was found that this interaction accounted for on average only 0.5% of the differences among workers in task enjoyment and work commitment. Evidence for the salience of job resources in the context of high job demands: one previous study outside the framework of the JD-R model has supported the hypothesis that resources gain their salience in the context of high demands (see.) Studies using the JD-R model have shown that job resources particularly affect work engagement when job demands are high (see ); and ). Practical implications The JD-R model assumes that whereas every occupation may have its own specific working characteristics, these characteristics can be classified in two general categories (i.e. job demands and job resources), thus constituting an overarching model that may be applied to various occupational settings, irrespective of the particular demands and resources involved. The central assumption of the JD-R model is that job strain develops – irrespective of the type of job or occupation – when (certain) job demands are high and when (certain) job resources are limited. In contrast, work engagement is most likely when job resources are high (also in the face of high job demands). This implies that the JD-R model can be used as a tool for human resource management. Continuing research The most recent article written by the authors of the original JD-R paper proposes that the interactions of demands and resources are nuanced and not clearly understood. Here Bakker and Demerouti suggest that demands may sometimes actually have a positive influence on the employee, by providing a challenge to be overcome rather than an insurmountable obstacle. In this same article, the authors describe a cumulative effect of demands and resources in their suggestion of gain and loss spirals. They conclude that these issues and that of workplace aggression may all be part of the JD-R framework. See also European Academy of Occupational Health Psychology Occupational health psychology Occupational stress Society for Occupational Health Psychology Stress management References Occupational health psychology Economics models Human resource management