van Zyl Llewellyn Ellardus, Cornelisse Menno A, Le Blanc Pascale, Rothmann Sebastiaan
Optentia Research Unit, North-West University (Vaal Triangle Campus), Vanderbijlpark, South Africa.
Psynalytics : AI Powered People Analytics, Eindhoven, Netherlands.
Front Psychol. 2025 Jun 12;16:1532083. doi: 10.3389/fpsyg.2025.1532083. eCollection 2025.
Drawing from the Job Demands-Resources (JD-R) model, this study examined the relationship between job characteristics, work-home interference, motivation, and psychological wellbeing during the COVID-19 lockdown. Specifically, it explored whether individual-level strategies such as strengths use, job crafting, and home-work regulatory factors (i.e., positive and negative home-work spillover) moderated these relationships. A cross-sectional survey of 522 participants was conducted during the lockdown. Structural equation modelling, mediation, and moderation analyses tested the proposed relationships. Results showed that work overload, organizational support, and job security were significantly associated with both negative and positive work-home interference, while growth opportunities and advancement were not. Positive and negative work-home interference and motivation were directly linked to psychological wellbeing, although only positive work-home interference was associated with motivation. Further, strengths use and job crafting moderated was only found to moderate the relationship between job security and negative work-home interaction. Finally, home regulatory practices may not be helpful in explaining how job characteristics affect the work-home relationship. The findings suggest that during crises, the JD-R model falls short in accounting for the complex interaction between job characteristics and employee outcomes. While structural factors like work overload, organizational support, and job security remain central, individual strategies and home-regulatory practices had limited impact. These insights challenge assumptions about the JD-R model's "universal applicability" and the presumed effectiveness of personalized coping strategies during systemic disruption. It also exposes a deeper limitation of the JD-R model: its implicit tendency to pathologize the employee by placing the burden of wellbeing on individuals rather than addressing the systemic conditions that shape it. In times of crisis, the onus should not be on employees to adapt, but rather on organizations to create environments that support work-life balance and sustainable wellbeing.
本研究借鉴工作需求-资源（JD-R）模型，考察了新冠疫情封锁期间工作特征、工作-家庭干扰、动机与心理健康之间的关系。具体而言，研究探讨了诸如优势利用、工作重塑以及工作-家庭调节因素（即积极和消极的工作-家庭溢出）等个体层面的策略是否会调节这些关系。在封锁期间对522名参与者进行了横断面调查。结构方程建模、中介分析和调节分析对所提出的关系进行了检验。结果表明，工作过载、组织支持和工作保障与消极和积极的工作-家庭干扰均显著相关，而成长机会和晋升则不然。积极和消极的工作-家庭干扰以及动机与心理健康直接相关，不过只有积极的工作-家庭干扰与动机有关。此外，仅发现优势利用和工作重塑调节了工作保障与消极工作-家庭互动之间的关系。最后，家庭调节措施可能无助于解释工作特征如何影响工作-家庭关系。研究结果表明，在危机期间，JD-R模型在解释工作特征与员工成果之间的复杂相互作用方面存在不足。虽然工作过载、组织支持和工作保障等结构因素仍然至关重要，但个体策略和家庭调节措施的影响有限。这些见解挑战了关于JD-R模型“普遍适用性”的假设以及系统性干扰期间个性化应对策略的假定有效性。这也揭示了JD-R模型更深层次的局限性：它隐含地倾向于将员工病理化，将幸福的负担置于个人身上，而不是解决塑造幸福的系统性条件。在危机时期，责任不应在于员工去适应，而在于组织创造支持工作与生活平衡及可持续幸福的环境。
