COVID-19期间有和没有精神健康问题的员工工作制定的长期发展:工作资源的作用

IF 3.5 2区 管理学 Q1 MANAGEMENT
Anja I. Lehmann, Philipp Kerksieck, Georg F. Bauer
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引用次数: 0

摘要

本研究的目的是调查在COVID-19大流行期间,有和没有心理健康问题(MHI)的员工在工作制定方面的长期发展。此外,本研究旨在探讨工作资源在这些变化中的作用。我们分析了瑞士、德国和奥地利员工在2019年(作为大流行前基线)至2022年期间的六波纵向面板数据。分层线性模型显示了工作制作的变化差异:在COVID-19大流行期间,与没有MHI的员工相比,拥有MHI的员工在工作制作方面的下降幅度更高。在调查具体的制造维度时,我们发现只有在为结构资源而制造时才存在群体差异,而在为社会资源而制造时则没有。此外,工作资源缓冲了MHI员工工作制作的减少。特别是,社会支持缓冲了社会资源制造的减少,角色清晰度缓冲了结构资源制造的减少。这些结果表明,在危机时期,加强工作资源可以帮助MHI员工保持他们的工作制造行为。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Long-term development in job crafting in employees with and without mental health issues during COVID-19: The role of job resources

The aim of this study was to investigate long-term development in job crafting during the COVID-19 pandemic among employees with and without mental health issues (MHI). Furthermore, this study aimed to explore the role of job resources regarding these changes. We have analysed longitudinal panel data of six waves between 2019 (applied as pre-pandemic baseline) and 2022 from employees in Switzerland, Germany and Austria. Hierarchical linear modelling showed change differences in job crafting: employees with MHI experienced a higher decrease in job crafting during the COVID-19 pandemic compared with employees without MHI. When investigating the specific crafting dimensions, we found that there was a group difference only for crafting for structural resources, but not for crafting for social resources. Moreover, job resources buffered the decrease in job crafting among employees with MHI. Particularly, social support buffered the decrease in crafting for social resources and role clarity buffered the decrease in crafting for structural resources. These results suggest that in times of crisis, strengthening job resources can help employees with MHI maintain their job crafting behaviour.

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来源期刊
CiteScore
8.90
自引率
4.80%
发文量
38
期刊介绍: The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.
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