突然转向在家工作的幸福感和授权感

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED
Duncan J.R. Jackson , Amanda Jones , George Michaelides , Chris Dewberry
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引用次数: 0

摘要

在有关员工幸福感的前因和中介因素的文献中,很少或根本没有提到幸福感形成的社会和环境背景的突然变化。环境影响很少像 COVID-19 大流行病那样具有如此大的冲击力和突发性。为了继续在封锁限制范围内运作,许多组织,除了那些无法或不愿意启动此类变革的组织之外,都突然采用了在家工作(WFH)或混合工作模式。这些情况提出了新的问题,即影响员工幸福感的、意料之外的环境因素对员工幸福感结果的影响。为了在向全职家庭办公转变的背景下解决这些问题,我们测试了一个根据事件系统理论(EST)和工作心理学理论(PWT)改编的模型。我们的理论调整的核心是基于授权原则对 PWT "体面工作 "认知的独特视角。在对封锁期间的 337 名员工进行的研究中,我们运用贝叶斯多层次模型,调查了封锁期间的看法与当前封锁前的看法之间的对比。结果表明,向全职家庭的转变与员工的相对幸福感、工作满意度和组织承诺呈负相关。授权对所有幸福感结果都有明显的中介作用。组织支持、神经质和家庭准备直接与授权相关,并通过授权间接与幸福感结果相关。我们讨论了环境的突然变化如何与我们的模型中观察到的关系相互作用,以及我们的研究结果如何在全职家庭的新世界中促进了对EST和PWT的环境响应式调整。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Well-being and empowerment perceptions in a sudden shift to working from home

In the literature on the antecedents and mediators of employee well-being, there is little or no acknowledgement of sudden changes in the social and environmental context in which perceptions of well-being are formed. Contextual influences are rarely so impactful and unexpected as those associated with the COVID-19 pandemic. To continue operating within lockdown restrictions, many organizations, apart from those unable or unwilling to initiate such changes, abruptly adopted a work from home (WFH) or hybrid working pattern. These circumstances raise novel questions about the influence of impactful, unanticipated contextual factors on employee well-being outcomes. To address these questions in the context of a shift to WFH, we tested a model adapted from aspects of Event Systems Theory (EST) and the Psychology of Working Theory (PWT). Central to our theoretical adaptation was a unique perspective on PWT “decent work” perceptions based on principles of empowerment. In a study of 337 employees during the lockdown period, we applied a Bayesian multilevel model to investigate the contrast between in-lockdown perceptions relative to current pre-lockdown perceptions. Results suggested the contextual shift to WFH related negatively to relative perceptions of well-being, job satisfaction, and organizational commitment. Empowerment significantly mediated all well-being outcomes. Organizational support, neuroticism, and home readiness related directly to empowerment and indirectly to well-being outcomes via empowerment. We discuss how sudden contextual changes interacted with relationships observed in our model, and how our findings progress a context-responsive adaptation of EST and PWT in the new world of WFH.

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来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
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