职业健康管理中的受理者导向的职业资源配置文件:细分分析分析
Julian Friedrich1, Anne-Kristin Münch2, Ansgar Thiel1
1Faculty of Economics and Social Sciences, Institute of Sports Science, University of Tübingen, Tübingen, Germany.
Frontiers in psychology
|August 7, 2023
概括
这项研究根据工作场所的资源和需求将员工和雇主分为六个配置文件. 这种细分有助于定制健康促进和预防策略,以提高工作场所的幸福感.
科学领域:
- 职业健康心理学 职业健康心理学
- 工作场所健康促进 工作场所健康促进
- 组织行为 组织行为
背景情况:
- 有效的工作场所预防和健康促进需要了解员工和雇主的需求和资源.
- 基于职业资源的细分提供了一个有针对性的方法,以达到不同的员工和雇主群体.
- 识别不同的个人资料有助于制定面向受理者的干预措施.
研究的目的:
- 根据个人和组织职业资源对雇主和员工进行细分.
- 为了更深入地理解,使用工作需求来描述这些细分.
- 为中小企业提供量身定制的预防和健康促进战略提供信息.
主要方法:
- 评估个人资源 (职业健康素养,自我效能) 和组织资源 (工作决策度,参与工作健康).
- 包括职位需求,社会经济地位和档案描述的层次等级.
- 利用集群和个人资料分析,在德国中小企业的828名员工和雇主中确定了不同的职业资源个人资料.
主要成果:
- 一个六个配置文件的解决方案出现了,其中一个配置文件显示了高于平均水平的资源,另一个显示了低于平均水平的资源.
- 四个个人资料显示了对比的个人和组织资源,如高动机但低参与度.
- 在具有中等/高就业需求和低社会经济地位的个人中,低于平均水平的资源概况是常见的.
结论:
- 分成资源配置文件的细分支持组织识别预防和健康促进的需求.
- 了解工作需求和资源,可以开发优化,量身定制的干预措施.
- 基于资源配置文件的以受理者为导向的方法可以特别有利于具有低社会经济地位和高就业需求的员工.
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