Work and Stress Research Group, Centre for Applied Psychological Research, School of Psychology, University of South Australia.
J Occup Health. 2011;53(6):447-54. doi: 10.1539/joh.11-0035-fs. Epub 2011 Sep 27.
To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support).
Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition.
Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship.
Together, these results support the idea that external factors influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands-resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.
通过工作特征（即工作需求和工作资源），在马来西亚这样的新兴经济体中，考察全球化对员工心理健康和工作满意度的影响。由于外部因素被视为工作环境的影响因素，我们假设全球力量（压力和竞争的增加）会通过增加需求（角色冲突、情绪需求）和减少资源（主管支持、同事支持）对倦怠和工作满意度产生影响。
在马来西亚雪兰莪州，采用基于人群的调查，对 308 名员工进行了数据收集。在周末或工作日休息时，在家中对参与者进行了访谈。每个家庭只选择一名参与者。采用结构方程模型对数据进行分析。近 54%的受访者同意他们需要更加努力地工作，25%的受访者同意他们的工作没有保障，24%的受访者认为由于全球贸易竞争，他们在职场上失去了权力和控制。
与我们的预测一致，需求在全球化与倦怠之间起中介作用，资源在全球化与工作满意度之间起中介作用。
这些结果共同支持这样一种观点，即外部因素影响工作条件，进而影响员工的健康和工作满意度。我们的结论是，工作需求-资源框架适用于东方环境，全球化是工作环境的一个关键前提。
