Can the job demand-control-(support) model predict disability support worker burnout and work engagement?

被引：37
作者：
Vassos, Maria [1 ,4 ,5 ]
Nankervis, Karen [1 ]
Skerry, Trevor [2 ,6 ,7 ]
Lante, Kerrie [3 ,8 ,9 ]
机构：
[1] Univ Queensland, Ctr Excellence Behav Support, Brisbane, Qld, Australia
[2] RMIT Univ, Sch Hlth Sci, Bundoora, Vic, Australia
[3] Univ Sydney, Fac Hlth Sci, Lidcombe, Australia
[4] Endeavour Fdn, Brisbane, Qld, Australia
[5] Univ Queensland, Brisbane, Qld, Australia
[6] Skills Training Australia, Melbourne, Vic, Australia
[7] RMIT Univ, Melbourne, Vic, Australia
[8] Flinders Univ S Australia, Adelaide, SA, Australia
[9] Univ Sydney, Sydney, NSW, Australia
来源：
JOURNAL OF INTELLECTUAL & DEVELOPMENTAL DISABILITY | 2019年 / 44卷 / 02期
关键词：
disability support workers; job demand-control-support model; intellectual disability; job burnout; work engagement; DIRECT-CARE WORKERS; STAFF WORKING; INTELLECTUAL DISABILITIES; CARDIOVASCULAR-DISEASE; CHALLENGING BEHAVIOR; LEARNING-DISABILITY; SOCIAL SUPPORT; RANDOM SAMPLE; STRESS; PEOPLE;
D O I：
10.3109/13668250.2017.1310818
中图分类号：
G76 [特殊教育];
学科分类号：
040109 ;
摘要：
Background Research shows that up to 43% of disability support workers (DSWs) report poor psychosocial work outcomes (e.g., stress, job burnout, low job satisfaction). This study examined whether the job demand-control-(support) model offers a valid explanation of DSW burnout and work engagement. Method 325 DSWs completed online measures of burnout, work engagement, workload, job control, and supervisor or colleague support. Results Significant three-way interactions between workload, control and colleague support were found for emotional exhaustion and personal accomplishment (burnout), and vigour (work engagement). High workload, low job control and low colleague support was related to higher burnout and lower work engagement, and high colleague support or job control reduced the impact of workload on these outcomes. Conclusions Given the promising findings in relation to the job demand-control-(support) model, organisations looking to enhance DSW wellbeing in the workplace should address issues around job control, workload and support in combination as opposed to separately.
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页码：139 / 149
页数：11
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