Describe the job demands-resources model.Be sure to explain job demands and job resources and the effects they can have on employees.

The job demands-resources model is a model that specifies how job demands cause burnout, and job resources cause engagement.Job demands are physical, psychological, social, or organizational features of a job that require sustained physical or psychological efforts that in turn can result in physiological or psychological costs.Common demands include work overload, time pressure, role ambiguity, and role conflict.Job resources refer to the 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 (e.g., pay), interpersonal and social relations (e.g, co-worker support), the organization of work (e.g, role clarity), and the task itself (e.g, task significance).A central assumption of the model is that high job resources foster work engagement, while high job demands exhaust employees physically and mentally, and lead to burnout.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.In addition, resources can buffer the negative impact 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 job demands translate into a higher probability of death.