伦理气候与倦怠之间的关系:通过工作自主性的新方法
Carlos Santiago-Torner1, Mònica González-Carrasco2, Rafael Miranda-Ayala2
1Department of Economics and Business, Faculty of Business and Communication Studies, University of Vic-Central University of Catalonia, 08500 Vic, Spain.
Behavioral sciences (Basel, Switzerland)
|February 26, 2025
概括
伦理气候和工作自主性可以增加员工的倦怠. 然而,高的工作自主性可以缓冲这种影响,通过帮助员工平衡需求和幸福感来防止倦怠.
科学领域:
- 组织心理学 组织心理学
- 职业健康 职业健康 职业健康
- 商业道德 商业道德
背景情况:
- 疲劳严重影响组织绩效,但其与道德气候和工作自主性的关系尚不清楚.
- 现有的研究提供了相互矛盾的观点,关于工作自主性是否作为减少压力的资源或增加需求.
- 工作自主性在伦理气候与倦怠关系中的调节作用需要进一步研究.
研究的目的:
- 研究基于原则和规范的道德气候与员工倦怠之间的关系.
- 检查工作自主权对道德气候 - 倦怠协会的温和效应.
- 了解工作自主性如何影响道德原则对倦怠的影响.
主要方法:
- 使用了多变量调节分析.
- 该研究包括来自哥伦比亚电力部门的448名员工的样本.
- 分析了数据,以评估道德气候,工作自主性和倦怠维度之间的相互作用.
主要成果:
- 原则的道德气候和工作自主性都与倦怠 (情绪疲劳,非个性化) 有积极的关联.
- 观察到一个显著的缓和效应:高的工作自主性将道德原则气候和倦怠之间的积极关系转变为负面关系.
- 具有高工作自主性和要求规则的环境的员工表现出了组织标准和个人道德之间的平衡,缓解了倦怠.
结论:
- 伦理原则的气候可以对员工的倦怠产生双重影响,无论是积极的还是消极的,取决于工作自主性的程度.
- 高度的工作自主性使员工能够管理道德气候的心理要求,保护他们的情感福祉.
- 调查结果表明,组织可以采取新的策略来预防心理社会职业风险,如倦怠,并在类似的文化背景下提供信息干预.
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