JD-R Model

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The figure above shows that the job demands and job resources predicts the work engagement of the employees. This is matched with the postulation of the proponent of JD-R Model. Job demands refers to the social, physical, psychological or organizational aspects of work that requires determination in physical or psychological and commonly results to physical and psychological costs (Demerouti and Bakker, 2011). It has been suggested that job demands might measure the challenges in a workplace (Hakanen et al., 2006). In this study, researchers included five job demands that have been acknowledged as reasons of employees’ work engagement: (1) work pressure, (2) cognitive demands, (3) emotional demands, (4) role conflict and (5) hassles.
Job resources
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It is characterized by dedication, vigor and absorption. (Schaufeli et al., 2002). In summary, JD-R model suggested that high job demands and a lack of job resources may reduce work engagement of the employees.

Significance of the Study This study will give information about work engagement of school employees. It may help the school to provide more motivational approach and practices that may contribute to the work engagement of its employees. Also, the following may benefit in this study: School Administration – the results of this study may strengthen the school administration’s interpersonal relationship to its non-teaching workers. The administration may provide more motivational approaches to the workers like salary increase, implement enough job security, and abide humanitarian values such as fairness, courtesy and moral integrity. These approaches may contribute to the work engagement of the school employees.
Staffs – the results of the current study may contribute additional information to the staffs or employees of the institution, and this may affect their degree of commitment to their
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Longitudinal research designs are need to examine and test the proposed processes of the JD-R Model. Selected public and private schools’ employees from the cities of Malabon, Valenzuela and Caloocan are chosen to be the participants in the current study. The other schools were not considered in the study. The data gathered from Human Resource Development and Management Office of DLSAU were not explained the reason of resignation of the former employees of the institution in the past five years. The DLSAU HRDM Office has no noted evidence about the resignation of the employees that was given to the researchers. The office simply write the names of the resigned employees on a certain school year in a record book. This research study is limited in finding job resources and job demands are the predictors of work engagement of schools’ employees. Thus, further study may reveal more evidence why and how these processes