Beyond the Demand-Control Model Thriving on High Job Demands and Resources
Beyond the Demand-Control Model Thriving on High Job Demands and Resources
复制标题
DOI：
10.1027/1866-5888/a000006
复制
发表时间：
2010-01-01
影响因子：
1.6
通讯作者：
Xanthopoulou, Despoina
中科院分区：
文献类型：
--
作者：
Bakker, Arnold B.;van Veldhoven, Marc;Xanthopoulou, Despoina
本研究以148个组织的12359名员工为研究对象，检验了工作需求-资源（JD-R）模型的互动假设。因此，当工作要求和工作资源都很高时，员工会支持最积极的工作态度（任务享受和组织承诺）。调节结构方程模型分析的结果有力地支持了这一假设：16种交互作用中有15种对任务享受具有显著性，16种交互作用中有13种对组织承诺具有显著性。工作资源（技能利用、学习机会、自主性、同事支持、领导支持、绩效反馈、决策参与和职业机会）预测任务享受和组织承诺，特别是在高工作要求（工作量和情感要求）条件下。这些发现明显扩展了需求-控制模型，并支持JD-R模型。此外，研究结果说明了管理者可以做些什么来确保员工的幸福。
This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were significant for task enjoyment and 13 of the 16 interactions were significant for organizational commitment. Job resources (skill utilization, learning opportunities, autonomy, colleague support, leader support, performance feedback, participation in decision making, and career opportunities) predicted task enjoyment and organizational commitment particularly under conditions of high job demands (workload and emotional demands). These findings clearly expand the Demand-Control model and support the JD-R model. Moreover, the results illustrate what managers can do to secure employee well-being.