Response Behavior in Work Stress Surveys: A Qualitative Study on Motivational and Cognitive Processes in Self- and Other-Reports
Response Behavior in Work Stress Surveys: A Qualitative Study on Motivational and Cognitive Processes in Self- and Other-Reports
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工作压力调查中的反应行为：自我报告和其他报告中动机和认知过程的定性研究
DOI：
10.1080/1359432x.2020.1812580
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发表时间：
2020
影响因子：
4.3
通讯作者：
König
中科院分区：
文献类型：
--
作者：
Greulich;Kleinmann;König
工作压力源对员工的健康和表现有重大影响。虽然组织经常要求员工填写有关压力源和资源的工作压力调查，但关于调查回应的文献只提供了关于如何制定工作压力调查的有限建议。此外，自我报告、主管报告和同事报告仅显示低收敛性。为了加深我们对个人应对工作压力调查时的动机和认知过程的理解，我们使用了定性的、有根据的理论方法。我们在员工回答代表性问题后对他们进行了采访，询问他们的想法、动机过程、可能影响他们回答的潜在因素，以及他们在回答时考虑的背景。由于组织通常也对其他工作压力报告感兴趣，我们也采访了主管和同事。在31次采访后，我们达到了理论饱和。一个多阶段编码过程与三个评价者导致新的理论发现关于动机过程，比较，并在自我和他人报告之间的差异。例如，员工有时会因为担心后果而故意歪曲答案。此外，员工、主管和同事经历不同的比较过程。本研究的结果表明，更具体和上下文丰富的项目措辞可能会导致更可靠和可比较的工作压力源和资源的评估。
Work stressors have major consequences for employees’ health and performance. Although organizations often ask employees to fill out work stress surveys regarding stressors and resources, the literature on survey responding offers only limited advice on how to formulate work stress surveys. Furthermore, self-, supervisor-, and co-worker-reports show only low convergence. To deepen our understanding of motivational and cognitive processes when individuals respond to work stress surveys, we used a qualitative, grounded theory approach. We interviewed employees after they responded to representative items, asking them about their thoughts, motivational processes, potential factors that might have biased their responses, and the contexts they considered when responding. Since organizations are often also interested in other-reports of stress at work, we also interviewed supervisors and co-workers. We reached theoretical saturation after 31 interviews. A multi-stage coding-process with three raters resulted in new theoretical findings regarding motivational processes, comparisons, and differences between self- and other-reports. For example, employees sometimes deliberately distort answers for fear of consequences. Furthermore, employees, supervisors, and co-workers undergo different comparison processes. The findings of this study suggest that more specific and context-rich wording of items may lead to a more reliable and comparable assessment of stressors and resources at work.
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影响因子：
9.9
作者：
Mark J. Schmit;A. Ryan;Sandra L. Stierwalt;A. B. Powell
通讯作者：
Mark J. Schmit;A. Ryan;Sandra L. Stierwalt;A. B. Powell
个体差异、工作压力与健康
DOI：
--
发表时间：
2009
期刊：
影响因子：
--
作者：
N. Semmer;Laurenz L. Meier
通讯作者：
Laurenz L. Meier
“共享工作压力”：评估工作压力测量有效性的新方法
DOI：
10.1111/j.2044-8325.1996.tb00616.x
发表时间：
1996
影响因子：
6.2
作者：
N. Semmer;D. Zapf;S. Greif
通讯作者：
S. Greif
影响因子：
5.4
作者：
S. Taylor;M. Lobel
通讯作者：
S. Taylor;M. Lobel
影响因子：
4.3
作者：
Holtrop, Djurre;Born, Marise Ph;de Vries, Reinout E.
通讯作者：
de Vries, Reinout E.