我们如何从工作满意度中获益：非正式照护在工作满意度与生理及心理压力之间关联中的调节作用 How We Benefit from Job Satisfaction: The Moderating Effect of Informal Caregiving on The Associations Between Job Satisfaction and Physiological and Psychological Stress ——《职业健康心理学杂志》第31卷第5期，2026年10月—— <Journal of Occupational Health Psychology>, Volume 31, Issue 5. October 2026 【摘要】工作满意度及其所促进的“资源构建”过程，可能对健康和幸福感具有重要意义。对于在工作之外承担非正式（即无报酬）照护责任的员工而言，这些过程的运作方式可能有所不同。本研究以“资源保存理论”（Conservation of Resources Theory）为指导，考察了两种
间接的压力缓冲路径。研究样本包含799名养老院员工，数据在18个月内进行了四次测量。我们探讨了工作满意度如何通过“增强收益”（即提升工作向生活的积极溢出效应）和“削弱损失”（即降低工作-家庭冲突）来发挥作用；分析了这些过程如何影响生理压力（以C-反应蛋白为指标）和心理压力（以主观感知压力为指标）；并考察了非正式照护身份是否会调节这些关联。研究结果显示，虽然照护者与非照护者之间的路径并非截然不同，但两类人群在个体内部的变化模式上存在差异。对于非照护者而言，当其工作满意度较高时，往往伴随着以下间接关联：(a) 通过更高的“工作-家庭积极溢出效应”，使C-反应蛋白水平降低；(b) 通过更低的工作-家庭冲突，使主观感知压力降低。此外，无论是否承担照护责任，当员工的工作满意度高于其自身平均水平时，其主观感知压力更低，且表现出的慢性炎症水平也更低（相较于工作满意度处于平均水平或以下的情况）。最后，我们讨论了本研究的理论与实践意义。 【关键词】工作-生活；工作-非工作；溢出效应；生物-心理-社会压力 [Abstract] Job satisfaction and the resource-building processes it supports may have meaningful implications for health and well-being. These processes may work differently for employees who have informal (i.e., unpaid) caregiving duties outside of work. Guided by conservation of resources theory, we examined two indirect stress-buffering pathways in a sample of 799 nursing home workers, measured four times over 18 months. We tested how job satisfaction affects gain strengthening (via higher positive spillover) and loss weakening (via lower work–family conflict), how these processes impact indices of physiological (i.e., C-reactive protein) and psychological (i.e., perceived) stress, and how informal caregiving status may moderate these associations. We did not find strictly distinct pathways by caregiver status, but we did find differential within-person patterns among informal caregivers and noncaregivers. Most relevant for noncaregivers, times of higher job satisfaction were indirectly associated with (a) lower C-reactive protein through times of higher work–family positive spillover and with (b) lower perceived stress through times of lower work–family conflict. When employees (regardless of caregiver status) reported job satisfaction that was higher than their own average, they also reported lower perceived stress and showed lower chronic inflammation than at times when their job satisfaction was equal to or lower than their own average. We discuss theoretical and practical implications. [Key words] work– life; work– nonwork; spillover; biopsychosocial stress 论文原文：Paoletti-Hatcher, Jensine Lai, Vincent D. Fagundes, Christopher P. (2026). How we benefit from job satisfaction: The moderating effect of informal caregiving on the associations between job satisfaction and physiological and psychological stress. Journal of Occupational Health Psychology, Volume 31, Issue 5, Pages 492–508. October 2026. https://doi.org/10.1037/ocp0000447 （翻译兼责任编辑：MARY） （需要英文原文的朋友，请联系微信：millerdeng95或iacmsp）
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