Theoretical frameworks used in the reviewed articles
| Theoretical frameworks or models | Contextual use | Reference(s) |
|---|---|---|
| Conservation of Resources (COR) | It explains how the balance between personal life and professional responsibility is an essential resource in preventing burnout and low productivity | Zhang et al. (2020) |
| Effort-Reward Imbalance (ERI) | It highlighted the perceived imbalance when construction professionals exert high efforts but often receive inadequate rewards, such as low salaries and a lack of recognition | Liang et al. (2021) |
| Institutional theory, Agency theory, and Resource-based theory | They collectively emphasised the necessity of understanding the interactions among organisational elements (structure, culture, resources) and external issues (political, economic, social, technological, environmental, and legal) to adapt and remain flexible in managing changing work conditions | Tijani et al. (2024, 2025) |
| Job Demands-Resources (JD-R) | It outlined the interplay between high work demands, workload, role ambiguity, pressure, task complexity and inadequate job resources, managerial support, autonomy, training, and career development | Jin et al. (2024), Wu et al. (2019), Yang et al. (2018) |
| Job Demand-Control-Support (JDCS) | It highlighted that the tasks that are high in demand, low in control and low in workplace social support are experienced as the most stressful and produce the most damaging health impacts. That is when, if employees perceive an imbalance between work demands and their personal or environmental resources, a range of stress responses can occur | Liang et al. (2021), Cattel et al. (2016), Bowen et al. (2014a) |
| Lazarus and Folkman's transactional theory of stress and coping | It highlights the professional's functioning in terms of goals and aspirations, as well as the courses of action to be executed to achieve attainment, i.e. support, work engagement, and motivation, and their ability to cope with the circumstances surrounding their personal work-life | Enshassi et al. (2018), Chan et al. (2014) |
| Person-Environment Fit (PE Fit) | It explains that a mismatch between work demands and individual capabilities triggers a stress reaction | Liang et al. (2021) |
| Theoretical frameworks or models | Contextual use | Reference(s) |
|---|---|---|
| Conservation of Resources (COR) | It explains how the balance between personal life and professional responsibility is an essential resource in preventing burnout and low productivity | |
| Effort-Reward Imbalance (ERI) | It highlighted the perceived imbalance when construction professionals exert high efforts but often receive inadequate rewards, such as low salaries and a lack of recognition | |
| Institutional theory, Agency theory, and Resource-based theory | They collectively emphasised the necessity of understanding the interactions among organisational elements (structure, culture, resources) and external issues (political, economic, social, technological, environmental, and legal) to adapt and remain flexible in managing changing work conditions | |
| Job Demands-Resources (JD-R) | It outlined the interplay between high work demands, workload, role ambiguity, pressure, task complexity and inadequate job resources, managerial support, autonomy, training, and career development | |
| Job Demand-Control-Support (JDCS) | It highlighted that the tasks that are high in demand, low in control and low in workplace social support are experienced as the most stressful and produce the most damaging health impacts. That is when, if employees perceive an imbalance between work demands and their personal or environmental resources, a range of stress responses can occur | |
| Lazarus and Folkman's transactional theory of stress and coping | It highlights the professional's functioning in terms of goals and aspirations, as well as the courses of action to be executed to achieve attainment, i.e. support, work engagement, and motivation, and their ability to cope with the circumstances surrounding their personal work-life | |
| Person-Environment Fit (PE Fit) | It explains that a mismatch between work demands and individual capabilities triggers a stress reaction |
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