Llorente-Alonso Marta, Topa Gabriela
Department of Social and Organizational Psychology, UNED (National University of Distance Education), 28040 Madrid, Spain.
J Clin Med. 2018 Nov 20;7(11):450. doi: 10.3390/jcm7110450.
In the present study, the demands-control-support model has served as the basis for the assessment of occupational strain. This model has been used as a predictor of health problems. It has also been associated with organizational outcomes and behaviors. The purpose of this study is to relate job demands and resources with job satisfaction and intention to quit the union. We intend to test a multiple mediation model with psychological empowerment and union commitment as mediator variables. The investigation was carried out with 953 delegates of a Spanish trade union (healthcare professionals). We collected 401 questionnaires. Multiple mediation analyses were performed with bootstrapping techniques using the SPSS PROCESS macro. The results underlined the effects of multiple mediation of empowerment and commitment in the relation between resources and job satisfaction. This mediation was also observed in the relation between resources and intention to quit. The lack of relation between demands and satisfaction or intention to quit is of interest. In the presence of adequate resources, delegates are empowered and committed to their union, which leads to lower dissatisfaction and lower rates of quitting. This study advises organizations to give greater importance to motivational and attitudinal factors to attenuate occupational strain.
在本研究中，需求-控制-支持模型已成为职业压力评估的基础。该模型已被用作健康问题的预测指标。它还与组织成果和行为相关。本研究的目的是将工作需求和资源与工作满意度及退出工会的意愿联系起来。我们打算检验一个以心理赋能和工会承诺作为中介变量的多重中介模型。该调查是对西班牙一个工会的953名代表（医疗保健专业人员）进行的。我们收集到了401份问卷。使用SPSS PROCESS宏通过自抽样技术进行多重中介分析。结果强调了赋能和承诺在资源与工作满意度关系中的多重中介作用。在资源与退出意愿的关系中也观察到了这种中介作用。需求与满意度或退出意愿之间缺乏关联这一点很有意思。在有足够资源的情况下，代表们会获得赋能并对工会忠诚，这会降低不满情绪和离职率。本研究建议组织更加重视动机和态度因素以减轻职业压力。
