Dietz Carolin, Scheel Tabea
Chair of Work and Organisational Psychology, Leipzig University, Leipzig, Germany.
Department of Work and Organizational Psychology, Europa-Universität Flensburg, Flensburg, Germany.
Front Psychol. 2017 Oct 25;8:1885. doi: 10.3389/fpsyg.2017.01885. eCollection 2017.
The present study examines the joint roles of leadership and stressors for presenteeism of scientific staff. Leaders may have an impact on employees' health, both directly through interpersonal interactions and by shaping their working conditions. In the field of science, this impact could be special because of the mentoring relationships between the employees (e.g., PhD students) and their supervisors (e.g., professors). Based on the job demands-resources framework (JD-R), we hypothesized that the pressure to be present at the workplace induced by supervisors (supervisorial pressure) is directly related to employees' presenteeism as well as indirectly via perceptions of time pressure. The conservation of resources theory (COR) states that resource loss resulting from having to deal with job demands weakens the resource pool and therefore the capacity to deal with other job demands. Thus, we hypothesized that accumulation of work moderates the relationship between supervisorial pressure and time pressure, such that the relationship is stronger when accumulation of work is high compared to if accumulation of work is low. Cross-sectional data were obtained from 212 PhD students and postdocs of 30 scientific institutions in Germany. Analysis was performed using the SPSS macro PROCESS (Hayes, 2013). Supervisorial pressure was directly associated with higher presenteeism of employees and indirectly through increased time pressure. Moreover, supervisorial pressure and accumulation of work interacted to predict time pressure, but in an unexpected way. The positive relationship between supervisorial pressure and time pressure is stronger when accumulation is low compared to if accumulation of work is high. It seems possible that job stressors do not accumulate but substitute each other. Threshold models might explain the findings. Moreover, specific patterns of interacting job demands for scientific staff should be considered in absence management.
本研究考察了领导力和压力源对科研人员出勤主义的共同作用。领导者可能会对员工的健康产生影响，既可以通过人际互动直接影响，也可以通过塑造他们的工作条件间接影响。在科学领域，由于员工（如博士生）与其导师（如教授）之间的指导关系，这种影响可能会有所不同。基于工作需求-资源框架（JD-R），我们假设主管导致的在工作场所出勤的压力（主管压力）与员工的出勤主义直接相关，并且还会通过时间压力感间接相关。资源守恒理论（COR）指出，因应对工作需求而导致的资源损失会削弱资源池，进而削弱应对其他工作需求的能力。因此，我们假设工作积累会调节主管压力和时间压力之间的关系，使得与工作积累低时相比，工作积累高时这种关系更强。横断面数据来自德国30个科研机构的212名博士生和博士后。使用SPSS宏程序PROCESS（海耶斯，2013年）进行分析。主管压力与员工更高的出勤主义直接相关，并且通过增加时间压力间接相关。此外，主管压力和工作积累相互作用来预测时间压力，但方式出乎意料。与工作积累高时相比，工作积累低时主管压力和时间压力之间的正相关关系更强。工作压力源似乎不会积累而是相互替代。阈值模型可能可以解释这些发现。此外，在缺勤管理中应考虑科研人员相互作用的工作需求的特定模式。
