Pérez-Conesa Francisco J, Romeo Marina, Yepes-Baldó Montserrat
University of Barcelona, Barcelona, Spain.
PsicoSAO, Research Group in Social, Environmental and Organizational Psychology, University of Barcelona, Barcelona, Spain.
J Appl Res Intellect Disabil. 2018 Mar;31(2):312-317. doi: 10.1111/jar.12410. Epub 2017 Sep 4.
Little is known about the relation between satisfaction, commitment and motivation among employees with mild intellectual disabilities. The present research analyses the moderated effect of commitment on the relation between satisfaction of employees with intellectual disabilities and their motivation.
Employees with legally recognized intellectual disabilities, following the Spanish law, answered a questionnaire. The present authors examined bivariate relations across all variables in the model. Subsequently, a moderator model was tested, using the Johnson-Neyman and the pick-a-point approximation.
There was a direct effect between employees' satisfaction and motivation (b = 2.4621; p < .0001). Commitment had a moderator effect on this relation (b = [-3.36 to -0.30]; p < .001), especially for those employees with lower levels of commitment.
Our research focuses on the antecedents of work motivation of employees with mild intellectual disabilities as full employees. So, our results help HR managers to increase employees' motivational levels, as one of the main objectives of healthy organizations.
对于轻度智力残疾员工的满意度、敬业度和动机之间的关系，我们知之甚少。本研究分析了敬业度对智力残疾员工满意度与其动机之间关系的调节作用。
根据西班牙法律，具有合法认可智力残疾的员工回答了一份问卷。本研究作者检验了模型中所有变量之间的双变量关系。随后，使用约翰逊-奈曼法和选点近似法对调节模型进行了检验。
员工的满意度和动机之间存在直接效应（b = 2.4621；p <.0001）。敬业度对这种关系具有调节作用（b = [-3.36至-0.30]；p <.001），尤其对于那些敬业度较低的员工。
我们的研究关注轻度智力残疾员工作为正式员工的工作动机的影响因素。因此，我们的研究结果有助于人力资源经理提高员工的动机水平，这是健康组织的主要目标之一。
