Humphrey Stephen E, Nahrgang Jennifer D, Morgeson Frederick P
Department of Management, Florida State University, Tallahassee 32306-1110, USA.
J Appl Psychol. 2007 Sep;92(5):1332-56. doi: 10.1037/0021-9010.92.5.1332.
The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in subjective performance, 2% in turnover perceptions, 34% in job satisfaction, 24% in organizational commitment, and 26% in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9% of the variance in subjective performance, 24% in turnover intentions, 17% in job satisfaction, 40% in organizational commitment, and 18% in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4% in job satisfaction and 16% in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice.
作者通过整合动机、社会和工作情境特征，提出并进行了元分析检验假设，以检验和扩展工作设计理论。对259项研究和219625名参与者的总结结果表明，14种工作特征平均解释了所考察的19种员工态度和行为中43%的方差。例如，动机特征解释了主观绩效中方差的25%、离职认知中方差的2%、工作满意度中方差的34%、组织承诺中方差的24%以及角色认知结果中方差的26%。除动机特征外，社会特征解释了主观绩效中方差的9%、离职意图中方差的24%、工作满意度中方差的17%、组织承诺中方差的40%以及角色认知结果中方差的18%的增量方差。最后，除动机和社会特征外，工作情境特征解释了工作满意度中方差的4%和压力中方差的16%的增量方差。本研究结果为工作设计理论与实践的持续发展提供了诸多机会。
