How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism
对201名电信管理者的纵向调查支持了工作需求-资源模型：工作需求增加和资源减少预测职业倦怠，资源增加预测工作投入，而倦怠和投入分别正向和负向预测病假缺勤。
Abstract The present longitudinal survey among 201 telecom managers supports the Job Demands‐Resources (JD‐R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e., overload, emotional demands, and work‐home interference) and decreases in job resources (i.e., social support, autonomy, opportunities to learn, and feedback) predict burnout, (2) increases in job resources predict work engagement, and (3) burnout (positively) and engagement (negatively) predict registered sickness duration (“involuntary” absence) and frequency (“involuntary” absence), respectively. Finally, consistent with predictions results suggest a positive gain spiral: initial work engagement predicts an increase in job resources, which, in its turn, further increases work engagement. Copyright © 2009 John Wiley & Sons, Ltd.