In the increasingly commercialized healthcare environment in China, doctor-patient relationship (DPR) act as a job demand for doctors that is linked to various motivational outcomes. Drawing on the Job Demands-Resources (JD-R) model and the conservation of resources theory, we develop a preliminary conceptual model that links Leader Member Exchange (LMX) as a job resource, and DPR as a challenge job demand, to the levels of work engagement and turnover intentions of doctors working in this healthcare environment. Using two-wave data collected from 381 doctors in a public hospital, we found support for the hypothesized model. Results of a series of SEM analyses revealed that LMX was positively related to DPR and work engagement, while DPR partially mediates the path from LMX to work engagement. In addition, LMX is negatively related to turnover intentions through DPR and subsequently work engagement. Theoretically, this study contributes to the development of the JD-R model by investigating the concept of challenge job demand, and its role in the motivational process, with new evidence from healthcare occupations in China. Practically, this study contributes to the limited number of studies on managing the changing nature of the DPR in China, and in seeking potential solutions based on established organizational constructs.

We would like to thank all participants for voluntarily donating their time to our study when they were under quarantine, and the two anonymous reviewers for their valuable comments on the early draft of this paper. We also would like to thank our family members for their supports in a difficult time conducting the study under lockdown.

The effective functioning of health care organisations depends on the inter‐professional collaboration among healthcare professionals from diverse backgrounds, representing different work units, to provide quality services. This study aims to understand how group citizenship behaviour (GCB) that supports other work groups may moderate the relationship between doctor‐patient relationship (DPR), Work Engagement (WE) and Turnover Intention (TI). The data for this study were collected through two waves of questionnaire survey at a tertiary public hospital in China. The hypothesised model was tested by Hayes' PROCESS macro. There were significant differences of perceived GCB across different professional units with work units practicing a multidisciplinary working approach and working in the high‐stake working environment reported higher levels of GCB. The results show that WE mediates the relationships between DPR and TI and GCB accentuates the positive relationship between DPR and WE. Specifically, the path between DPR and WE was stronger for individuals with high perceived GCB than those with low perceived GCB. The study contributes to the development of Job Demands‐Resources model with integrating GCB into the model and enriching the challenge job demand conceptualisation by focussing on DPR in Chinese health care setting. In practice, the hospital administrators should encourage GCB to improve organizational effectiveness and doctors' attitudes.