Can an opportunity to learn at work reduce stress? A re-visitation of the Job Demand-Control Model

Purpose. This study tries to extend the stress-buffering hypothesis of the demand-control model (Karasek, 1979; 1998). In addition to the control variable, this work analyzes the role of an opportunity for learning and development (L&D) in the workplace as a moderator variable between increased demands and need for recovery. Design/methodology/approach – A questionnaire was administered to 199 employees (middle managers and clerical workers) at the district court of a region in North Italy during a period of training activities on stress management. Findings – The results show that control and personal development perform a moderating role in the relationship between workload and the need for recovery by reducing exhaustion. Research limitations/implications – The first limitation concerns the cross-sectional design of the study, which does not make it possible to establish the direction of the causal relations hypothesized. Moreover, further research will be necessary to identify organizational strategies able to develop the personal competence of workers and manage learning at work. Practical implications – The understanding of the importance of learning at work has practical implications for strategies of human resources management. Organizations that encourage personal learning by workers at the same time modify themselves, so that they become better able to adapt to changes and external demands. Originality/value – The importance attributed to learning opportunities has a role in promoting work satisfaction and, specifically, in enhancing the quality of work life.