Based on assumptions of the Job Demands–Resources model and the Person–Environment fit literature, the present research conceptualizes an intrinsic relative to an extrinsic work value orientation as a personal resource. We examine whether such an orientation may strengthen the relations of classical job resources (i.e., autonomy and learning opportunities) with well-being outcomes. The results in a large, representative sample of Dutch employees (N = 4009) show that a predominant intrinsic work orientation strengthened the negative association of learning opportunities with emotional exhaustion as well as the buffering role of autonomy for the health-impairing impact of workload. With respect to work engagement, a predominant intrinsic work orientation strengthened the positive association of autonomy, the expected boosting impact of workload on the stimulating association of autonomy, as well as the—rather unexpected—attenuating impact of workload on the positive association of learning opportunities with work engagement. Although not all hypotheses were confirmed, in general, results point at the importance and practical relevance of personal resources in the realm of the Job Demands–Resources model.

While running a selection procedure, 27 male Belgian Special Forces candidates, with a mean age of 27.4 years (SD = 5.1), were randomly assigned to a no-stress control (n = 14) or a high-intensity stress group (n = 13). Participants in the latter group were exposed to an extremely strenuous mock prisoner of war (POW) exercise. Immediately after stress or control treatment, working memory and visuo-spatial declarative memory performances were measured by the digit span (DS) test and the Rey–Osterrieth complex figure (ROCF), respectively. Concurrently, stress levels were assessed by obtaining salivary cortisol measurements and subjectively by the NASA Task Load Index (TLX). As expected, exposure to high-intensity stress led to both robust cortisol increases and significant differences in TLX scores. Stress induction also significantly impaired DS and ROCF performances. Moreover, delta cortisol increases and ROCF performance in the POW stress group showed a significant negative correlation, while DS performances followed the same tendency. Summarizing, the current findings complement and extend previous work on hormonal stress effects, and the subsequent performance deterioration on two memory tests in a unique high-intensity stress environment.

The Job Demands-Resources model predicts that job demands increase and job resources decrease emotional exhaustion in employees. In this study, we investigated one possible mechanism for this, in order to provide a deeper insight into the role of job resources in this energy-depletion process. We assumed that job resources (autonomy and task variety) reduce emotional exhaustion through the promotion of opportunities for personal growth and development, especially workplace learning. Moreover, we expected that job demands (workload, cognitive and emotional demands) would be positively related to work-related learning opportunities. Our research model was tested in a large and heterogeneous sample out of the Dutch working population (N = 4589), following a cross-validation procedure. Multi-group structural equation modelling revealed that autonomy and task variety promoted learning opportunities, which in turn partially mediated between these job resources and emotional exhaustion. With respect to job demands, our study showed mixed results: cognitive demands promoted learning opportunities, workload frustrated such opportunities, and emotional demands were not significantly related to learning opportunities. Our results contribute to a better understanding of the interplay between job demands, job resources and learning opportunities in the energy-depletion process, and support the need for the promotion of learning opportunities in the workplace.