School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, China.
Hum Resour Health. 2024 Sep 27;22(1):67. doi: 10.1186/s12960-024-00950-9.
Building on the job demands-resources (JD-R) model and regulatory focus theory, this study examined how regulatory foci shaped the effects of different job demands and resources on both negative and positive workplace outcomes among medical staff.
Two independent studies (N = 267; N = 350) were designed for cross-validation. Participants completed a battery of measures evaluating job demands (workload, emotional demands, interpersonal stress), job resources (psychological safety, perceived organizational support, servant leadership), and well-being (job burnout, affective commitment, job satisfaction).
Multiple linear regression analyses showed employees' well-being was affected by job demands and resources through energetic and motivational processes, respectively. The deleterious effect of emotional demands on job burnout was pronounced in individuals with weak prevention focus (B = 0.392, standard error [SE] = 0.069, p < .001). Psychological safety (Study 1) and servant leadership (Study 2) had stronger positive associations with motivational outcomes among individuals with weak promotion focus than those with strong promotion focus (B = 0.394, SE = 0.069, p < .001; B = 0.679, SE = 0.121, p < .001; and B = 0.476, SE = 0.072, p < .001, respectively).
We used two samples to examine and cross-validate the joint effects of job characteristics and personal traits on workplace well-being among Chinese medical staff. Although heterogenous, the results showed regulatory foci were especially important in determining the effects of job demands and resources on well-being when there was (autonomous) self-regulation in the workplace.
本研究以工作要求-资源（JD-R）模型和调节定向理论为基础，考察了不同工作要求和资源对医疗工作者的消极和积极工作结果的影响如何通过调节焦点来塑造。
设计了两项独立的研究（N=267；N=350）进行交叉验证。参与者完成了一系列评估工作要求（工作量、情绪要求、人际压力）、工作资源（心理安全、感知组织支持、仆人式领导）和幸福感（工作倦怠、情感承诺、工作满意度）的措施。
多元线性回归分析表明，员工的幸福感受到工作要求和资源的影响，分别通过能量和激励过程。情绪要求对工作倦怠的有害影响在预防焦点较弱的个体中更为明显（B=0.392，标准误差[SE]=0.069，p<0.001）。心理安全（研究 1）和仆人式领导（研究 2）与预防焦点较弱的个体的激励结果有更强的正相关，而与促进焦点较强的个体则没有（B=0.394，SE=0.069，p<0.001；B=0.679，SE=0.121，p<0.001；B=0.476，SE=0.072，p<0.001，分别）。
我们使用两个样本检验和交叉验证了工作特征和个人特质对中国医疗工作者工作幸福感的联合影响。尽管结果存在异质性，但结果表明，当工作场所存在（自主）自我调节时，调节焦点在确定工作要求和资源对幸福感的影响方面尤为重要。
