Department of Business Psychology.
Department of Human Resource Management and Organizational Behaviour.
J Occup Health Psychol. 2015 Oct;20(4):491-500. doi: 10.1037/a0039011. Epub 2015 Mar 23.
This study investigates the relationship between outcome responsibility and employees' well-being in terms of emotional exhaustion. Outcome responsibility is a job demand implying that employees' decisions at work have high material and/or nonmaterial consequences. Previous research indicates that outcome responsibility can have both positive and negative effects on employee well-being. Based on the person-job fit approach we hypothesize that whether or not outcome responsibility is positively or negatively related to emotional exhaustion depends on whether employees' behavioral style fits with this job demand. We investigate the role of proactive behavior as a personal resource that fits with high responsibility. We test our hypothesis in a multisource study among 138 employee-colleague dyads. Results of hierarchical moderated regression analysis reveal that peer-rated proactive behavior moderates the relationship between outcome responsibility and emotional exhaustion, such that the relationship is negative for employees showing high and nonsignificant for employees showing low proactivity. This finding holds also when controlling for trait positive and negative affect. The current study contributes to previous research on job design, proactivity, and occupational well-being and offers practical implications in terms of selection and training of employees for jobs high in outcome responsibility.
本研究旨在探讨成果责任与员工情绪耗竭之间的关系。成果责任是一种工作要求，意味着员工在工作中的决策会产生高物质和/或非物质后果。先前的研究表明，成果责任对员工的幸福感既有积极影响，也有消极影响。基于人与工作匹配的观点，我们假设成果责任与情绪耗竭的关系是积极还是消极，取决于员工的行为风格是否符合这种工作要求。我们将积极行为视为与高责任相匹配的个人资源，并在一项涉及 138 对员工-同事的多源研究中检验了我们的假设。层次回归分析的结果表明，同伴评定的积极行为调节了成果责任与情绪耗竭之间的关系，对于表现出高积极行为的员工，这种关系是消极的，而对于表现出低积极行为的员工，这种关系不显著。当控制特质积极和消极情绪时，这一发现仍然成立。本研究为工作设计、主动性和职业幸福感方面的先前研究做出了贡献，并为具有高成果责任的工作提供了员工选拔和培训的实际意义。
