Health Psychology Program, International School of doctorate, National Distance Education University (UNED), 28015 Madrid, Spain.
Psychology Department, Universidad Rey Juan Carlos, 28933 Madrid, Spain.
Int J Environ Res Public Health. 2020 Nov 5;17(21):8166. doi: 10.3390/ijerph17218166.
The main aim of this research project was to determine the relationship that exists between autonomy at work and both burnout and job satisfaction, taking into account the moderating effect of the personality factors extroversion and neuroticism. The study was carried out with 971 volunteers (553 women and 418 men) with a mean age of 37.58 years. The majority had either a university degree (485 participants) or higher education qualifications (Spanish baccalaureate) (202 participants). The following instruments were administered: the Maslach Burnout Inventory (MBI), to measure burnout among participants; the Mini International Personality Item Pool Scale (Mini-IPIP) by Donnellan, Oswald, Baird, and Lucas (2006) to measure the personality factors extroversion and neuroticism; the Brief Index of Affective Job Satisfaction (BIAJS) by Thompson and Phua (2012); and the Job Content Questionnaire (JCQ) by Karasek (1985) to measure autonomy at work. The results obtained indicate that those who enjoy greater autonomy at work have lower levels of emotional exhaustion. The stronger the effect is, the higher the score for extroversion. The personality factors studied were not found to have a direct influence on the criterion variables. However, the interaction effects were significant, except in the case of neuroticism. The results indicate that there are no differences between those who score highly for extroversion and neuroticism and the rest of the population in terms of predicting emotional exhaustion or job satisfaction. The present study aims to serve as a guideline for recruitment specialists, business owners, and job designers, encouraging them to take into account all these variables in order to foster the development of healthy and competitive organizations. Environmental moderators that could interfere with the result have not been introduced in this research. It has focused on the study of the personality factors of the workers, considering that the professional functions performed by the workers were similar.
本研究项目的主要目的是确定工作自主性与倦怠和工作满意度之间的关系，同时考虑外向和神经质等人格因素的调节作用。该研究共纳入了 971 名志愿者（女性 553 人，男性 418 人），平均年龄为 37.58 岁。大多数志愿者具有大学学历（485 人）或高等教育学历（西班牙中学毕业会考学历）（202 人）。研究中使用了以下工具：Maslach 倦怠量表（MBI）用于评估参与者的倦怠情况；Donnellan、Oswald、Baird 和 Lucas（2006）的迷你国际人格项目池量表（Mini-IPIP）用于评估外向和神经质等人格因素；Thompson 和 Phua（2012）的简短情感工作满意度量表（BIAJS）；以及 Karasek（1985）的工作内容问卷（JCQ）用于评估工作自主性。研究结果表明，那些在工作中享有更大自主性的人，其情绪耗竭程度较低。外向程度越强，效果越强。所研究的人格因素对效标变量没有直接影响。但是，除了神经质之外，交互效应是显著的。研究结果表明，在预测情绪耗竭或工作满意度方面，高外向性和神经质得分的人与其他人之间没有差异。本研究旨在为招聘专家、企业主和工作设计师提供指导，鼓励他们考虑所有这些变量，以促进健康和有竞争力的组织的发展。本研究没有引入可能干扰结果的环境调节因素。它侧重于研究工人的人格因素，考虑到工人所执行的职业功能相似。
