Institute of Management Studies, Goldsmiths, University of London.
Department of Psychology, City University London.
J Occup Health Psychol. 2017 Jan;22(1):115-127. doi: 10.1037/ocp0000026. Epub 2016 Apr 7.
Employees with low levels of work-related self-efficacy may stand to benefit more from a worksite stress management training (SMT) intervention. However, this low work-related self-efficacy/enhanced SMT benefits effect may be conditional on employees also having high levels of intrinsic work motivation. In the present study, we examined this proposition by testing three-way, or higher order, interaction effects. One hundred and fifty-three U.K. government employees were randomly assigned to a SMT intervention group (n = 68), or to a waiting list control group (n = 85). The SMT group received three half-day training sessions spread over two and a half months. Findings indicated that there were significant overall reductions in psychological strain, emotional exhaustion and depersonalization in the SMT group, in comparison to the control group. Furthermore, there were significant higher order Group (SMT vs. control) × Time 1 Work-Related Self-Efficacy × Time 1 Intrinsic Work Motivation interactions, such that reductions in emotional exhaustion and depersonalization at certain time points were experienced only by those who had low baseline levels of work-related self-efficacy and high baseline levels of intrinsic work motivation. Implications for work-related self-efficacy theory and research and SMT research and practice are discussed. (PsycINFO Database Record
工作相关自我效能感较低的员工可能会从工作场所压力管理培训 (SMT) 干预中受益更多。然而，这种低工作相关自我效能感/增强的 SMT 益处效应可能取决于员工还具有较高的内在工作动机。在本研究中，我们通过测试三向或更高阶的交互效应来检验这一假设。153 名英国政府员工被随机分配到 SMT 干预组 (n = 68) 或等待名单对照组 (n = 85)。SMT 组接受了三次为期半天的培训课程，为期两个半月。研究结果表明，与对照组相比，SMT 组在心理压力、情绪疲惫和去人性化方面有显著的总体减少。此外，还存在显著的高阶组 (SMT 与对照组) × 时间 1 工作相关自我效能 × 时间 1 内在工作动机交互作用，即只有那些基线工作相关自我效能感低且内在工作动机高的人在某些时间点才会经历情绪疲惫和去人性化的减少。讨论了与工作相关自我效能理论和研究以及 SMT 研究和实践相关的意义。
