Abstract: The Job Demands-Resources Model is a theoretical model to explore the effect of job characteristics on burnout and work engagement. With the accumulation of empirical research, this model is being constantly refined and developed. First, subdivide the job characteristics variables, differentiate the job demands into the challenge demands and the hindrance demands, and discuss their effects on outcome variables, while future research may try to subdivide job resources. Second, introduce individual characteristics such as personal resources (including optimistic, self-efficacy and organization-based self-esteem), resilience, psychological capital and professional competency, and we can try to supplement other types of personal resources, and also increase personal demands, motivation, values and other individual factors to enrich the existing variables in the future. Third, we can expand the internal and external variables of the organization, such as job crafting, organizational factors and family factors to expand the model structure. Fourth, we can improve the research methods, from cross-sectional research to two-point longitudinal study, and then to multi-point long-range longitudinal study to explore the evolution of the internal mechanism of the model over time.

Key words: Job Demands-Resources Model, personal resources, personal demands, organizational characteristics, model development