Civil servants worldwide experience higher job dissatisfaction and health problems than their private sector counterparts. East Asian civil servants, often perceived as obedient but lacking autonomy, are particularly vulnerable. China's civil service reforms, while introducing competitive processes, have not been extensively studied regarding their impact on occupational health. This study addresses this gap by investigating the stressor-strain relationship among Chinese government employees, focusing on the mediating role of job satisfaction. The Healthy Work Organization model suggests that job satisfaction can buffer the negative impact of stressors on health outcomes. The study aims to understand how job stressors (relationships, home-work balance, recognition, personal responsibility) affect job satisfaction, and how job satisfaction subsequently influences mental and physical health outcomes among Chinese government employees. The increasing number of job stress-related suicides among this population highlights the urgency of this research and its potential to inform strategies for improving employee well-being and preventing similar tragedies.

Existing research demonstrates a significant stressor-strain relationship in various occupational settings, with public sector employees often reporting stressors such as high job demands, role ambiguity, poor work relationships, lack of autonomy, work-family conflict, insufficient resources, and unsupportive organizational cultures. These stressors are linked to adverse mental and physical health outcomes. Studies on Chinese government employees confirm this association, showing links between job stressors and reduced subjective well-being, lower quality of life, and increased mental and physical health problems. Job satisfaction, a multifaceted construct encompassing various job and organizational factors, is proposed as a potential mediator in the stressor-strain relationship. The Healthy Work Organization model posits that job satisfaction, along with other aspects of work adjustment, can buffer the negative impact of work environment on employee health. Previous studies have shown associations between stressors and job satisfaction, and between job satisfaction and positive health outcomes. However, research specifically examining the mediating role of job satisfaction among Chinese government employees is limited.

This study used a convenience sample of 505 Chinese government employees in Hangzhou, employing both face-to-face and online surveys. Data were collected using the Sources of Pressure Scale (SPS) of the Pressure Management Indicator (PMI) questionnaire, a shortened 15-item version assessing four job stressor dimensions: relationships, home-work balance, recognition, and personal responsibility. Job satisfaction was measured using the Job Satisfaction Scale (JSS) from the PMI, physical health with the Physical Health Scale (PHS) from the PMI, and mental health with the Kessler Psychological Distress Scale (K10). Demographic variables (sex, age), overtime work, adverse life events, and life stress were included as covariates. Data analysis was conducted in Mplus Version 8.3 using the bootstrapping method with 5000 resamples to test for mediation effects. Full information maximum likelihood (FIML) was used to handle missing data. Harman's Single-Factor Test was used to assess common method variance.

Univariate analysis revealed that most participants were female and worked overtime; approximately 10% experienced adverse life events, and 38% reported ongoing life stress. Bivariate correlations showed that job stressors were positively correlated with physical and mental health problems and negatively correlated with job satisfaction (except for home-work balance). Job satisfaction was negatively associated with physical and mental health problems. Mediation analysis revealed that job satisfaction fully mediated the effects of relationships and recognition on both mental and physical health problems. Home-work balance was partially mediated by job satisfaction (competitive mediation), while personal responsibility showed no mediating effect. Adverse life events and life stress were negatively associated with job satisfaction, and positively associated with mental and physical health problems. Job satisfaction also fully mediated the effect of adverse life events and partially mediated the effect of life stress on mental and physical health problems.

The findings support the mediating role of job satisfaction in the stressor-strain relationship among Chinese government employees, aligning with the Healthy Work Organization model. The significant mediating effects of relationships, recognition, and home-work balance suggest that improving these aspects of the work environment can positively influence job satisfaction and consequently improve employees' mental and physical health. The lack of mediating effect for personal responsibility may be due to the measurement, which captures implicit aspects of responsibility rather than explicit job demands. The positive correlation between home-work balance and job satisfaction may stem from complex interactions with other factors. The study highlights the multidimensionality of job stressors and their impact on both mental and physical health outcomes.

This study demonstrates the crucial mediating role of job satisfaction in the stressor-strain relationship among Chinese government employees. Improving job satisfaction through enhanced supervisory support, career development opportunities, and better home-work balance can significantly improve employee mental and physical health. Future research should use larger, more representative samples and longitudinal designs to establish causal relationships and explore the role of other mediating factors such as job burnout. While focused on Chinese government employees, the findings have broader implications for both public and private sectors in China and potentially internationally.

The convenience sampling limits the generalizability of the findings. The cross-sectional design prevents causal inferences, and the lack of data on factors such as job burnout limits a more comprehensive understanding of the mediating mechanisms. Future research should address these limitations through a more representative sampling strategy, longitudinal study design, and inclusion of other relevant variables.