Department of Management, University of Florida, P.O. Box 117165, Gainesville, FL 32611-7165, USA.
J Appl Psychol. 2010 Sep;95(5):834-48. doi: 10.1037/a0019364.
We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consistently positive, relationships among demands and engagement were highly dependent on the nature of the demand. Demands that employees tend to appraise as hindrances were negatively associated with engagement, and demands that employees tend to appraise as challenges were positively associated with engagement. Implications for future research are discussed.
我们借鉴了有关压力评估的理论，对工作要求-资源模型进行了改进和扩展，以解释需求与参与之间关系不一致的问题，并使用元分析结构建模对修正后的理论进行了检验。结果表明，该理论得到了支持。首先，需求与倦怠呈正相关，而资源与倦怠呈负相关。其次，资源与参与之间的关系始终是积极的，而需求与参与之间的关系则高度取决于需求的性质。员工倾向于将某些需求评估为障碍的，与参与呈负相关，而员工倾向于将某些需求评估为挑战的，则与参与呈正相关。讨论了对未来研究的启示。
