verlag, 2003, pp. 91–109.
58.
WillutzkiU. Ressourcendiagnostik in der Klinischen Psychologie und Psychotherapie. Klin Diagn Eval2008; 1(2): 126–145.
FlückigerCWüstenG. Ressourcenaktivierung: Ein Manual für die Praxis. Bern: Hans Huber, 2014.
61.
SmithEGraweK. Die funktionale Rolle von Ressourcenaktivierung für therapeutische Veränderungen. In: SchemmelHSchallerJ (eds). Ressourcen. Ein Hand- und Lesebuch zur therapeutischen Arbeit. Tübingen: dgvt-Verlag, 2003, pp. 111–122.
PetzoldHG. Das Ressourcenkonzept in der sozialinterventiven Praxeologie und Systemberatung. Integr Ther1997; 4: 435–471.
64.
HouseJS. Work stress and social support. Reading: Addison-Wesley, 1981.
65.
LesenerTGusyBWolterC. The job demands-resources model: a meta-analytic review of longitudinal studies. Work Stress2019; 33(1): 76–103. DOI: 10.1080/02678373.2018.1529065.
66.
JollyPMKongDTKimKY. Social support at work: an integrative review. J Organ Behav2021; 42(2): 229–251. DOI: 10.1002/job.2485.
67.
HackmanJOldhamGR. Motivation through the design of work: test of a theory. Organ Behav Hum Perform1976; 16: 250–279. DOI: 10.1016/0030-5073(76)90016-7.
68.
HornungRGutscherH. Gesundheitspsychologie: Die sozialpsychologische Perspektive. In: SchwenkmezgerPSchmidtLR (eds) Lehrbuch der Gesundheitspsychologie. Stuttgart: Ferdinand Enke, 1994, pp. 65–87.
69.
RimannMUdrisI. Belastungen und Gesundheitsressourcen im Berufs- und Privatbereich. Eine quantitative Studie. Bericht Nr. 3. Zürich: Eidgenössiche Technische Hochschule, 1993.
UdrisIRimannM. Das Kohärenzgefühl: Gesundheitsressource oder Gesundheit selbst? Strukturelle und funktionale Aspekte von SOC und ein Validierungsversuch. In: WydlerHKolipPAbelT (eds) Salutogenese und Kohärenzgefühl: Grundlagen, Empirie und Praxis eines gesundheitswissenschaftlichen Konzepts. Weinheim: Juventa Verlag, 2000, pp. 129–147.
72.
BeckerP. Anforderungs-Ressourcen-Modell in der Gesundheitsförderung. In: BZgA (ed) Leitbegriffe der Gesundheitsförderung. Schwabenheim a. d. Selz: Peter Sabo, 2003, pp. 13–15.
GunkelLGrofmeyerEResch-BeckeG. Handlungsfelder und Interventionen zur Entwicklung gesundheitsrelevanter Führungskompetenz in der betrieblichen Praxis. In: BaduraBDuckiASchröderH, et al. (eds) Fehlzeiten-report 2011. Berlin: Springer, 2011, pp. 121–134. DOI: 10.1007/978-3-642-21655-8_13.
75.
SoucekRZieglerMSchlettC, et al.Resilienz im Arbeitsleben – Eine inhaltliche Differenzierung von Resilienz auf den Ebenen von Individuen, Teams und Organisationen. Gr Interakt Org2016; 47(2): 131–137. DOI: 10.1007/s11612-016-0314-x.
76.
DayAScottNKellowayEK. Information and communication technology: implications for job stress and employee well-being. In: PerrewéPLGansterDC (eds) New developments in theoretical and conceptual approaches to job stress. Bingley: Emerald Publishing, 2010, pp. 317–350. DOI: 10.1108/S1479-3555(2010)0000008011.
77.
RastegarNRahimiM. Teachers’ post-pandemic outlook on the role of technological and pedagogical content knowledge in coping with burnout under adverse conditions: how a job demand transformed into a job resource. Front Psychol2023; 14: 1129910. DOI: 10.3389/fpsyg.2023.1129910.
78.
DayABarberLKTonetJ. Information communication technology and employee well-being. In: LandersRN (ed) The cambridge handbook of technology and employee behavior. Cambridge: Cambridge University Press, 2019, pp. 580–607. DOI: 10.1017/9781108649636.022.
79.
BeckerJ. The digital workplace: antecedents and consequences of technostress. Dissertation. Bayreuth: Universität Bayreuth, 2021. DOI: 10.15495/EPub_UBT_00005681.
80.
CianciJWeibelDElferingA. Measuring work demands and resources of digitalisation: the ICT resources and stressors scale. Swiss Psychol Open2024; 4(1): 1–26. DOI: 10.5334/spo.59.
81.
CarneiroLLMedeirosGTde AraújoIS, et al.Demands and resources in work mediated by digital platforms: a scoping review of the literature. Organ Soc2023; 30(104): 110–140. DOI: 10.1590/1984-92302023v30n0004EN.
82.
MarshEVallejosEPSpenceA. The digital workplace and its dark side: an integrative review. Comput Hum Behav2022; 128: 107118. DOI: 10.1016/j.chb.2021.107118.
83.
PansiniMBuonomoIde VincenziC, et al.Positioning technostress in the JD-R model perspective: a systematic literature review. Healthcare2023; 11(3): 446. DOI: 10.3390/healthcare11030446.
84.
RohwerEFlötherJ-CHarthV, et al.Overcoming the “dark side” of technology. A scoping review on preventing and coping with work-related technostress. Int J Environ Res Publ Health2022; 19(6): 3625. DOI: 10.3390/ijerph19063625.
85.
HobfollSE. Stress, culture, and community: the psychology and philosophy of stress. New York, NY: Plenum Press, 1998. DOI: 10.1007/978-1-4899-0115-6.
86.
HirschiA. The career resources model: an integrative framework for career counsellors. Br J Guid Counsell2012; 40(4): 369–383. DOI: 10.1080/03069885.2012.700506.
87.
RichmanJMRosenfeldLBHardyCJ. The social support survey: a validation study of a clinical measure of the social support process. Res Soc Work Pract1993; 3(3): 288–311. DOI: 10.1177/104973159300300304.
88.
ten BrummelhuisLLBakkerAB. A resource perspective on the work-home interface: the work-home resources model. Am Psychol2012; 67(7): 545–556. DOI: 10.1037/a0027974.
AyyagariRGroverVPurvisRL. Technostress: technological antecedents and implications. MIS Q2011; 35(4): 831–858. DOI: 10.2307/41409963.
91.
TarafdarMTuQRagu-NathanBS, et al.The impact of technostress on role stress and productivity. J Manag Inf Syst2007; 24(1): 301–328. DOI: 10.2753/MIS0742-1222240109.
92.
ParkerSKGroteG. Automation, algorithms, and beyond: why work design matters more than ever in a digital world. Appl Psychol2022; 71(4): 1171–1204. DOI: 10.1111/apps.12241.
93.
BrivioEGaudiosoFVergineI, et al.Preventing technostress through positive technology. Front Psychol2018; 9: 2569. DOI: 10.3389/fpsyg.2018.02569.
94.
GaggioliARivaGPetersD, et al.Positive technology, computing, and design: shaping a future in which technology promotes psychological well-being. In: MyounghoonJ (ed) Emotions and affect in human factors and human-computer interaction. Cambridge: Academic Press, 2017, pp. 477–502. DOI: 10.1016/B978-0-12-801851-4.00018-5.
SchaufeliWBBakkerAB. Work engagement: a critical assessment of the concept and its measurement. In: RuchWBakkerABTayL, et al. (eds) Handbook of positive psychology assessment. Göttingen: Hogrefe, 2022, pp. 273–295.
97.
DuckiAGreinerBA. Gesundheit als Entwicklung von Handlungsfähigkeit: Ein arbeitspsychologischer Baustein zu allgemeinen Gesundheitsmodellen. Z Arbeits- Organisationspsychol1992; 36(4): 184–189.
98.
BengelJLyssenkoL. Resilienz und psychologische Schutzfaktoren im Erwachsenenalter: Stand der Forschung zu psychologischen Schutzfaktoren von Gesundheit im Erwachsenenalter. Köln: BZgA, 2012. https://shop.bzga.de/pdf/60643000.pdf (Accessed 4 October 2024).
99.
DehnbostelP. Lern- und kompetenzförderliche Arbeitsgestaltung in der digitalisierten Arbeitswelt. Arbeit2018; 27(4): 269–294. DOI: 10.1515/arbeit-2018-0022.
100.
CernavinO. Ansätze für eine lernförderliche Arbeitsgestaltung 4.0. Arbeit2018; 27(4): 295–315. DOI: 10.1515/arbeit-2018-0023.
101.
KittelA. Selbstreguliertes Lernen beim informellen Lernen am Arbeitsplatz: Die Rolle von Kontext und Motivation und Möglichkeiten der Förderung. Dissertation. Ulm: Universität Ulm, 2023.
102.
BanduraA. Self-efficacy: toward a unifying theory of behavioral change. Psychol Rev1977; 84(2): 191–215. DOI: 10.1037/0033-295X.84.2.191.
103.
KühnC. Erwachsenenpädagogische Digitalisierungsforschung!? Kritische Betrachtungen zum Selbstverständnis der Erwachsenenbildung im modernen WissenschaftssystemDissertation. Hamburg/Hannover: Verlag Dr. Kovač/Leibniz-Universität Hannover, 2023.
104.
HobfollSE. Social and psychological resources and adaptation. Rev Gen Psychol2002; 6(4): 307–324. DOI: 10.1037/1089-2680.6.4.307.
LuthansFYoussefCM. Human, social, and now positive psychological capital management. Organ Dynam2004; 33(2): 143–160. DOI: 10.1016/j.orgdyn.2004.01.003.
107.
SchaperN. Lernförderliche Arbeitsgestaltung und selbstgesteuertes Lernen in der Arbeit: stand der Forschung und Entwicklung. In: RichterG (ed) Arbeit und Altern. Eine Bilanz nach 20 Jahren Forschung und Praxis. Baden-Baden: Nomos Verlag, 2021, pp. 355–386.
108.
SenderekRMühlbradtTHempelT. Engineering und Mainstreaming lernförderlicher industrieller Arbeitssysteme für die Industrie 4.0. In: SchuhGStichV (eds) FIR-Edition Forschung, Band 20. Aachen: RWTH, 2017.
RichterPBuruckGNebelC, et al.Arbeit und Gesundheit. Risiken, Ressourcen und Gestaltung. In: BambergEDuckiAMetzA-M (eds) Gesundheitsförderung und Gesundheitsmanagement in der Arbeitswelt. Göttingen: Hogrefe, 2011, pp. 25–60.
111.
ReifJAMSpießEStadlerP. Effektiver Umgang mit stress: Gesundheitsmanagement im Beruf. Wiesbaden: Springer, 2018. DOI: 10.1007/978-3-662-55681-8.
112.
RoskamsMMcNeelyEWeziak-BialowolskaD, et al.Job demands-resources model: its application to the workplace environment and human flourising. In: Appel-MeulenbroekRDanivskaV (eds) A handbook of theories on designing alignment between people and the office environment. London: Routledge, 2021, pp. 27–38. DOI: 10.1201/9781003128830-3.
113.
KelesogluOFontaineRAHSharofiddinA. Exploring personal resources and its relationship with work engagement: a systematic review. J Bus Manag Account2024; 14(2): 237–275. DOI: 10.32890/jbma2024.14.2.3.
114.
TothI. Thriving in modern knowledge work: personal resources and challenging job demands as drivers for engagement at work. Dissertation. Lappeenranta: LUT University, 2021.
115.
MazzettiGRobledoEVignoliM, et al.Work engagement: a meta-analysis using the job demands-resources model. Psychol Rep2023; 126(3): 1069–1107. DOI: 10.1177/00332941211051988.
116.
RoskamsMHaynesB. Environmental demands and resources: a framework for understanding the physical environment for work. Farmaco2021; 39: 652–666. DOI: 10.1108/F-07-2020-0090.
117.
DerdowskiLAMathisenGE. Psychosocial factors and safety in high-risk industries: a systematic literature review. Saf Sci2023; 157: 105948. DOI: 10.1016/j.ssci.2022.105948.
