Matching job demands and job resources as linear and non-linear predictors of employee vigor and sustainable performance

Abstract

The present study studied two prominent job stress models as predictors of employee vigor and employee sustainable performance. First, based on the matching principle of the Demand-Induced Strain Compensation (DISC) Model, we predicted that job resources moderate (i.e. strengthen) the linear relation of job demands with employee vigor and sustainable performance, particularly when the type of demands corresponds well with the type of resources. Second, based on the non-linearity principle of the Vitamin Model, we predicted that non-linear (i.e. curvilinear) relations between job demands or job resources with employee vigor and sustainable performance exist, particularly when the type of demands or resources matches well with the outcome. An online cross-sectional study was conducted among 1,175 Chinese employees working in different industries. Multivariate regression analyses revealed that (1) although we did not find moderating effects of job resources, “conceptual matches” were found in line with the matching principle of the DISC Model, and (2) curvilinear patterns were detected (although with a non-expected shape) in which so-called “non-linear matching” relations between either demands or resources and outcomes were present. This study highlights the importance of matching demands and resources in both linear and non-linear ways to predict employee vigor and employee sustainable performance. Finally, theoretical and practical implications of the findings were addressed.