太多可能是一件坏事:挑战和障碍之间的区别是工作需求
Hyunsu Kim1, Kanghyun Shin1, Jaesang Hwang1
1Department of psychology, Ajou University, 206, Worldcup-ro, Youngtong-gu, Suwon-si, Gyeonggi-do 16499 South Korea.
Current psychology (New Brunswick, N.J.)
|June 26, 2023
概括
具有挑战性的工作需求会对工作参与产生积极影响,直到某个点,之后它们就会变得有害. 增加压力的思维方式可以减轻对员工参与度的挑战性和阻碍性工作需求的负面影响.
科学领域:
- 组织心理学 组织心理学
- 职业健康心理学 职业健康心理学
- 人力资源管理 人力资源管理
背景情况:
- 现有的关于挑战性工作需求和员工参与度的研究产生了不一致的结果,可能是由于需求水平和调节变量的变化.
- 耶克斯-多德森定律和资源保护理论为理解工作需求和员工成果之间的复杂相互作用提供了理论框架.
研究的目的:
- 调查挑战性需求和工作参与之间的非线性关系.
- 检查障碍要求和工作参与度之间的线性关系.
- 评估压力思维对这些需求参与关系的缓解效应.
主要方法:
- 对3914名参与者进行了一项定量调查.
- 使用统计分析来测试假设关系,包括适度效应.
主要成果:
- 障碍要求与工作参与有负面的线性关系.
- 具有挑战性的需求显示了与工作参与度的反向-U关系,显示积极影响到最佳水平,随后下降.
- 增加压力的思维方式显著减轻了影响,削弱了对参与的挑战和障碍要求的负面影响.
结论:
- 该研究证实了挑战性需求对工作参与度的非线性影响和障碍需求对工作参与度的线性影响.
- 增强压力的思维方式作为一个关键的缓冲器,在苛刻的工作条件下提高员工参与度.
- 调查结果提供了理论见解和实际建议,用于管理工作需求和促进员工参与.
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