Gynning Britta E, Karlsson Elin, Teoh Kevin, Gustavsson Per, Christiansen Filip, Brulin Emma
Unit of Occupational Medicine, Institute of Environmental Medicine, Karolinska Institutet, Nobels väg 13, 171 65, Solna, Sweden.
Department of Health, Medicine and Caring Sciences, Linköping University, SE-58183, Linköping, Sweden.
Int J Nurs Stud Adv. 2025 Aug 6;9:100397. doi: 10.1016/j.ijnsa.2025.100397. eCollection 2025 Dec.
The job demands-resources model posits that job resources buffer the effects of job demands on subsequent strain. However, empirical support for this is inconclusive, with some studies suggesting this may be context- or even profession-specific.
To investigate the buffering effect in the job demands-resources model within the Swedish healthcare sector and the impact of professional differences on this effect.
Data were drawn from a 1-year cohort called the utilising the 2022 and 2023 waves. The study sample consisted of Swedish healthcare professionals who at baseline were 69 years or younger, who participated in both survey waves. In total, the study included 4132 healthcare professionals (1649 physicians, 1631 registered nurses, and 852 nurse assistants). Descriptive statistics and ordinary least squares regression moderation analysis were carried out.
The experience of control at work buffered the impact of several job demands, including quantitative demands (Beta coefficients [] =-0.034, 95 % confidence interval [CI] [-0.05; -0.01]), illegitimate work tasks (=-0.018, 95 % CI [-0.04;-0.01]), effort-reward imbalance ( = -0.050, 95 % CI [-0.08; -0.01]), and work-life Interference ( = -0.023, 95 % CI [-0.04; -0.004]) on subsequent burnout complaints. Collegial support buffered the effect of emotional demands ( = -0.025, 95 % CI [-0.04; -0.01]). Physicians reported a greater buffering effect from control compared with nurse assistants on the effect of illegitimate work tasks ( = 0.084, 95 % CI [0.01;0.16]) and effort reward imbalance ( = 0.120, 95 % CI [0.02;0.22]) towards subsequent burnout complaints.
We have contributed to the application of the job demands-resources model by emphasising the critical role of the type of profession in the buffering effect of resources. We have underlined the importance of profession-specific job demands and resources in understanding burnout among Swedish healthcare professionals and in other settings.
工作要求-资源模型假定工作资源可缓冲工作要求对后续压力的影响。然而，对此的实证支持尚无定论，一些研究表明这可能因情境甚至职业而异。
研究瑞典医疗保健部门中工作要求-资源模型的缓冲效应以及专业差异对该效应的影响。
数据来自一项为期1年的队列研究，使用了2022年和2023年的调查数据。研究样本包括基线年龄在69岁及以下、参与了两轮调查的瑞典医疗保健专业人员。该研究总共纳入了4132名医疗保健专业人员（1649名医生、1631名注册护士和852名护士助理）。进行了描述性统计和普通最小二乘回归调节分析。
工作中的控制体验缓冲了多种工作要求的影响，包括工作量要求（β系数[]=-0.034，95%置信区间[CI][-0.05；-0.01]）、不合理工作任务（=-0.018，95%CI[-0.04；-0.01]）、努力-回报失衡（=-0.050，95%CI[-0.08；-0.01]）以及工作-生活干扰（=-0.023，95%CI[-0.04；-0.004]）对后续倦怠投诉的影响。同事支持缓冲了情感要求的影响（=-0.025，95%CI[-0.04；-0.01]）。与护士助理相比，医生报告称控制对不合理工作任务（=0.084，95%CI[0.01；0.16]）和努力-回报失衡（=0.120，95%CI[0.02；0.22]）对后续倦怠投诉的影响具有更大的缓冲作用。
我们通过强调职业类型在资源缓冲效应中的关键作用，为工作要求-资源模型的应用做出了贡献。我们强调了特定职业的工作要求和资源在理解瑞典医疗保健专业人员及其他环境中的倦怠方面的重要性。
