An essential assumption about the job demands-resources model is that high job resources foster work engagement, while high job demands exhaust employees physically and mentally, and lead to burnout.Explain how this is so and how job resources can be applied to help buffer the negative impact of excessive job demands.Provide examples to help illustrate your answer.

Job resources refer to features of a job that are functional in that they help achieve work goals, reduce job demands, and stimulate personal growth, learning, and development.Job resources can come from the organization, interpersonal and social relations, the organization or work, and the task itself.Research has found that job demands are related to burnout, disengagement, and health problems, while job resources lead to work engagement, organizational citizenship behaviour, and organizational commitment.Resources also buffer the negative effects of job demands on well-being.In fact, when resources are high, increased job demands are associated with a lower probability of death.When they are low, increased demands translate into a higher probability of death.Organizations can provide job resources such as career opportunities, supervisor support, role clarity, and autonomy and feedback to foster work engagement and act as a buffer against the negative effects of job demands.