Nakagawa Yuko, Inoue Akiomi, Kawakami Norito, Tsuno Kanami, Tomioka Kimiko, Nakanishi Mayuko, Mafune Kosuke, Hiro Hisanori
Department of Health Policy and Management, Graduate School of Medical Science, University of Occupational and Environmental Health, Japan.
Ind Health. 2014;52(6):471-9. doi: 10.2486/indhealth.2014-0036. Epub 2014 Jul 11.
This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, p<0.001) were positively and significantly associated with job performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.
本研究调查了工作要求（即心理需求）和工作资源（即决策自由度、上级支持、同事支持和外部奖励）与工作绩效之间的横断面关联。来自日本一家制造公司的1198名员工（458名男性和740名女性）完成了一份自填式问卷，其中包括工作内容问卷、努力-回报失衡问卷、世界卫生组织健康与工作绩效问卷以及人口统计学调查。进行了分层多元回归分析。在调整人口统计学特征后，决策自由度（β=0.107，p=0.001）和外部奖励（β=0.158，p<0.001）与工作绩效呈显著正相关，而上级支持（β=-0.102，p=0.002）与工作绩效呈显著负相关。另一方面，心理需求或同事支持与工作绩效无显著关联。这些发现表明，较高的决策自由度和外部奖励可提高日本员工的工作绩效。
