Coulston Cass, Shergill Sukhi, Twumasi Ricardo, Duncan Myanna
Institute of Psychiatry, Psychology and Neuroscience, King's College, London, UK.
Kent and Medway Medical School, Canterbury, UK.
Int J Qual Stud Health Well-being. 2025 Dec;20(1):2472460. doi: 10.1080/17482631.2025.2472460. Epub 2025 Mar 13.
As the modern workplace evolves, the shift to virtual and hybrid team working necessitates a re-evaluation of well-being. While workplace well-being research has predominantly focused on the individual level, understanding team-level well-being is critical, as its underlying psychological and social processes differ. This study applies the Job Demands-Resources (JD-R) framework to virtual and hybrid contexts globally, demonstrating the dual nature of demands and resources at the team level, where the same constructs may contribute to driving positive gain cycles or negative loss cycles of well-being. Through reflexive thematic analysis, we analysed thirty semi-structured interviews with leaders and twenty-nine focus groups with 3-6 team members each ( = 110) across more than twelve industries and geographies. Our findings revealed three candidate themes: "Choice Matters", "It's Business and It's Personal" and "Leader as Social Influencer". This research extends JD-R theory by advancing its applicability to team-level well-being in virtual and hybrid contexts. Practical insights include empowering teams through redesigning work practices to establish sustainable boundaries, aligning communication norms, and fostering inclusive connections that accommodate diverse needs in the modern workplace.
随着现代工作场所的演变，向虚拟和混合团队工作的转变使得对幸福感的重新评估成为必要。虽然工作场所幸福感研究主要集中在个人层面，但理解团队层面的幸福感至关重要，因为其潜在的心理和社会过程有所不同。本研究将工作要求-资源（JD-R）框架应用于全球范围内的虚拟和混合环境，展示了团队层面需求和资源的双重性质，即相同的构念可能有助于推动幸福感的积极增益循环或消极损失循环。通过反思性主题分析，我们分析了对领导者的30次半结构化访谈以及对来自十二个以上行业和地区的、每组有3至6名团队成员（共110人）的29个焦点小组的访谈。我们的研究结果揭示了三个候选主题：“选择很重要”、“这关乎工作也关乎个人”以及“领导者作为社会影响者”。本研究通过将JD-R理论的适用性扩展到虚拟和混合环境中的团队层面幸福感，对该理论进行了拓展。实际见解包括通过重新设计工作实践来赋予团队权力，以建立可持续的界限、调整沟通规范，并在现代工作场所中培养适应多样化需求的包容性联系。
