Ravalier J M, Dandil Y, Limehouse H
School of Society, Enterprise & Environment, Department of Science, Bath Spa University, Newton Park, Newton St Loe, Bath BA2 9BN, UK,
Department of Psychology, University of Westminster, 115 New Cavendish Street, London WIW 6UW, UK.
Occup Med (Lond). 2015 Aug;65(6):496-8. doi: 10.1093/occmed/kqv071. Epub 2015 Jun 14.
The UK Health & Safety Executive's Management Standards Indicator Tool (MSIT) has been used to assess areas of work design, which may act as psychosocial hazards leading to burnout. These have not been assessed as predictors of employee engagement.
To determine the utility of the MSIT in evaluating employee engagement as measured by the Utrecht Work Engagement Scale (UWES).
A cross-sectional survey of employees from two sales organizations in London was performed using the MSIT and UWES. MSIT scores were analysed stratifying medium-high versus low engagement. Multivariate linear regression evaluated the association of all MSIT scores with UWES factors.
Control, managerial support, peer support and employee role differed by engagement level. Demands, peer support and role exceeded MSIT benchmark guidance that would warrant urgent improvement. Role ambiguity was the only factor significantly associated with all subdomains of engagement.
Role appears to play a major part in determining employee engagement. Assessment of the relationship between factors measured by the MSIT and UWES requires further investigation in wider organizational settings, particularly the influence of employee role on positive psychological outcomes.
英国健康与安全执行局的管理标准指标工具（MSIT）已被用于评估工作设计领域，这些领域可能构成导致职业倦怠的心理社会危害。但尚未将这些领域评估为员工敬业度的预测指标。
确定MSIT在评估由乌得勒支工作投入量表（UWES）衡量的员工敬业度方面的效用。
使用MSIT和UWES对伦敦两个销售组织的员工进行横断面调查。分析MSIT得分，将中等-高敬业度与低敬业度进行分层。多变量线性回归评估所有MSIT得分与UWES因素之间的关联。
控制、管理支持、同事支持和员工角色因敬业度水平而异。需求、同事支持和角色超出了MSIT基准指南中需要紧急改进的范围。角色模糊是与敬业度的所有子领域显著相关的唯一因素。
角色似乎在决定员工敬业度方面起着主要作用。在更广泛的组织环境中，需要进一步研究MSIT和UWES所衡量的因素之间的关系，特别是员工角色对积极心理结果的影响。
