Edvik Anders, Geisler Martin, Muhonen Tuija, Witmer Hope, Björk Josefin
Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden.
Front Psychol. 2020 Jun 12;11:995. doi: 10.3389/fpsyg.2020.00995. eCollection 2020.
As part of society, religious organizations are exposed to contextual conditions and challenges. However, adapting to external conditions is an act of balance since too much compromising may risk having a negative effect on employees' perception of organizational authenticity and, in turn, employees' well-being and attitudes toward work. In this study, we examined how specific characteristics of the work, in terms of job demands (role conflict and emotional demands) and job resources (influence at work and social community at work), as well as employees' credence in the organization's ability to respond to change, relate to employee well-being within the Church of Sweden. In total 2,112 employees (58% participation rate) answered a web-based survey. The results of regression analyses showed that job resources and credence in the organization's ability to respond to change provided a clear contribution to the explanation of variance in work engagement and, especially, job satisfaction. However, the contribution of job demands was less clear. Moreover, to further the understanding of the association between employees' credence in the organization's ability to respond to change and employee well-being, the mediating effect of job resources was tested. The results showed that the association between credence and well-being is in part mediated by job resources. In sum, the study demonstrate that employees' credence in the organization's ability to respond to change is important to consider for understanding employee well-being within religious organizations. In conclusion, our study suggest that organizations that are built up on strong values and institutionalized beliefs, such as religious and faith-based organizations, need to tread carefully in the process of adapting to conformal pressure for change. This, since the actions and choices of the organization are important for employees' credence in the organization and, in turn, employee well-being. Implications and recommendations for future research are discussed.
作为社会的一部分，宗教组织面临着特定的环境条件和挑战。然而，适应外部条件是一种平衡行为，因为过度妥协可能会对员工对组织真实性的认知产生负面影响，进而影响员工的幸福感和工作态度。在本研究中，我们考察了工作的具体特征，包括工作要求（角色冲突和情感要求）和工作资源（工作影响力和工作中的社会群体），以及员工对组织应对变革能力的信任度，与瑞典教会内部员工幸福感之间的关系。共有2112名员工（参与率为58%）回答了一项基于网络的调查。回归分析结果表明，工作资源和员工对组织应对变革能力的信任度对工作投入尤其是工作满意度的方差解释有显著贡献。然而，工作要求的贡献则不太明确。此外，为了进一步理解员工对组织应对变革能力的信任度与员工幸福感之间的关联，我们测试了工作资源的中介作用。结果表明，信任度与幸福感之间的关联部分是由工作资源中介的。总之，该研究表明，员工对组织应对变革能力的信任度对于理解宗教组织内部的员工幸福感很重要。总之，我们的研究表明，基于强大价值观和制度化信仰建立起来的组织，如宗教和基于信仰的组织，在适应变革的压力过程中需要谨慎行事。这是因为组织的行动和选择对员工对组织的信任度很重要，进而影响员工的幸福感。文中还讨论了对未来研究的启示和建议。
