van Gelderen I F, Matthew S M, McArthur M L
Sydney School of Veterinary Science, The University of Sydney, Camperdown, New South Wales, Australia.
College of Veterinary Medicine, Washington State University, Pullman, Washington, USA.
Aust Vet J. 2025 Jul;103(7):388-400. doi: 10.1111/avj.13453. Epub 2025 May 22.
This study aimed to explore how resilience in mid- to late-career stage veterinarians in Australia is shaped by interactions between job demands, personal and contextual resources, strategies and outcomes.
Semistructured interviews with 17 mid- to late-career stage veterinarians were conducted with questions modelled on prior research investigating veterinarians' experiences, teacher well-being and resilience. The Job Demands-Resources model guided thematic analysis.
Mid- to late-career stage veterinarians described how resilience is shaped by interactions between (1) demands of the job, (2) resources available, (3) strategies used and (4) resilience outcomes. Job demands and job resources categories were sub-divided into four and seven themes respectively according to whether characteristics were based on personal or contextual factors. Strategies were grouped into seven themes representing intentional ways that veterinarians made effective use of resources. Three themes in the Outcomes category represented positive outcomes that were enabled through dynamic interaction between demands, resources and strategies undertaken to realise outcomes.
This study did not explore relationships between perceptions of resilience and veterinary work type, practice location, age or gender. Interviews were conducted before the global COVID-19 pandemic, and results do not reflect any associated psychological impacts from that event.
Resilience in mid- to late-career veterinarians is a dynamic process driven by the interplay of demands, resources, intentional actions and outcomes. Although personal resources can be developed over time, job demands are largely contextual. Effective management practices can mitigate challenges and foster resilience.
本研究旨在探讨澳大利亚处于职业生涯中后期的兽医的适应力是如何通过工作需求、个人及环境资源、策略和结果之间的相互作用而形成的。
对17名处于职业生涯中后期的兽医进行了半结构化访谈，问题基于先前关于兽医经历、教师幸福感和适应力的研究。工作需求-资源模型指导了主题分析。
处于职业生涯中后期的兽医描述了适应力是如何通过以下因素之间的相互作用而形成的：（1）工作需求，（2）可用资源，（3）使用的策略，以及（4）适应力结果。根据特征是基于个人因素还是环境因素，工作需求和工作资源类别分别细分为四个和七个主题。策略分为七个主题，代表兽医有效利用资源的有意方式。结果类别中的三个主题代表了通过需求、资源和为实现结果而采取的策略之间的动态相互作用而产生的积极结果。
本研究未探讨适应力认知与兽医工作类型、执业地点、年龄或性别之间的关系。访谈在全球新冠疫情之前进行，结果未反映该事件带来的任何相关心理影响。
处于职业生涯中后期兽医的适应力是一个由需求、资源、有意行动和结果相互作用驱动的动态过程。虽然个人资源可以随着时间的推移而发展，但工作需求在很大程度上取决于环境。有效的管理实践可以减轻挑战并培养适应力。
