Lavoie-Tremblay Melanie, Bonin Jean-Pierre, Lesage Alain D, Bonneville-Roussy Arielle, Lavigne Geneviève L, Laroche Dominique
School of Nursing, McGill University, Quebec, Canada.
Health Care Manag (Frederick). 2010 Oct-Dec;29(4):293-304. doi: 10.1097/HCM.0b013e3181fa022e.
The aim of this study was to investigate the relationships between 4 dimensions of the psychosocial work environment (psychological demands, decision latitude, social support, and effort-reward) among health care professionals as well as their psychological distress during a reorganization process. A correlational descriptive design was used for this quantitative study. A total of 159 health care professionals completed the questionnaire at T1, and 141 at T2. First, before the work reorganization, effort-reward imbalance was the sole variable of the psychological work environment that significantly predicted psychological distress. Second, the high overall level of psychological distress increased during the process of organizational change (from T1 to T2). Finally, effort-reward imbalance, high psychological demands, and low decision latitude were all significant predictors of psychological distress at T2, during the organizational change. In conclusion, to reduce the expected negative outcomes of restructuring on health care practitioners, managers could increase the number of opportunities for rewards, carefully explain the demands, and clarify the tasks to be performed by each of the employees to reduce their psychological burden and increase their perceptions of autonomy.
本研究旨在调查医疗保健专业人员心理社会工作环境的四个维度（心理需求、决策自由度、社会支持和努力回报）之间的关系，以及他们在重组过程中的心理困扰。本定量研究采用相关描述性设计。共有159名医疗保健专业人员在T1时完成问卷，141名在T2时完成问卷。首先，在工作重组之前，努力回报失衡是心理工作环境中唯一能显著预测心理困扰的变量。其次，在组织变革过程中（从T1到T2），心理困扰的总体高水平有所增加。最后，在组织变革期间的T2时，努力回报失衡、高心理需求和低决策自由度都是心理困扰的显著预测因素。总之，为了减少重组对医疗保健从业者预期的负面结果，管理者可以增加奖励机会的数量，仔细解释需求，并明确每个员工要执行的任务，以减轻他们的心理负担并增强他们的自主感。
