Motivation, overcommitment and psychological health at work: a path analytic approach
Akizumi Tsutsumi1, Makiko Nagami, Kanehisa Morimoto
1Occupational Health Training Center, University of Occupational and Environmental Health, Yahatanishi-ku, Kitakyushu 807-8555, Japan.
Journal of UOEH
|September 12, 2008
Summary
Overcommitment and motivation are linked in employees, but have different health impacts. Addressing overcommitment and boosting motivation can improve employee mental health.
Area of Science:
- Occupational Health Psychology
- Workplace Mental Health
- Stress and Coping Models
Background:
- Overcommitment, a key coping pattern in the Effort-Reward Imbalance model, signifies excessive work dedication.
- Employee motivation is crucial for productivity and mental well-being.
- Distinguishing overcommitment from high motivation is essential for targeted interventions.
Purpose of the Study:
- To investigate the relationship between overcommitment and motivation in working life.
- To examine the differential health consequences of overcommitment and motivation.
- To provide evidence for distinct intervention strategies for overcommitment and motivation.
Main Methods:
- A study involving 556 employees.
- Utilized a questionnaire assessing overcommitment, motivation, and general health (28-item General Health Questionnaire).
- Employed path analysis to examine relationships between variables.
Main Results:
- A positive correlation was found between overcommitment and motivation.
- Overcommitment and motivation exhibited distinct effects on employee mental health.
- The study identified differing health consequences associated with each construct.
Conclusions:
- Overcommitment and high motivation at work are distinct concepts.
- Modifying overcommitment coping patterns and enhancing motivation can independently improve employee mental health.
- Interventions should differentiate between managing overcommitment and fostering motivation for optimal mental health outcomes.
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