Resources Model(资源模型)研究综述
Resources Model 资源模型 - By taking the educational setting as a unit of analysis, this proposal introduces a new perspective into the existing literature to predict students’ achievement and course satisfaction by combining contributions from relevant psycho-educational theories, such as: “The Job Demands-Resources Model,” “The Expectancy-Value Theory,” and “The Achievement Goal Theory. [1] Job resources are positively related to work engagement within the motivational process of the job demands–resources model (JD–R). [2] This project aimed at validating a mobile health intervention (which is theoretically grounded in the Job Demands-Resources Model) in preventing and managing stress at work. [3] 배경 및 목적 본 연구는 직무 요구-자원 모델(Job Demands-Resources model: JD-R model)을 적용하여 조직(in-house)의 PR팀에 종사하는 한국의 PR 실무자들의 직업적 특성(직무 요구와 직무 자원)이 직업적 건강 상태(occupational health)와 직무 성과에 미치는 영향력 탐구하고, 직업적 건강 상태 요인인 직무 소진과 직무 열의의 매개적 역할을 규명하였다. [4] Huang, Yin, and Lv (2019) examined the wellbeing of Hong Kong primary school teachers using the job demands-resources model as a theoretical framework. [5] Based on the job demands-resources model, this study examines the mediating effects of teachers’ self-monitoring and self-efficacy on the relationships between the emotional job demands of teaching and trust in colleagues and teacher well-being. [6] ABSTRACT This study investigated the moderating effects of supervisor–subordinate “guanxi” alongside relevant emotional regulation strategies, including cognitive reappraisal and expressive suppression, undertaken by 402 firefighters experiencing burnout caused by work–family conflict, as revealed through the application and analysis of the job demands–resources model. [7] In this paper, we use the ACAD framework and insights from the ecology of resources model to explore the role of materials in the enactment of situative theories of learning in a refurbished seminar room, in the University of Sydney Business School. [8] This article extends the job demands–resources model in the public sector by including (a) cross-level (moderation) effects of job demands and resources, (b) positive and nonlinear effects of job d. [9] Following the job demands-resources model, and by using partial-least squares structural equations modelling, this study provides empirical evidence that job demands are negatively related to employees' mental health on a sample of 383 public transportation drivers. [10] Among a sample of 1493 high school students, the current study utilizes a risks and resources model to examine ways that risks and resources come together to shape the lives and health of youth, making them more vulnerable or shielding them from food insecurity and its related negative health outcomes. [11] MATERIAL AND METHODS The research study was based on the Job Demands-Resources model. [12] Work engagement as measured by the Utrecht Work Engagement Scale-15 (UWES-15) is a positive construct that is conceptually related to burnout and is a component of the Job Demands-Resources Model (JD-R). [13] This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. [14] A narrative synthesis was utilised following the Job Demands-Resources model to identify the factors of job demands and resources, which were associated with nurse resilience. [15] However, different types of humor exist and this study builds on the Job Demands-Resources Model (JD-R) to argue that aggressive humor in the workplace is a demand rather than a resource. [16] The purpose of this study was based on the job demands -resources model (Bakker et al. [17] Drawing from the Job Demands-Resources model of work stress, we examined how two personal resources – extraversion and emotional stability – influence relations among intrusions and strain outcomes. [18] ABSTRACT Based on the job demands-resources model and role conflict theories, we developed and tested hypotheses to elucidate the consequences that work-to-life and life-to-work conflicts have on job satisfaction and how affective, normative, and continuance professional commitment moderate these relationships. [19] Drawing on the job demands-resources model and effort-recovery model, this two-wave study among preschool teachers explored whether job demands (i. [20] ,The present study used the job demands-resources model to examine how abusive supervision influences employees’ OCB and voice and found that work engagement is one possible mechanism between these two types of extra-role behavior. [21] AIM The objective of this study was to verify the mediating role of work engagement between self-efficacy and affective organizational commitment on the basis of the Job Demands-Resources Model in a sample of Spanish nursing staff. [22] On the basis of the work– home resources model, we propose that weekly rumination undermines effective use of personal resources (i. [23] Drawing on the job demands-resources model and the conservation of resources theory, we hypothesize that difficult relationships with patients negatively predict physicians’ work engagement, mediated by physicians’ personal resources (e. [24] The purpose of this paper is to test a model predicting self-employment (SE) personal growth (learning opportunities and creativity) and SE exit intentions (exiting to work for someone else and exit likelihood) based on the job demands-resources model. [25] Purpose - This study integrated job demands-resources model and concept of stress mindset to examine a three-way interaction model. [26] Specifically, based on the literature on sensory-processing sensitivity and the Job Demands-Resources model, we predicted that the three components of sensory-processing sensitivity (i. [27] Building on the conservation of resources model, social contextual factors (role models for issue selling and inclusion in decision making) are proposed to explain when and how issue selling occurs during the early stages of change. [28] This study offers a new research perspective on knowledge sharing and integrates personality traits theories, Job Characteristics Model, Job Demands-Resources Model, and social cognitive theory into a single research model to examine the underlying mechanisms and boundary conditions of KSB in a virtual environment. [29] Applying the job demands-resources model, our study aims at revealing factors influencing zoo educators’ job strain. [30] Drawing on the literature based on the job demand-resources model and social exchange theory, the current study aimed to investigate the indirect relationship between perceived career support at Time 1 and work engagement at Time 2 via Time 1 career self-efficacy. [31] Using the Job Demands-Resources model as a foundation, the aim of this study was to explore the relationships between burnout, turnover intention and job satisfaction in relation to specific job demands and job resources present in the workplace in the context of one Australian mental health service with approximately 1100 clinical staff. [32] Specifically, relying on the job demands–resources model, this study empirically opens the “black box” between challenge stressors and creativity by exploring two opposing intermediate mechanisms. [33]通过以教育环境为分析单位，该提案通过结合相关心理教育理论的贡献，在现有文献中引入了一个新的视角来预测学生的成绩和课程满意度，例如：“工作需求 - 资源模型， ” “期望价值理论”和“成就目标理论”。 [1] 在工作需求-资源模型（JD-R）的激励过程中，工作资源与工作投入正相关。 [2] 该项目旨在验证移动健康干预（理论上基于工作需求-资源模型）在预防和管理工作压力方面的作用。 [3] 背景和目的 本研究运用工作需求-资源模型（JD-R模型），调查了韩国公关从业者在内部公关团队中的职业特征（工作需求和工作资源）。探讨了工作绩效，考察了职业健康状况因素职业倦怠和工作热情的中介作用。 [4] Huang, Yin, and Lv (2019) 以工作需求-资源模型为理论框架，考察了香港小学教师的幸福感。 [5] 基于工作需求-资源模型，本研究考察了教师自我监控和自我效能对教学情感性工作需求和对同事信任与教师幸福感之间关系的中介作用。 [6] 摘要 本研究调查了 402 名因工作与家庭冲突而导致倦怠的消防员所采取的上司-下属“关系”以及相关情绪调节策略的调节作用，包括认知重评和表达抑制，通过工作的应用和分析揭示了这一点。需求-资源模型。 [7] 在本文中，我们使用 ACAD 框架和来自资源生态模型的见解来探索材料在悉尼大学商学院翻新的研讨室中在制定情境学习理论中的作用。 [8] 本文扩展了公共部门的工作需求-资源模型，包括（a）工作需求和资源的跨层次（调节）效应，（b）工作 d 的正向和非线性效应。 [9] 本研究遵循工作需求-资源模型，并通过使用偏最小二乘结构方程模型，在 383 名公共交通司机的样本中提供了工作需求与员工心理健康负相关的经验证据。 [10] 在 1493 名高中生的样本中，当前的研究利用风险和资源模型来检验风险和资源结合在一起以塑造青年的生活和健康的方式，使他们更加脆弱或保护他们免受粮食不安全及其相关负面影响健康状况。 [11] 材料与方法 该研究基于工作需求-资源模型。 [12] 由 Utrecht Work Engagement Scale-15 (UWES-15) 衡量的工作投入是一个积极的概念，在概念上与倦怠相关，是工作需求-资源模型 (JD-R) 的一个组成部分。 [13] 本研究基于工作需求-资源模型和资源守恒理论探讨心理资本（PsyCap）作为个人资源和组织公平（分配和程序）作为背景资源在通过工作参与促进健康中的作用. [14] 在工作需求-资源模型之后使用叙述性综合来确定与护士弹性相关的工作需求和资源因素。 [15] 然而，存在不同类型的幽默，本研究建立在工作需求-资源模型 (JD-R) 的基础上，认为工作场所的攻击性幽默是一种需求，而不是一种资源。 [16] 本研究的目的是基于工作需求-资源模型（Bakker et al. [17] 从工作压力的工作需求-资源模型中，我们研究了两种个人资源——外向性和情绪稳定性——如何影响入侵和压力结果之间的关系。 [18] 摘要 基于工作需求-资源模型和角色冲突理论，我们开发并检验了假设，以阐明工作与生活和生活与工作的冲突对工作满意度的影响，以及情感、规范和持续的职业承诺如何缓和这些关系。 [19] 借鉴工作需求-资源模型和努力恢复模型，这项针对幼儿教师的两波研究探讨了工作需求（i. [20] ,本研究使用工作需求-资源模型来检验滥用监督如何影响员工的 OCB 和发言权，发现工作投入是这两种角色外行为之间的一种可能机制。 [21] 目标 本研究的目的是基于工作需求-资源模型在西班牙护理人员样本中验证工作投入在自我效能感和情感组织承诺之间的中介作用。 [22] 在工作的基础上——家 在资源模型中，我们建议每周沉思会破坏个人资源的有效利用（i. [23] 借鉴工作需求-资源模型和资源节约理论，我们假设与患者的困难关系对医生的工作投入有负面影响，这由医生的个人资源（例如。 [24] 本文的目的是测试基于工作需求-资源模型的预测自雇 (SE) 个人成长（学习机会和创造力）和自雇退出意图（退出为他人工作和退出可能性）的模型。 [25] 目的 - 本研究整合了工作需求-资源模型和压力心态的概念，以检验三向交互模型。 [26] 具体来说，基于感觉加工敏感性的文献和工作需求-资源模型，我们预测感觉加工敏感性的三个组成部分（i. [27] 在资源节约模型的基础上，提出了社会背景因素（问题销售和决策参与的角色模型）来解释问题销售在变革的早期阶段何时以及如何发生。 [28] 本研究为知识共享提供了一个新的研究视角，将人格特质理论、工作特征模型、工作需求-资源模型和社会认知理论整合到一个单一的研究模型中，以检验虚拟环境中 KSB 的潜在机制和边界条件。 [29] 应用工作需求-资源模型，我们的研究旨在揭示影响动物园教育工作者工作压力的因素。 [30] 借鉴基于工作需求-资源模型和社会交换理论的文献，本研究旨在通过时间 1 的职业自我效能调查时间 1 感知的职业支持与时间 2 的工作投入之间的间接关系。 [31] 以工作需求-资源模型为基础，本研究的目的是探讨职业倦怠、离职意向和工作满意度之间的关系，与澳大利亚心理健康背景下工作场所中存在的特定工作需求和工作资源相关。约 1100 名临床工作人员。 [32] 具体而言，本研究依托工作需求-资源模型，通过探索两种对立的中间机制，凭经验打开了挑战压力源和创造力之间的“黑匣子”。 [33]
Home Resources Model 家庭资源模型
Drawing on the work-home resources model, we investigate the chain mediating roles of work-to-family enrichment (WFE), family-to-work enrichment (FWE), and job-related well-being on the relationship between family support and job satisfaction. [1] Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. [2] This mediation effect was based on the work–home resources model of Brummelhuis and Bakker (2012). [3] Building on the work-home resources model (W-HR), this study explores the nomological network of family supportive supervisor behaviors (FSSB). [4] Building on the work-home resources model and crossover theory, we investigated how workplace ostracism both spills over and crosses over to emotional exhaustion for both the ostracism target and his or her spouse. [5]借鉴工作-家庭资源模型，我们研究了工作对家庭的丰富（WFE）、家庭对工作的丰富（FWE）和工作相关幸福感在家庭支持和关系之间的链式中介作用。工作满意度。 [1] 基于工作-家庭资源模型和工作-家庭丰富理论，我们假设拥有使命可以增加和消耗工作中的个人资源，进而促进老年员工之间的工作-非工作丰富和冲突。 [2] nan [3] nan [4] nan [5]
Demand Resources Model 需求资源模型
This research adopts the Job Demand Resources Model (JD-R) as a theoretical framework. [1] The present empirical study examines the effects of home and work domain resources (family–work enrichment and supervisor’s support) on work engagement among nurses using the perspective of job-demands resources model. [2] ,This is the first study employing the job demands resources model in a cross-sectional study in Thailand. [3] According to the job-demands resources model, each job environment has its own characteristics that can be grouped into two dimensions: job demands and job resources. [4] Data were analyzed thematically by using the different characteristics of the Job Demands Resources model. [5]本研究采用工作需求资源模型（JD-R）作为理论框架。 [1] 本实证研究从工作需求资源模型的角度考察了家庭和工作领域资源（家庭工作丰富和主管支持）对护士工作投入的影响。 [2] nan [3] nan [4] nan [5]
Fmy Resources Model Fmy 资源模型
As we proceeded through our analysis, we drew inspiration from Luke and Freebody’s Four Resources Model for reading print texts and Serafini’s reconceptualization of the Four Resources required for reading visual and multimodal texts, taking up their call to critique and reformulate the model within the rapidly changing context of twenty-first century literacy practices. [1] In this study, Luke and Freebody’s (1999) four resources model of critical literacy was used as a framework for English instruction situated in an Indonesian secondary school. [2] Hardiman’s model of White Identity Development (WID) and Freebody and Luke’s four resources model were the conceptual frameworks that were used to guide the study. [3] Knowledge processes are an activity type that represent a distinct way of making content knowledge by oscillating and weaving pedagogical repertoires (Freebody P, Luke A: Literacy as engaging with new forms of life: the four resources model. [4]在我们进行分析的过程中，我们从 Luke 和 Freebody 的阅读印刷文本的四种资源模型以及 Serafini 对阅读视觉和多模式文本所需的四种资源的重新概念化中汲取灵感，并在瞬息万变的环境中接受他们的批评和重新制定模型的呼吁二十一世纪识字实践的背景。 [1] 在这项研究中，Luke 和 Freebody（1999）的批判读写能力的四种资源模型被用作印度尼西亚中学英语教学的框架。 [2] nan [3] nan [4]
Water Resources Model 水资源模型
These data play a key role in a wide range of hydrological models, water resources modeling and environmental researches. [1] Results from the national water resources model in Denmark (DK-model) at a 500 m resolution are employed as covariates in the RF model. [2] Nevertheless, watersheds provide a natural physiographic area which can serve as a basis for water resources modeling. [3] An integrated water resources modeling approach, using hydrological modeling tools, is presented for assessing the nitrate fate and transport on an over-exploited aquifer with intensive and extensive agricultural activity under various operational strategies and future climate change scenarios. [4]这些数据在广泛的水文模型、水资源模型和环境研究中发挥着关键作用。 [1] 丹麦国家水资源模型（DK 模型）在 500 m 分辨率下的结果被用作 RF 模型中的协变量。 [2] nan [3] nan [4]
Job Resources Model 工作资源模型
This review provides an overview over the state of the evidence concerning the job demands—job resources model of burnout and job engagement. [1] Purpose- This study aims to investigate the effects of job demands and job resources model on blue collar employees’ job related strain and safety behavior levels. [2]本综述概述了有关工作需求的证据状态——职业倦怠和工作投入的工作资源模型。 [1] 目的- 本研究旨在调查工作需求和工作资源模型对蓝领员工工作相关压力和安全行为水平的影响。 [2]
resources model proposed 提出的资源模型
SCT itself was a modified version of Job Demands-Resources Model proposed by (Demerouti, 2001). [1] SCT itself was a modified version of the Job Demands-Resources Model proposed by (Demerouti, 2001). [2]SCT 本身是由 (Demerouti, 2001) 提出的 Job Demands-Resources Model 的修改版本。 [1] SCT 本身是由 (Demerouti, 2001) 提出的工作需求-资源模型的修改版本。 [2]