Cognitive, emotional and physical job demands and job resources will be measured with a well-validated version of the DISC Questionnaire (DISQ), which was particularly developed for testing this theoretical model [
9,
29].
Cognitive job demands primarily impinge on brain processes involved in information processing, e.g., "Employee X will need to display high levels of concentration and precision at work".
Emotional job demands can be defined as the effort needed to deal with job inherent emotions and/or organizationally desired emotions during interpersonal transactions, e.g., "Employee X will have to display emotions (e.g., towards clients, colleagues or supervisors) that are inconsistent with his/her current feelings".
Physical job demands refer to static and dynamic physical exertion at work, e.g., "Employee X will have to lift or move heavy persons or objects (more than 10 kg)".
Cognitive job resources refer to the opportunity to determine a variety of task aspects and to use problem solving skills, e.g., "Employee X would have the opportunity to take a break when tasks require a lot of concentration". To improve the internal reliability of the scale, one item was added to the original questionnaire ("Employee X will have the opportunity to determine their own work method").
Emotional job resources refer to emotional support from colleagues or supervisors, e.g., "Other people (e.g., clients, colleagues or supervisors) would be a listening ear for employee X when he/she has faced a threatening situation". Finally,
physical job resources refer to instrumental support from colleagues and supervisors, or ergonomic aids at work, e.g., "Employee X would receive help from others (e.g., clients, colleagues or supervisors) in lifting or moving heavy persons or objects". All but two scales consist of five items (except for emotional demands and cognitive resources: six items) that can be scored on a 5-point frequency scale, ranging from 1
(never or very rarely) to 5
(very often or always) Recovery from work. Recovery refers to an employee's sense of being away from the work situation. It will be measured with a scale developed by De Jonge et. al. ("Take a break?" Off-job recovery, job demands and job resources as predictors of active learning, creativity, and health, submitted) and may encompass a cognitive, emotional and physical component. Each component will be measured with three items. Example items are: "After work, I put all thoughts of work aside" (cognitive), "After work, I emotionally distance myself from work" (emotional), "After work, I shake off the physical exertion from work" (physical). The items can be scored on a 5-point frequency scale, ranging from 1
(never) to 5
(always).