Waszkowska Małgorzata, Jacukowicz Aleksandra, Drabek Marcin, Merecz-Kot Dorota
Nofer Institute of Occupational Medicine, Łódź, Poland (Department of Health and Work Psychology).
Int J Occup Med Environ Health. 2017 Mar 30;30(2):305-312. doi: 10.13075/ijomeh.1896.00874. Epub 2017 Feb 23.
The study has aimed to identify the relations between the supplementary person-organization fit (P-O fit) and the perceived stress among managerial staff, with special regard to the mediating role of the effort-reward balance.
The study sample consisted of 715 middle-level managers, aged 25-64 years old, employed in large companies. To measure the selected variables, the authors used the Questionnaire of Effort-Reward Imbalance (ERI), Perceived Stress Scale - 10 (PSS-10), and Person-Organization Fit Questionnaire.
The regression analysis revealed that the perceived effort-reward imbalance partially mediated the negative relationship between the supplementary person-organization fit and stress.
The results suggest that even when the characteristics of the manager and organization are highly congruent, the managers will experience stress if their work involves heavy effort or when this effort is not compensated properly. Int J Occup Med Environ Health 2017;30(2):305-312.
本研究旨在确定补充性个人-组织匹配度（P-O匹配度）与管理人员感知到的压力之间的关系，特别关注努力-回报平衡的中介作用。
研究样本包括715名年龄在25至64岁之间、受雇于大公司的中层管理人员。为了测量选定的变量，作者使用了努力-回报失衡问卷（ERI）、感知压力量表-10（PSS-10）和个人-组织匹配度问卷。
回归分析表明，感知到的努力-回报失衡部分中介了补充性个人-组织匹配度与压力之间的负相关关系。
结果表明，即使管理者和组织的特征高度一致，但如果他们的工作需要付出巨大努力或这种努力没有得到适当补偿，管理者仍会感到压力。《国际职业医学与环境卫生杂志》2017年；30（2）：305-312。
