Results from longitudinal studies are ambiguous regarding the direction of effects between job stressors and burnout over time. We meta-analyzed possible reciprocal relations between job stressors and burnout in k = 48 longitudinal studies (N = 26,319), accounting for variation of time intervals in primary studies by using continuous time meta-analysis. Additionally, we analyzed whether country-level job resources (job control and job support; k = 31 European studies, N = 17,747) moderated the effect of job stressors on burnout (stressor-effect) and the effect of burnout on job stressors (strain-effect). Further, we analyzed the replicability of the primary studies by assessing between-study heterogeneity, publication bias, and statistical power. Reciprocal effects between job stressors and burnout exist. The stressor-effect is small, whereas the strain-effect is larger and moderated by job control and job support. Analyses of the different burnout symptoms (emotional) exhaustion and depersonalization/cynicism demonstrated that reciprocal relations between emotional exhaustion and job stressors exist, but depersonalization/cynicism is not directly related to job stressors. Between-study heterogeneity was comparable with other psychological studies, whereas statistical power of primary studies was comparatively large. Conclusions are limited because few primary studies used time intervals of less than 12 months, more than two measurement occasions, and objective measures of stressors. Overall, results imply the need for extended job stress models and new job stress interventions that help employees cope with burnout symptoms. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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工作压力源与倦怠之间的相互影响：纵向研究的连续时间荟萃分析。

纵向研究的结果对于工作压力源和职业倦怠之间的影响方向随着时间的流逝是模棱两可的。我们对k = 48个纵向研究（N = 26,319）中的工作压力源与倦怠之间可能存在的倒数关系进行荟萃分析，从而通过使用连续时间荟萃分析考虑了初次研究中时间间隔的变化。此外，我们分析了国家一级的工作资源（工作控制和工作支持； k = 31欧洲研究，N = 17,747）是否减轻了工作压力对倦怠的影响（压力效应）和工作倦怠对压力的影响（应变）。 -影响）。此外，我们通过评估研究之间的异质性，出版偏倚和统计能力来分析基础研究的可复制性。存在工作压力和倦怠之间的相互影响。压力效应很小，而应变的影响更大，并通过工作控制和工作支持得到缓和。对不同的倦怠症状（情绪性）疲惫和去个性化/犬儒主义的分析表明，情绪疲倦与工作压力源之间存在相互关系，但是去人格化/犬儒主义与工作压力源并不直接相关。研究之间的异质性可与其他心理学研究相提并论，而基础研究的统计能力则相对较大。结论是有限的，因为很少有基础研究使用少于12个月的时间间隔，两次以上的测量时机以及对压力源的客观测量。总体而言，结果意味着需要扩展的工作压力模型和新的工作压力干预措施，以帮助员工应对职业倦怠症状。（PsycInfo数据库记录（c）2020年APA，