ABSTRACT

The job demands-resources (JD-R) model is an influential framework to understand how job characteristics foster employee well-being. Differing from the cross-sectional focus of most JD-R model reviews, this meta-analytic review uses longitudinal evidence to validate the essential assumptions within the JD-R model. We highlight two aspects: (1) The assessment of the methodological quality of the available longitudinal studies, and (2) the examination of the essential assumptions – the impact of job characteristics on well-being, and vice-versa – with meta-analytic structural equation modelling (metaSEM). We included 74 studies and evaluated their quality. Eighteen studies suffered from serious methodological shortcomings, whereas 29 studies (39%) were considered high-quality studies. Our meta-analytic structural equation models confirmed the essential assumptions simultaneously. The quality of the studies also had an influence on the goodness-of-fit indices. The models with reciprocal assumptions between job characteristics and well-being fitted the data best. The findings of this meta-analytic review suggest that the JD-R model is an excellent theoretical basis to assess employee well-being for a broad range of organisations. However, more research is needed to clarify the reciprocal relationships between job characteristics and employee well-being, as well as the different influences of challenging and hindering job demands on work engagement.

摘要

工作需求资源（JD-R）模型是一个有影响力的框架，可用来了解工作特征如何促进员工的福祉。与大多数JD-R模型审阅的横截面重点不同，本荟萃分析审阅使用纵向证据来验证JD-R模型内的基本假设。我们着重强调两个方面：（1）对现有纵向研究的方法学质量进行评估，以及（2）使用荟萃分析对基本假设（工作特征对幸福感的影响，反之亦然）进行检查结构方程模型（metaSEM）。我们纳入了74项研究并评估了其质量。18项研究存在严重的方法学缺陷，而29项研究（占39％）被认为是高质量的研究。我们的荟萃分析结构方程模型同时确认了基本假设。研究的质量也影响拟合优度指标。在工作特征和幸福感之间具有相互假设的模型最适合数据。这项荟萃分析的结果表明，JD-R模型是评估广泛组织的员工福利的极佳理论基础。但是，需要更多的研究来阐明工作特征与员工福祉之间的相互关系，以及挑战和阻碍工作需求对工作投入的不同影响。在工作特征和幸福感之间具有相互假设的模型最适合数据。这项荟萃分析的结果表明，JD-R模型是评估广泛组织的员工福利的极佳理论基础。但是，需要更多的研究来阐明工作特征与员工福祉之间的相互关系，以及挑战和阻碍工作需求对工作投入的不同影响。在工作特征和幸福感之间具有相互假设的模型最适合数据。这项荟萃分析的结果表明，JD-R模型是评估广泛组织的员工福利的极佳理论基础。但是，需要更多的研究来阐明工作特征与员工福祉之间的相互关系，以及挑战和阻碍工作需求对工作投入的不同影响。