The importance of relational work design characteristics: A person-centred approach

被引：5

作者：

Knight, Caroline ^{[1
]}

Parker, Sharon ^{[1
]}

McLarnon, Matthew J. W. ^{[2
]}

Wenzel, Ramon ^{[3
]}

机构：

[1] Curtin Univ, Ctr Transformat Work Design, Future Work Inst, GPO Box U1987, Perth, WA 6845, Australia

[2] Mt Royal Univ, Bissett Sch Business, Dept Gen Management & Human Resources, Calgary, AB, Canada

[3] Curtin Univ, Fac Business & Law, Sch Management, Perth, WA, Australia

来源：

AUSTRALIAN JOURNAL OF MANAGEMENT | 2022年 / 47卷 / 04期

基金：

澳大利亚研究理事会;

关键词：

Job demands-control-support model; latent profile analysis; person-centred approach; prosocial characteristics; relational characteristics; work characteristics; work design; JOB DEMANDS; INTRINSIC MOTIVATION; COMMITMENT; ENGAGEMENT; RESOURCES; MODEL; QUESTIONNAIRE; PERFORMANCE; VALIDATION; BURNOUT;

D O I：

10.1177/03128962211073021

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Adopting a person-centred approach, we integrate the job demands-control-support model with relational work design theory to investigate employee work design profiles involving autonomy, workload, social support and prosocial characteristics (representing the combined influence of task significance and beneficiary contact). For a sample of Australian not-for-profit employees (N = 2421), we identified four work design profiles: 'active connected', 'passive disconnected', 'high strain disconnected' and 'controlled disconnected'. The most favourable profile, active connected, demonstrated the highest vigour and social worth, and was predicted by people being in higher managerial positions and having permanent employment contracts. The high strain disconnected and controlled disconnected profiles were associated with greater psychological exhaustion. Longer working hours predicted membership of the high strain disconnected profile. JEL Classification: L31, L30, L20, L29

引用

页码：705 / 728

页数：24

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