Department of Health Services Research, CAPHRI, Maastricht University Medical Center, Faculty of Health, Medicine and Life Sciences, Maastricht University, Duboisdomein 30, 6229 Maastricht, The Netherlands.
J Environ Public Health. 2013;2013:839349. doi: 10.1155/2013/839349. Epub 2013 May 7.
Previous studies have paid little attention to the employees' ability to exit a job-lock situation and factors that determine this ability. It remains unclear why some employees who experience job lock are able to exit this state while others remain in job lock. We use longitudinal data to identify employees who have fallen in the state of job lock and their subsequent behavior-exiting or remaining in job lock. By use of a first-order Markov transition models, we analyze the relevance of sociodemographic features, employment, occupational, sectoral, and contextual factors, as well as personality characteristics in explaining the transition or its absence. Overall the results show that both demographic factors and work-related aspects increase the likelihood that an employee enters the long-term job lock state (especially for older, married, full-time employed, those in a craft occupation and governmental sector, and in a region with high unemployment). Mental health problems and personality characteristics (low peak-end self-esteem and decisional procrastination) have a significant effect on the probability to stay in long-term job lock. On the contrary, having a managerial, service, or associate occupation, working in the private sector, and having promotion opportunities increase the chance of an exit from the state of job lock.
先前的研究很少关注员工摆脱工作锁定状态的能力以及决定这种能力的因素。目前尚不清楚为什么有些经历工作锁定的员工能够摆脱这种状态，而另一些员工则仍然处于工作锁定状态。我们使用纵向数据来识别处于工作锁定状态的员工及其随后的行为——退出或仍然处于工作锁定状态。通过使用一阶马尔可夫转移模型，我们分析了社会人口特征、就业、职业、部门和背景因素以及人格特征在解释这种转变或其缺失方面的相关性。总体而言，研究结果表明，人口统计学因素和与工作相关的方面都增加了员工进入长期工作锁定状态的可能性（尤其是对于年龄较大、已婚、全职、手工艺职业和政府部门的员工，以及在失业率较高的地区）。心理健康问题和人格特征（高峰-终点自尊低和决策拖延）对长期工作锁定状态的概率有显著影响。相反，从事管理、服务或合伙人职业、在私营部门工作以及有晋升机会都增加了摆脱工作锁定状态的可能性。
