Managing Employee Creativity and Health in Nursing Homes: The Moderating Role of Matching Job Resources and Matching Occupational Rewards
Managing Employee Creativity and Health in Nursing Homes: The Moderating Role of Matching Job Resources and Matching Occupational Rewards
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DOI：
10.1037/a0038149
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发表时间：
2014-11-01
影响因子：
4
通讯作者：
Dollard, Maureen
中科院分区：
文献类型：
--
作者：
de Jonge, Jan;Gevers, Josette;Dollard, Maureen
养老院的医护人员在工作中面临着越来越高的工作要求，这可能会对他们的健康和工作动力产生不利影响。需求诱导压力补偿(DISC)模型为研究匹配工作资源和匹配职业报酬如何缓冲高工作需求的不利影响提供了一个理论框架。本研究的目的是检验工作资源匹配和职业报酬匹配在相应的工作需求与员工创造力和不良健康(即情绪衰竭和身体健康抱怨)之间的调节作用。荷兰一家养老院的184名医护人员进行了一项横断面调查研究。层次回归分析表明，认知工作资源匹配和认知职业报酬匹配对认知工作需求与员工创造力之间的关系存在三向交互作用。总体而言，研究结果显示，工作资源的调节作用大于职业报酬。根据圆盘理论，建议雇主为卫生保健工作者提供与相关工作需求类型相匹配的工作资源，条件是匹配职业报酬。
Health care staff in nursing homes are facing increasingly high job demands at work, which can have a detrimental impact on their health and work motivation. The Demand-Induced Strain Compensation (DISC) Model offers a theoretical framework to study how matching job resources and matching occupational rewards can buffer the adverse effects of high job demands. The aim of this study is to test the moderating role of matching job resources and matching occupational rewards in the relation between corresponding job demands and employee creativity and adverse health (i.e., emotional exhaustion and physical health complaints). A cross-sectional survey study was conducted among 184 health care workers from a nursing home in The Netherlands. Hierarchical regression analyses showed the proposed 3-way interaction effects of matching cognitive job resources and matching cognitive occupational rewards on the relation between cognitive job demands and employee creativity. In general, findings showed more moderating effects of job resources than of occupational rewards. In line with DISC theory, it is recommended that employers provide health care workers with those job resources that match the type of job demands concerned, conditioned by matching occupational rewards.