当工作控制反时:对工作控制对福利和绩效的影响的自我控制视角
Sascha Abdel Hadi1, Jan A Häusser1, Stacey L Parker2
1Department of Psychology, Justus-Liebig-University.
Journal of experimental psychology. Applied
|May 19, 2025
概括
高度的工作控制可以损害低自我控制的员工的福祉和表现. 这是因为工作控制的增加增加了自我控制的要求,特别是影响那些自制能力较低的人.
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
背景情况:
- 职位控制通常被视为促进福祉和绩效的资源.
- 新兴研究表明,在某些条件下,工作控制可能会产生不利影响.
研究的目的:
- 从自我控制的角度研究工作控制的潜在负面影响.
- 通过增加自我控制要求,检查高职位控制是否会对幸福感和绩效产生负面影响.
- 测试特征自我控制在工作控制-结果关系中的调节作用.
主要方法:
- 工作场所模拟与实验操作的工作控制 (高与低).
- 测量主观幸福感 (焦虑,疲劳) 和心率变化 (HRV).
- 对任务执行和特征自我控制水平的客观评估.
主要成果:
- 对于具有低特征自我控制的人来说,通过增加自我控制需求,高职位控制对主观福祉产生了负面影响.
- 工作控制没有显著影响心率变化.
- 发现了直接的适度效应:低特征自我控制的个体在高职位控制下表现更差.
结论:
- 高度的工作控制可能会对低特征自我控制的员工的福祉有害.
- 自制要求调解了工作控制对幸福感的负面影响.
- 职位控制和特征自我控制相互作用,影响表现,低特征自我控制的人遭受高职位控制.
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