Huysse-Gaytandjieva Anna, Groot Wim, Pavlova Milena
Department of Health Services Research, Faculty of Health, Medicine and Life Sciences, CAPHRI, Maastricht University Medical Center, Maastricht University, Maastricht, The Netherlands ; Psychotherapie Praktijk Limburg, Valkenburgerweg 95, 6321 GC Wijlre, The Netherlands.
Soc Indic Res. 2013 Jul;112(3):587-610. doi: 10.1007/s11205-012-0072-2. Epub 2012 May 9.
This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being 'stuck' at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are 'stuck' at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being 'stuck' at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel 'stuck' at work and fall in a state of job lock.
本文分析了员工无法适应整体工作不满情绪的情况。通过结合经济学中关于工作锁定的现有知识以及心理学中关于员工在工作中感到“被困住”的知识，本文解释了为什么一些员工在对工作不满时无法适应。因此，本文旨在扩展我们对于为什么一些员工即使不满却仍处于工作锁定状态或“被困”在工作中的理解。利用英国家庭追踪调查，分析陷入工作锁定状态的可能性，以勾勒出一组因素，这些因素解释了员工在适应工作不满方面存在差异的原因。我们将这些因素分为社会人口特征、个性特质、职业类型、就业条件、行业类型以及与工作相关的背景特征。基于概率单位回归分析的结果，我们提供证据表明，所有这些因素组能够共同预测工作不满状态、缺乏工作变动以及工作锁定（“被困”在工作中）的状态。此外，我们的结果表明，如果在分析中纳入个性特质（如自尊），可能会更好地理解对工作不满的适应情况。因此，本研究扩展了我们对于员工如何以及为何会感到“被困”在工作中并陷入工作锁定状态的理解。
