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2010 IEEE 2nd Symposium on Web Society

作者： Chuikai Zeng~a Shunyi Zheng~b Kan Shi~c a School of Management Shenyang Normal University Shenyang Liaoning 110034 China b School of Educational Science Shenyang Normal University Shenyang Liaoning 110034 China c Graduate University of Chinese Academy of Sciences Beijing 110080 China

＜正＞To explore the relationship between job demandsresources and job burnout of IT employees,322 samples from three firms in China were assessed by the questionnaire of Maslach Burnout Inventory-General Survey,job-demands and Decision Latitude, Work Interference with Family and Family Interference with Work,and Social Support Scale. Hierarchical regression indicated that high job demands or lacking of job resources predicted job burnout of IT ***’ emotional exhaustion and professional efficacy were not singly predicted either by job demands or by lacking of job resources,but by the interaction of job demands and job *** demands didn’t predict professional efficacy directly,but influenced it through job *** buffering effect of job resources was weakened when job demands was too high.

关键词： job-demands job resources job burnout IT employees

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Where there is light,there is dark:a dual process model of high-performance work systems in the eyes of employees

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Frontiers of Business Research in China 2018年第4期12卷 424-441页

作者： Xueqing Fan Yan Liu Xi Zou Department of Organization and Human resources Renmin University of ChinaBeijingChina Department of Business Administration Wuhan UniversityWuhanChina

High-performance work systems have been widely adopted in the workplace. Previous research on high-performance work systems debated whether the generated effects are mutual gains or conflicting outcomes for employers and employees. Drawing on the job demands and resources model, this conceptual study proposes that high-performance work systems can be both beneficial and harmful by eliciting distinct perceptions in employees. Specifically, perceptions of job resources are the positive and perceptions of job demands are the negative mechanism whereby high-performance work systems affect employee job performance. This research further proposes that servant leadership strengthens the positive impact of high-performance work systems, whereas directive leadership strengthens the negative impact. Overall, this conceptual research provides new insights into the research on high-performance work systems.

关键词： High-performance work systems (HPWS) job demands job resources Leadership job performance

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A Health Impairment Process of Sickness Presenteeism in Norwegian Physicians: The Mediating Role of Exhaustion

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Health 2016年第9期8卷 846-856页

作者： Sylvi Thun Lise T. Løvseth Department of Psychology Norwegian University of Science and Technology (NTNU) Trondheim Norway Department of Research and Development Division of Psychiatry St Olav’s Hospital Trondheim Norway

Although work factors have been associated with both presenteeism and exhaustion among hospital physicians, we lack knowledge on the dynamic relationship between demands in the work context and presenteeism and how this can be mediated by symptoms of exhaustion when controlling for job resources. The objective of this study is to examine a health impairment process of presenteeism among university hospital physicians. A cross-sectional survey of 545 university hospital physicians in Norway was conducted. Variables included in the model were presenteeism, exhaustion, work-family conflict, role conflict, social support and control over work pace. Findings from structural equation modeling indicated that exhaustion mediates the relationship between job demands and presenteeism. job resources had no direct effect on presenteeism in the hypothesized model. The variables in the study explained 17% of the variance in presenteeism. The study is one of the first to demonstrate that the relationship between job demands and presenteeism is mediated by exhaustion when controlling for job resources. The results highlight the importance of considering the link between health symptoms and job demands to reduce the negative effects of presenteeism.

关键词： Sickness Presenteeism Exhaustion job Demands job resources JD-R Theory

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职业心理健康视角下教师工作资源的分类及其启示

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中小学学校管理 2022年第2期

作者：伍新春齐亚静

采用中小学教师工作特征问卷中的工作资源分问卷、中小学教师职业倦怠问卷和中文版Utrecht工作投入量表对799名中小学教师进行测查，基于职业心理健康的视角，通过因素分析探讨教师工作资源的分类，并考察不同类别的工作资源对教师职业... 详细信息

采用中小学教师工作特征问卷中的工作资源分问卷、中小学教师职业倦怠问卷和中文版Utrecht工作投入量表对799名中小学教师进行测查，基于职业心理健康的视角，通过因素分析探讨教师工作资源的分类，并考察不同类别的工作资源对教师职业倦怠和工作投入的影响。结果发现：(1)组织支持、同事支持和硬件条件等工作资源，能够正向预测工作投入，但对情绪衰竭和非人性化没有显著的预测作用，可称为“激励型资源”；(2)自主控制和工作意义等工作资源，既能够负向预测情绪衰竭和非人性化，又能够正向预测工作投入，可称为“成长型资源”；(3)工作回报等工作资源，能够负向预测情绪衰竭，但对工作投入和非人性化没有显著的预测作用，可称为“保健型资源”。据此，在教师激励过程中，应大力挖掘成长型资源，有效开发激励型资源，合理利用保健型资源。

关键词：教师工作资源保健型资源激励型资源成长型资源 teacher job resources hygiene resources motivation resources growth resources

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