Leibniz Research Centre for Working Environment and Human Factors, Technical University of Dortmund, Ardeystr. 67, D - 44139 Dortmund, Germany.
Int J Nurs Stud. 2010 Jul;47(7):855-63. doi: 10.1016/j.ijnurstu.2009.12.004. Epub 2010 Jan 4.
Formerly unconnected lines of research have shown that both the perceived incongruence between personal and organizational goals and meeting self-control demands at work exert adverse influences on indicators of job strain.
Going beyond this research and drawing on recently developed theoretical notions on self-control depleting a limited control resource, the present study examines - in addition to main effects - also interactive effects of both stressors on various indicators of strain that include not only self-report measures (dimensions of burnout, psychosomatic complaints) but also absence data (sum of days absent, absence frequency) as behavioural outcome.
A cross-sectional questionnaire survey was conducted in combination with absence data referring to a time period of 12 months after administration of the questionnaires.
A municipal organization for residential elderly care with six nursing homes located in a large German city.
Questionnaires were distributed to the whole nursing staff of which 242 staff members filled in the questionnaire and permitted collecting their absence data (67% participation rate).
In addition to descriptive statistics and bivariate correlations, hierarchical moderated regression analyses were performed.
Findings revealed significant main effects of both predictors on the criterion measures with signs corresponding to expectations. Over and above these main effects, the two-way interaction between goal incongruence and self-control demands added a significant amount of incremental variance to the prediction of exhaustion, depersonalization, psychosomatic complaints as well as the time lost index of absenteeism. In the measure of absence frequency, this interaction failed to reach significance. As hypothesized, the form of the interactions indicated that the adverse influences of self-control demands are strengthened with an increase in the perceived mismatch between personal and organizational goals.
Improving the fit between personal and organizational goals and strengthening the individual control resource could make health care workers less vulnerable against the depleting effects of meeting self-control demands at work.
以前相互独立的研究表明，个人目标与组织目标之间的感知不匹配以及工作中自我控制的需求都会对工作压力的指标产生不利影响。
本研究超越了这一研究，借鉴了最近关于自我控制消耗有限控制资源的理论概念，除了主要影响外，还考察了这两个压力源对各种压力指标的交互影响，这些指标不仅包括自我报告的测量（倦怠的维度，心身抱怨），还包括缺勤数据（缺勤天数总和，缺勤频率）作为行为结果。
在问卷调查中结合了缺勤数据，该调查是在问卷调查后 12 个月的时间段内进行的。
一家位于德国大城市的住宅老年人护理市政组织，设有六家疗养院。
向整个护理人员发放问卷，其中 242 名工作人员填写了问卷，并允许收集他们的缺勤数据（参与率为 67%）。
除了描述性统计和双变量相关分析外，还进行了分层调节回归分析。
研究结果显示，两个预测因素对标准测量都有显著的主效应，其符号与预期相符。除了这些主要影响外，目标不一致和自我控制需求之间的双向交互作用为疲惫、去人性化、心身抱怨以及缺勤时间指数的预测增加了显著的增量方差。在缺勤频率的测量中，这种相互作用没有达到显著性。正如假设的那样，相互作用的形式表明，随着个人目标与组织目标之间的不匹配程度的增加，自我控制需求的不利影响会增强。
改善个人和组织目标之间的契合度并增强个体的控制资源可以使医疗保健工作者在工作中自我控制需求的消耗影响下不易受到影响。
