The early childhood education (ECE) workforce plays a key role in promoting early childhood development by their interactions with young children during formative years. However, the inherent demands of the profession and the work conditions within ECE settings affect job satisfaction and overall health and well-being. This study applied the Job Demands-Resources Model (JD-R) and administered a cross-sectional survey (n = 137) to examine disparities in personal and external demands and resources that may impact job satisfaction and turnover rates among ECE staff who provide care for preschool children (3–5 years of age). ECE staff reported higher levels of personal demands, including depression and perceived stress, and external demands, including workload and staffing concerns, compared to the national workforce (all p < .01). The data also illustrated disparities related to resource access; ECE staff reported lower levels of personal resources, including mindfulness, and less access to external resources including safety climate, resource adequacy, role clarity, respect, and management relationships (all p < .01). Only 34% of ECE staff reported being very satisfied with their work compared to 49% of the national workforce (p < .01). External resources were significantly and positively associated with job satisfaction (B = .09, p < .01). These findings suggest that ECE staff experience significantly higher demands and have access to significantly fewer resources in the workplace, and that bolstering job-related resources may translate to increased job satisfaction.

幼儿教育 (ECE) 劳动力通过在成长阶段与幼儿的互动，在促进幼儿发展方面发挥着关键作用。然而，职业的内在需求和 ECE 环境中的工作条件会影响工作满意度以及整体健康和福祉。本研究应用了工作需求-资源模型 (JD-R) 并进行了横断面调查 ( n = 137) 以检查可能影响为学龄前儿童（3-5 岁）提供护理的 ECE 工作人员的工作满意度和流动率的个人和外部需求和资源的差异。与国家劳动力相比，欧洲经委会工作人员报告了更高水平的个人需求，包括抑郁和感知压力，以及外部需求，包括工作量和人员配置问题（所有p  < .01）。数据还说明了与资源访问相关的差异；ECE 工作人员报告的个人资源水平较低，包括正念，以及对外部资源的访问较少，包括安全氛围、资源充足性、角色明确性、尊重和管理关系（所有p < .01)。只有 34% 的 ECE 工作人员表示对他们的工作非常满意，而全国劳动力的这一比例为 49% ( p  < .01)。外部资源与工作满意度显着正相关（B  = .09，p  < .01）。这些调查结果表明，ECE 工作人员的需求明显更高，并且在工作场所获得的资源明显减少，并且支持与工作相关的资源可能会转化为提高工作满意度。