SEE PROFILE

The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important an-tecedents of the exhaustion component of burnout, which, in turn, would predict in-role per-formance (hypothesis 1). In contrast, job resources (e.g., autonomy and social support) were hy-pothesized to be the most important predictors of extra-role performance, through their relationship with the disengagement component of burnout (hypothesis 2). In addition, we pre-dicted that job resources would buffer the relationship between job demands and exhaustion (hypothesis 3), and that exhaustion would be positively related to disengagement (hypothesis 4). The results of structural equation modeling analyses provided strong support for hypotheses 1, 2, and 4, but rejected hypothesis 3. These findings support the JD-R model’s claim that job de-mands and job resources initiate two psychological processes, which eventually affect organiza-tional outcomes. © 2004 Wiley Periodicals, Inc