HEC Montréal, Montréal, QC, Canada.
Psychol Rep. 2024 Feb;127(1):392-418. doi: 10.1177/00332941221103536. Epub 2022 Jun 16.
Building upon the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) and the extensive research on employee turnover intention and well-being, we examined various demands and resources in relation to these outcomes. This study examined the differential relationship between job demands, and personal and job resources, and two organizational outcomes: turnover intention and emotional exhaustion. The job demands were role overload, role conflict, role ambiguity, and work-life balance. The job resources were resilience, servant leadership, relatedness, autonomy, job opportunities, pay satisfaction, and person-organization fit. An online questionnaire was administered to full-time employees via Qualtrics panel ( = 364). Job demands were positively related to emotional exhaustion, and personal and job resources were negatively related to turnover intention. Using relative weights analysis, demands and resources were found to account for different amounts of variance in the outcome variables. This study informs our understanding of and contributes to the advancement of the JD-R model to encompass various job demands and personal and job resources and their differential relationship to emotional exhaustion and turnover intention.
基于工作要求-资源（JD-R）模型（Demerouti 等人，2001 年）和关于员工离职意向和幸福感的广泛研究，我们研究了各种需求和资源与这些结果的关系。本研究考察了工作要求与个人和工作资源之间的差异关系，以及两个组织结果：离职意向和情绪耗竭。工作要求包括角色过载、角色冲突、角色模糊和工作-生活平衡。工作资源包括适应力、仆人式领导、关联性、自主性、工作机会、薪酬满意度和人与组织契合度。通过 Qualtrics 小组（n=364），我们向全职员工在线发放了问卷。工作要求与情绪耗竭呈正相关，个人和工作资源与离职意向呈负相关。通过相对权重分析，发现需求和资源在因变量上的解释程度不同。本研究增进了我们对 JD-R 模型的理解，并为该模型纳入各种工作要求、个人和工作资源及其与情绪耗竭和离职意向的差异关系做出了贡献。
