Boelhouwer Ingrid G, Vermeer Willemijn, van Vuuren Tinka
Department of Applied Psychology, Amsterdam University of Applied Sciences, Amsterdam, Netherlands.
Faculty of Management, Open University of The Netherlands, Heerlen, Netherlands.
Front Psychol. 2020 Aug 6;11:1805. doi: 10.3389/fpsyg.2020.01805. eCollection 2020.
The aim of this study was to investigate the occupational well-being among employees with chronic diseases, and the buffering effect of four job resources, possibly offering targets to enhance occupational well-being.
This cross-sectional study ( = 1951) was carried out among employees in educational and (semi-)governmental organizations in the Netherlands. The dimensions of the survey were chronic diseases (i.e., physical, mental, or both physical and mental), occupational well-being (i.e., work ability, burnout complaints, and work engagement), and job resources (i.e., autonomy, social support by colleagues, supportive leadership style, and open and communicative culture). First, it was analyzed if chronic diseases were associated with occupational well-being. Second, it was analyzed if each of the four job resources would predict better occupational well-being. Third, possible moderation effects between the chronic disease groups and each job resource on occupational well-being were examined. Regression analyses were used, controlling for age.
Each chronic disease group was associated with a lower work ability. However, higher burnout complaints and a lower work engagement were only predicted by the group with mental chronic diseases and by the group with both physical and mental chronic disease(s). Furthermore, all four job resources predicted lower burnout complaints and higher work engagement, while higher work ability was only predicted by autonomy and a supportive leadership style. Some moderation effects were observed. Autonomy buffered the negative relationship between the chronic disease groups with mental conditions (with or without physical conditions) and work ability, and the positive relationship between the group with both physical and mental chronic disease(s) and burnout complaints. Furthermore, a supportive leadership style is of less benefit for occupational well-being among the employees with mental chronic diseases (with or without physical chronic diseases) compared to the group employees without chronic diseases. No buffering was demonstrated for social support of colleagues and an open and communicative organizational culture.
Autonomy offers opportunities to reinforce occupational well-being among employees with mental chronic diseases. A supportive leadership style needs more investigation to clarify why this job resource is less beneficial for employees with mental chronic diseases than for the employees without chronic diseases.
本研究旨在调查慢性病员工的职业幸福感，以及四种工作资源的缓冲效应，从而为提高职业幸福感提供可能的目标。
这项横断面研究（n = 1951）在荷兰教育及（半）政府组织的员工中开展。调查维度包括慢性病（即身体疾病、精神疾病或身心疾病）、职业幸福感（即工作能力、倦怠抱怨和工作投入）以及工作资源（即自主性、同事的社会支持、支持性领导风格和开放且具有沟通性的文化）。首先，分析慢性病是否与职业幸福感相关。其次，分析四种工作资源中的每一种是否能预测更好的职业幸福感。第三，检验慢性病组与每种工作资源对职业幸福感的可能调节效应。采用回归分析，并控制年龄因素。
每个慢性病组都与较低的工作能力相关。然而，较高的倦怠抱怨和较低的工作投入仅由患有精神慢性病的组以及患有身心慢性病的组预测得出。此外，所有四种工作资源都预测了较低的倦怠抱怨和较高的工作投入，而较高的工作能力仅由自主性和支持性领导风格预测得出。观察到了一些调节效应。自主性缓冲了患有精神疾病（无论有无身体疾病）的慢性病组与工作能力之间的负相关关系，以及患有身心慢性病的组与倦怠抱怨之间的正相关关系。此外，与没有慢性病的员工组相比，支持性领导风格对患有精神慢性病（无论有无身体慢性病）的员工的职业幸福感益处较小。同事的社会支持和开放且具有沟通性的组织文化未显示出缓冲作用。
自主性为增强患有精神慢性病的员工的职业幸福感提供了机会。支持性领导风格需要更多研究来阐明为何这种工作资源对患有精神慢性病的员工不如对没有慢性病的员工有益。
