<br>慢性病员工的工作能力、倦怠抱怨和工作投入：工作资源作为干预目标？,Frontiers In Psychology

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慢性病员工的工作能力、倦怠抱怨和工作投入：工作资源作为干预目标？
Frontiers In Psychology ( IF 2.6 ) Pub Date : 2020-08-06 , DOI: 10.3389/fpsyg.2020.01805
Ingrid G Boelhouwer ₁ , Willemijn Vermeer ₁ , Tinka van Vuuren _{2,

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目的本研究的目的是调查患有慢性病的员工的职业幸福感，以及四种工作资源的缓冲作用，为提高职业幸福感提供可能的目标。方法这项横断面研究（N = 1951）是在荷兰教育和（半）政府组织的雇员中进行的。调查的维度包括慢性疾病（即身体、精神或身体和精神两者）、职业幸福感（即工作能力、倦怠抱怨和工作投入）和工作资源（即自主性、社会支持）同事的支持、支持性的领导风格以及开放和沟通的文化）。首先，分析慢性病是否与职业幸福感相关。其次，分析了四种工作资源是否都能预测更好的职业福祉。第三，研究了慢性病群体和每种工作资源之间对职业幸福感的可能调节作用。使用回归分析，控制年龄。结果每个慢性病组都与较低的工作能力相关。然而，只有患有精神慢性疾病的群体以及同时患有身体和精神慢性疾病的群体才预测到更高的倦怠抱怨和更低的工作投入度。此外，所有四种工作资源都预示着较低的倦怠投诉和较高的工作投入度，而较高的工作能力只能通过自主性和支持性领导风格来预测。观察到一些调节效应。自主性缓冲了有精神状况（有或没有身体状况）的慢性病组与工作能力之间的负相关关系，以及有身心慢性病组与倦怠抱怨之间的正相关关系。此外，与没有慢性疾病的员工相比，支持性领导风格对患有精神慢性疾病（无论有或没有身体慢性疾病）的员工的职业福祉的益处较小。同事的社会支持以及开放和沟通的组织文化没有表现出缓冲作用。结论自主权为加强患有慢性精神疾病的员工的职业福祉提供了机会。支持性领导风格需要更多的调查来阐明为什么这种工作资源对患有精神慢性疾病的员工不如对没有慢性疾病的员工有利。

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Work Ability, Burnout Complaints, and Work Engagement Among Employees With Chronic Diseases: Job Resources as Targets for Intervention?

PURPOSE The aim of this study was to investigate the occupational well-being among employees with chronic diseases, and the buffering effect of four job resources, possibly offering targets to enhance occupational well-being. METHOD This cross-sectional study (N = 1951) was carried out among employees in educational and (semi-)governmental organizations in the Netherlands. The dimensions of the survey were chronic diseases (i.e., physical, mental, or both physical and mental), occupational well-being (i.e., work ability, burnout complaints, and work engagement), and job resources (i.e., autonomy, social support by colleagues, supportive leadership style, and open and communicative culture). First, it was analyzed if chronic diseases were associated with occupational well-being. Second, it was analyzed if each of the four job resources would predict better occupational well-being. Third, possible moderation effects between the chronic disease groups and each job resource on occupational well-being were examined. Regression analyses were used, controlling for age. RESULTS Each chronic disease group was associated with a lower work ability. However, higher burnout complaints and a lower work engagement were only predicted by the group with mental chronic diseases and by the group with both physical and mental chronic disease(s). Furthermore, all four job resources predicted lower burnout complaints and higher work engagement, while higher work ability was only predicted by autonomy and a supportive leadership style. Some moderation effects were observed. Autonomy buffered the negative relationship between the chronic disease groups with mental conditions (with or without physical conditions) and work ability, and the positive relationship between the group with both physical and mental chronic disease(s) and burnout complaints. Furthermore, a supportive leadership style is of less benefit for occupational well-being among the employees with mental chronic diseases (with or without physical chronic diseases) compared to the group employees without chronic diseases. No buffering was demonstrated for social support of colleagues and an open and communicative organizational culture. CONCLUSION Autonomy offers opportunities to reinforce occupational well-being among employees with mental chronic diseases. A supportive leadership style needs more investigation to clarify why this job resource is less beneficial for employees with mental chronic diseases than for the employees without chronic diseases.

更新日期：2020-08-06

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