With the shift to a post-industrial, service, and information-based economy, many more jobs are now defined by distinct features of a psychosocial work environment, rather than by material conditions. Accordingly, theoretical models derived from the social and behavioral sciences are required that identify health-adverse stressful aspects of work within organizations. Using a set of quality criteria, this chapter analyzes the similarities and differences of four such models, selected on the basis of available international research evidence. These models are termed ‘demand-control’, ‘effort-reward imbalance’, ‘organizational justice’, and ‘job demand-resources’. Their explanatory contribution, assessment, strength of empirical evidence, and policy impact are compared, and differences are emphasized in terms of their conceptual focus and stress-theoretical basis. Given some overlap, potential benefits of combining these different notions are also discussed, as health effects of cumulative exposure are of interest. In a final section, future considerations point to the need for innovative theoretical developments in view of new challenges of globalized, technologically advanced work and in times of new health hazards, such as Covid-19. Importantly, scientists are expected to contribute to the reduction of a substantial gap between available scientific knowledge and its implementation into practice.