The study investigates the relationship between burnout and work engagement as functions of job demands and control, using the demand-control model. It involved 381 insurance company employees and used discriminant analysis to examine how job demands and control relate to health impairment and active learning. The results showed that job demands were most closely related to health impairment, while job control was most closely associated with active learning. The findings partially contradict the demand-control model, suggesting that job demands and control initiate independent processes. The study supports the job demands-resources model, which posits that job demands are linked to negative stress reactions, while job resources are linked to motivational outcomes. The study also found that low-strain jobs (low demands and high control) were associated with low health impairment and high motivation, while high-strain jobs (high demands and low control) were associated with high health impairment and low motivation. The study highlights the importance of considering both positive and negative outcomes of job design in understanding the relationship between job characteristics and employee well-being. The results suggest that job demands and control have distinct effects on health and motivation, and that future research should focus on the mechanisms by which job demands lead to motivation and active learning. The study also notes that the demand-control model may not fully capture the complexity of the relationship between job characteristics and employee outcomes.The study investigates the relationship between burnout and work engagement as functions of job demands and control, using the demand-control model. It involved 381 insurance company employees and used discriminant analysis to examine how job demands and control relate to health impairment and active learning. The results showed that job demands were most closely related to health impairment, while job control was most closely associated with active learning. The findings partially contradict the demand-control model, suggesting that job demands and control initiate independent processes. The study supports the job demands-resources model, which posits that job demands are linked to negative stress reactions, while job resources are linked to motivational outcomes. The study also found that low-strain jobs (low demands and high control) were associated with low health impairment and high motivation, while high-strain jobs (high demands and low control) were associated with high health impairment and low motivation. The study highlights the importance of considering both positive and negative outcomes of job design in understanding the relationship between job characteristics and employee well-being. The results suggest that job demands and control have distinct effects on health and motivation, and that future research should focus on the mechanisms by which job demands lead to motivation and active learning. The study also notes that the demand-control model may not fully capture the complexity of the relationship between job characteristics and employee outcomes.