We extended the job demand–control model by including a social comparison perspective and hypothesised that an employee's work‐related well‐being is to some degree relative to the perceived work environment of coworkers rather than absolute (in terms of isolated effects of individual work characteristics). Hence, we account for the social context when examining the effects of individual job characteristics. Using a lagged study design with two measurement times eight weeks apart, we examined the effects of the (in)congruence between one´s own job demands and job control with the perceived job demands and job control of coworkers on job satisfaction, emotional exhaustion, cynicism, and professional efficiency. Findings from polynomial regression analyses and response surface methodology revealed that perceiving coworkers as having either higher or lower demands than oneself is associated with lower job satisfaction and higher levels of emotional exhaustion. This provides partial support for our hypotheses. We found first‐time evidence that social comparison processes regarding job demands can influence employees´ well‐being.

中文翻译：

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工作需求和工作控制的社会比较对幸福感的影响

我们通过纳入社会比较视角扩展了工作需求控制模型，并假设员工的工作相关幸福感在某种程度上与同事感知的工作环境有关，而不是绝对的（就个人工作特征的孤立影响而言） ）。因此，我们在检查个人工作特征的影响时考虑了社会背景。使用间隔八周的两次测量时间的滞后研究设计，我们检查了自己的工作需求和工作控制与感知的工作需求和同事的工作控制之间的（不）一致性对工作满意度、情绪耗竭、冷嘲热讽，专业效率。多项式回归分析和响应面方法的结果表明，认为同事的要求高于或低于自己与较低的工作满意度和较高的情绪耗竭水平有关。这为我们的假设提供了部分支持。我们首次发现有关工作需求的社会比较过程会影响员工的幸福感的证据。