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A study of 1,200 employees from five Chinese cities found support for the cross-cultural applicability of Karasek's job demands-decision latitude model. The highest anxiety and depression were related to high job demands and low control, and the highest job satisfaction and life satisfaction were related to high job demands and high control. However, there were individual differences in the interactive effects of job demands and control and group differences in the applicability of the model, suggesting that Karasek's model needs to be amended and extended to take individual and socioeconomic differences into account. During the last two decades, job stress has been of particular interest to both academic researchers and practicing managers. Among the studies of the antecedents of stress, Karasek's (1979) job demands-decision latitude model has captured much attention. demands are defined as psychological stressors, such as requirements for working fast and hard, having a great deal to do, not having enough time, and having conflicting demands. ... Job decision latitude comprises two components: the worker's authority to make decisions on the job (decision authority), and the variety of skills used by the worker on the job (skill discretion). Operationally these
Jianglong Xie (Sun,) studied this question.