Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries
Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries
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DOI：
10.3390/ijerph16244951
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发表时间：
2019-12-02
影响因子：
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通讯作者：
Schaufeli, Wilmar B.
中科院分区：
文献类型：
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作者：
Hakanen, Jari J.;Ropponen, Annina;Schaufeli, Wilmar B.
本研究的目的是调查三种不同就业群体（永久员工、临时员工和临时代理员工）中四种工作要求和五种工作资源对员工活力（即工作投入度和疲惫度）的相对重要性。我们采用了 2015 年第六次欧洲工作条件调查 (EWCS) 收集的数据，该调查涉及来自 30 个欧洲国家的 28,042 名员工。我们使用线性回归分析和优势分析（DA）。结果显示，工作投入度和疲劳程度的平均差异较小，临时代理工人的工作不安全感最高，工作控制力最低。各组的工作资源和工作要求以及工作投入和疲惫之间的关联没有显着差异。 DA 显示，在所有三个就业组中，工作反馈对工作投入度和工作量疲劳的贡献最大。此外，在临时代理工人中，主管的支持对工作投入和工作控制（负向）的贡献比其他群体更大。这项研究表明，无论合同如何，工作活力的关键决定因素可能是相似的，并且为了拥有可持续表现的重要员工，组织应重点关注实现工作反馈并防止所有就业群体的高工作量。
The aim of this study was to investigate the relative importance of four job demands and five job resources for employee vitality, i.e., work engagement and exhaustion, in three different employment groups: permanent, temporary and temporary agency workers. We employed data from the sixth European Working Conditions Survey (EWCS) collected in 2015 comprising 28,042 employees from 30 European countries. We used linear regression analyses and dominance analysis (DA). The results showed minor mean differences in work engagement and exhaustion and that temporary agency workers had the highest job insecurity and lowest job control. The associations between job resources and job demands, and work engagement and exhaustion of the groups, did not differ considerably. DA showed that in all three employment groups, job feedback made the strongest contribution to work engagement and workload to exhaustion. In addition, among the temporary agency workers, supervisor support contributed to work engagement and job control (negatively) to exhaustion more than in the other groups. This study suggests that the key determinants of vitality at work may be similar, regardless of contract, and that to have sustainably performing vital workers, organizations should focus on enabling job feedback and preventing high workload in all employment groups.