Using the job demands‐resources model to predict burnout and performance
基于146名员工数据，用工作要求-资源模型检验工作要求与资源对倦怠和绩效的影响，发现工作要求主要导致情绪耗竭并影响角色内绩效，而工作资源通过减少疏离感促进额外角色绩效。
Abstract The job demands‐resources (JD‐R) model was used to examine the relationship between job characteristics, burnout, and (other‐ratings of) performance ( N = 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion component of burnout, which, in turn, would predict in‐role performance (hypothesis 1). In contrast, job resources (e.g., autonomy and social support) were hypothesized to be the most important predictors of extra‐role performance, through their relationship with the disengagement component of burnout (hypothesis 2). In addition, we predicted that job resources would buffer the relationship between job demands and exhaustion (hypothesis 3), and that exhaustion would be positively related to disengagement (hypothesis 4). The results of structural equation modeling analyses provided strong support for hypotheses 1, 2, and 4, but rejected hypothesis 3. These findings support the JD‐R model's claim that job demands and job resources initiate two psychological processes, which eventually affect organizational outcomes. © 2004 Wiley Periodicals, Inc.