The COVID-19 pandemic has dramatically impacted the relational nature of work, particularly for frontline workers who provide their labor in person. However, little is known about how relational job characteristics during the pandemic may affect workers or how frontline and nonfrontline workers may respond differently. We integrate theory on relational job architecture with the job demands-resources model to understand the effects of contact and impact during the pandemic. We propose contact as a job demand that increases strain outcomes among frontline workers and impact as a job resource that increases motivational outcomes among all workers. In addition, we propose perceived safety climate as a critical resource for mitigating the negative effects of contact among frontline workers and amplifying the positive effects of impact among all workers. We test hypotheses among 452 full-time workers (209 frontline, 243 nonfrontline) using a two-wave survey design. We find no support for the idea that contact operates as a job demand among frontline workers. In contrast, among nonfrontline workers, contact was associated with higher levels of burnout at lower levels of job impact and perceived safety climate. Impact and perceived safety climate acted as important resources among all workers, predicting both motivational and strain outcomes 4 months later. In addition, the positive effects of impact on prosocial motivation were amplified at higher levels of perceived safety climate among all workers. Our results suggest that impactful work, when conducted in a safe climate, is a key resource for enhancing prosocial motivation during crisis situations. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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对前线的接触和影响：关系工作架构和感知安全氛围对 COVID-19 期间压力和动机结果的影响。


COVID-19 大流行极大地影响了工作的关系性质，特别是对于亲自提供劳动力的一线工人而言。然而，人们对大流行期间的相关工作特征如何影响工人以及一线和非一线工人的反应如何不同知之甚少。我们将关系工作架构理论与工作需求资源模型相结合，以了解大流行期间接触和影响的影响。我们建议将接触作为一种工作需求，增加一线工人的压力结果，并将影响作为一种工作资源，增加所有工人的积极性。此外，我们建议将感知安全氛围作为减轻一线工人之间接触的负面影响并放大所有工人之间接触的积极影响的关键资源。我们采用两波调查设计对 452 名全职员工（209 名一线员工，243 名非一线员工）进行假设检验。我们没有发现任何证据支持一线员工将接触作为工作需求的观点。相比之下，在非一线员工中，接触与工作影响和安全氛围较低水平下的较高程度的倦怠有关。影响和感知的安全氛围是所有员工的重要资源，可以预测 4 个月后的激励和压力结果。此外，所有工人的安全氛围感知水平越高，对亲社会动机的积极影响就会被放大。我们的研究结果表明，在安全的环境下进行有影响力的工作是在危机情况下增强亲社会动机的关键资源。 （PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。