Väänänen A, Pahkin K, Huuhtanen P, Kivimäki M, Vahtera J, Theorell T, Kalimo R
Finnish Institute of Occupational Health, Department of Psychology, Topeliuksenkatu 41 a A, FI-00250 Helsinki, Finland.
J Epidemiol Community Health. 2005 Oct;59(10):858-63. doi: 10.1136/jech.2004.030106.
Many psychosocial models of wellbeing at work emphasise the role of intrinsic motivational factors such as job autonomy, job complexity, and innovativeness. However, little is known about whether the employees of multinational enterprises differ from country to country with regard to intrinsic motivational factors, and whether these factors are associated with wellbeing similarly in the different countries. The purpose of this study was to examine the level of intrinsic motivational factors and their impact on functional incapacity in different countries in a multinational corporation.
In 2000, data were collected from a globally operating corporation with a questionnaire survey. The participants were 13 795 employees (response rate 59%; 56% under age 45; 80% men; 61% blue collar employees), who worked in similar industrial occupations in five countries (Canada, China, Finland, France, and Sweden).
The Chinese employees reported higher autonomy and lower complexity at work than the employees from the other countries. After adjustment for age, sex, socioeconomic status, and physical work environment, job autonomy, and job complexity at work were associated with functional incapacity in most countries, whereas in China the impact was significantly stronger. In Finland and in China employees with low innovativeness at work were more prone to functional incapacity than corresponding employees in other countries.
The level of intrinsic motivational factors varied between the Chinese employees and those in other countries. In line with theoretical notions, the relation between intrinsic motivational factors of work and functional incapacity followed a similar pattern in the different countries. However, these country specific results show that a culture specific approach to employee wellbeing should also be applied.
许多工作幸福感的社会心理模型强调内在激励因素的作用，如工作自主性、工作复杂性和创新性。然而，对于跨国企业员工在内在激励因素方面是否因国家而异，以及这些因素在不同国家与幸福感的关联是否相似，我们知之甚少。本研究的目的是考察一家跨国公司中不同国家员工的内在激励因素水平及其对功能障碍的影响。
2000年，通过问卷调查从一家全球运营的公司收集数据。参与者为13795名员工（回复率59%；45岁以下占56%；男性占80%；蓝领员工占61%），他们在五个国家（加拿大、中国、芬兰、法国和瑞典）从事相似的工业职业。
中国员工报告的工作自主性高于其他国家的员工，工作复杂性低于其他国家的员工。在对年龄、性别、社会经济地位和体力工作环境进行调整后，工作自主性和工作复杂性在大多数国家与功能障碍相关，而在中国这种影响显著更强。在芬兰和中国，工作创新性低的员工比其他国家相应员工更容易出现功能障碍。
中国员工与其他国家员工的内在激励因素水平存在差异。与理论概念一致，工作的内在激励因素与功能障碍之间的关系在不同国家呈现出相似的模式。然而，这些特定国家的结果表明，还应采用针对特定文化的员工幸福感方法。
