Gan Tingting, Gan Yiqun
Department of Psychology, Peking University, Beijing, China.
Stress Health. 2014 Apr;30(2):122-33. doi: 10.1002/smi.2502. Epub 2013 Jul 1.
The current study examined the sequential development of job burnout and job engagement and their related antecedents (job demands, job resources and personality) using a three-wave longitudinal design. We collected usable responses from 160 Information Technology employees in China. Using M-plus 5.0, we compared four models: the exhaustion-cynicism-inefficacy model of burnout and the vigour-dedication-absorption model of engagement, the exhaustion-cynicism-inefficacy model of burnout and the dedication-absorption-vigour model of engagement, the cynicism-inefficacy-exhaustion model of burnout and the dedication-absorption-vigour model of engagement and the cynicism-inefficacy-exhaustion model of burnout and the vigour-dedication- absorption model of engagement. The results of the model comparisons revealed that the last model had the best fit with the data. In addition, we found that job demands, job resources and personality influenced burnout and engagement in different ways. The results showed that the pathways from job demands/job resources to burnout/engagement were robust and direct, whereas personality had both a direct influence and an indirect influence (through job demands/resources) on burnout/engagement.
本研究采用三波纵向设计，考察了职业倦怠和工作投入的相继发展及其相关前因（工作需求、工作资源和人格）。我们收集了来自中国160名信息技术员工的有效回复。使用M-plus 5.0，我们比较了四种模型：倦怠的疲惫-玩世不恭-低效模型和投入的活力-奉献-专注模型、倦怠的疲惫-玩世不恭-低效模型和投入的奉献-专注-活力模型、倦怠的玩世不恭-低效-疲惫模型和投入的奉献-专注-活力模型以及倦怠的玩世不恭-低效-疲惫模型和投入的活力-奉献-专注模型。模型比较结果显示，最后一种模型与数据拟合度最佳。此外，我们发现工作需求、工作资源和人格以不同方式影响倦怠和投入。结果表明，从工作需求/工作资源到倦怠/投入的路径稳健且直接，而人格对倦怠/投入既有直接影响，也有间接影响（通过工作需求/资源）。
