A Closer Look At The Demand-Induced Strain Compensation Model: The Role Of Match, Functional Self-Regulation And Personal Characteristics

The Demand-Induced Strain Compensation (DISC) Model is a theoretical model for work stress and work motivation that aims to explain positive and negative consequences of the work environment on employee health and well-being. The model focusses on two crucial components of the work environment: job demands and job resources. The underlying principles of the DISC Model (multidimensionality, triple match, compensation, balance and functional selfregulation) and their validity and generalizability were studied in two doctoral theses. Further, possible expansions of the DISC Model, by investigating the role of personal characteristics (active coping style and regulatory focus), were studied as well. The current article summarizes both theses and, in this way, provides a state-of-the-art overview of theoretical and empirical research on the DISC Model. Empirical support was found for the triple-match principle which states that moderating effects will occur most often when there is a match between the type of job demand, the type of job resource and the type of work outcome under study. In addition, support was found for the functional self-regulation principle, whereas partial support was found for the added value of an active coping style. Based on the results, theoretical and practical implications are provided and future research lines are suggested.