Inoue Akiomi, Kawakami Norito, Tsutsumi Akizumi, Shimazu Akihito, Miyaki Koichi, Takahashi Masaya, Kurioka Sumiko, Eguchi Hisashi, Tsuchiya Masao, Enta Kazuhiko, Kosugi Yuki, Sakata Tomoko, Totsuzaki Takafumi
Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health, Japan, Kitakyushu, Japan.
Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan.
PLoS One. 2014 Mar 10;9(3):e91583. doi: 10.1371/journal.pone.0091583. eCollection 2014.
Recent epidemiological research in Europe has reported that two groups of job demands, i.e., challenges and hindrances, are differently associated with work engagement. The purpose of the present study was to replicate the cross-sectional association of workload and time pressure (as a challenge) and role ambiguity (as a hindrance) with work engagement among Japanese employees.
Between October 2010 and December 2011, a total of 9,134 employees (7,101 men and 1,673 women) from 12 companies in Japan were surveyed using a self-administered questionnaire comprising the Job Content Questionnaire, National Institute for Occupational Safety and Health Generic Job Stress Questionnaire, short 10-item version of the Effort-Reward Imbalance Questionnaire, short nine-item version of the Utrecht Work Engagement Scale, and demographic characteristics. Multilevel regression analyses with a random intercept model were conducted.
After adjusting for demographic characteristics, workload and time pressure showed a positive association with work engagement with a small effect size (standardized coefficient [β] = 0.102, Cohen's d [d] = 0.240) while role ambiguity showed a negative association with a large effect size (β = -0.429, d = 1.011). After additionally adjusting for job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward), the effect size of workload and time pressure was not attenuated (β = 0.093, d = 0.234) while that of role ambiguity was attenuated but still medium (β = -0.242, d = 0.609).
Among Japanese employees, challenges such as having higher levels of workload and time pressure may enhance work engagement but hindrances, such as role ambiguity, may reduce it.
欧洲最近的流行病学研究报告称，两类工作需求，即挑战和阻碍，与工作投入的关联有所不同。本研究的目的是在日本员工中复制工作量和时间压力（作为一种挑战）以及角色模糊（作为一种阻碍）与工作投入之间的横断面关联。
在2010年10月至2011年12月期间，使用一份自填式问卷对日本12家公司的9134名员工（7101名男性和1673名女性）进行了调查，该问卷包括工作内容问卷、美国国家职业安全与健康研究所通用工作压力问卷、简短的10项努力-回报失衡问卷、简短的9项乌得勒支工作投入量表以及人口统计学特征。进行了具有随机截距模型的多层回归分析。
在对人口统计学特征进行调整后，工作量和时间压力与工作投入呈正相关，效应量较小（标准化系数[β]=0.102，科恩d值[d]=0.240），而角色模糊与工作投入呈负相关，效应量较大（β=-0.429，d=1.011）。在进一步对工作资源（即决策自由度、上级支持、同事支持和外部奖励）进行调整后，工作量和时间压力的效应量未减弱（β=0.093，d=0.234），而角色模糊的效应量虽有所减弱但仍为中等（β=-0.242，d=0.609）。
在日本员工中，工作量和时间压力较高等挑战可能会增强工作投入，但角色模糊等阻碍可能会降低工作投入。
