Research On The Work Engagement Of Primary And Secondary School Teachers Based On Job Demands-Resources Model

This study is concerned with the problem of teachers' work engagement,which conforms to the positive psychology,positive organizational behavior and positive occupational health psychology,and responds to the needs of educational development in China.The Job Demands-Resources Model is effective,because it can predict individual's work engagement through its work characteristics and personal resources.Therefore,based on Demerouti&Bakker's job demands-resources model,this study applies the work engagement scale,job demands scale job resources scale and personal resources scale to investigate 624 primary and secondary school teachers in Henan and Fujian province,focusing on the impacts of job demands,job resources and personal resources on teachers'work engagement,and some suggestions of the teacher management are also provided in this study.This study expands the work engagement research fields,provides a theoretical basis for further work engagement intervention study,and verifies the validity of the job demands-resources model in China.By using the project analysis,exploratory factor analysis,confirmatory factor analysis,Cronbach a coefficient analysis,correlation analysis,multiple regression analysis,structural equation modeling and so on,the research comes to the following conclusions:1 Work engagement scale,job demands scale,job resources scale,and personal resources scale have good reliability and validity.Work engagement includes one factor;job demands include quantitative work loads,emotional demands,pupil misbehavior and the pressure of entrance examinations;job resources include job autonomy,superiors' support,colleagues and relatives and friends' support,and work rewards;personal resources include self-efficacy,organizational-based self-esteem and optimism.2 The level of work engagement is generally higher on primary and secondary school teachers,and there are different levels of work engagement in the demographic variable.The level of work engagement in married teachers is significantly higher than that of unmarried teachers;the level of work engagement in primary teachers is significantly higher than that of secondary teachers;the level of work engagement in post 70s teachers is significantly higher than that of post 90s teachers.3 Superiors'support,colleagues and relatives and friends'support,and work rewards can significantly and positively predict work engagement.Pupil misbehavior and emotional demands can significantly and negatively predict work engagement,the pressure of entrance examinations can significantly and positively predict work engagement.Personal resources and its dimensions can significantly and positively predict work engagement.4 The pressure of entrance moderate the relationship between superiors,support and work engagement;the pressure of entrance moderate the relationship between colleagues and relatives and friends' support and work engagement.The pressure of entrance moderate the relationship between self-efficacy and work engagement.5 Personal resources(self-efficacy and organizational-based self-esteem)mediate the relationship between job autonomy and work engagement.Personal resources' dimensions partly mediate the relationship between superiors' support and work engagement.Personal resources(self-efficacy and optimism)partly mediate the relationship between colleagues and relatives and friends' support and work engagement.Self-efficacy partly mediate the relationship between work rewards and work engagement.6 The pressure of entrance moderate the relationship between work resources(job autonomy,superiors' support and work rewards),self-efficacy and work engagement.In short,the research shows job demands moderate the relationship between resources and work engagement.Personal resources mediate the relationship between job resources and work engagement.Job demands moderate the relationship between job resources,personal resources and work engagement.Therefore,it is recomended that the relevant organizations optimize the teachers' job demands,increase the teachers'job resources,and foster the teachers'personal resources.