Bosle Catherin, Fischer Joachim E, Herr Raphael M
Mannheim Institute of Public Health, Social and Preventive Medicine, Mannheim Medical Faculty, Heidelberg University, Ludolf-Krehl-Strasse 7-11, 68167, Mannheim, Germany.
J Occup Med Toxicol. 2021 Mar 16;16(1):9. doi: 10.1186/s12995-021-00297-0.
Mental well-being and work engagement are both desirable, positive states of mind that help employees to better function in the workplace. While occupational researchers have argued in favor of considering both states concurrently, it is less clear how this might be translated to provide an instrument characterizing the workforce accordingly. The present study describes empirical efforts to operationalize a construct called engaged well-being.
We used employee-level data (n = 13,538) from three waves of the German linked personnel panel (LPP; 2012-2017). Exploratory factor analysis and a combination of hierarchical and non-hierarchical cluster analyses linked with within-sum-of-squares statistics were used to identify distinct profiles describing mental well-being and work engagement concurrently. These profiles were then used as the basis to identify cut-offs to create replicable categories of engaged well-being. Using the longitudinal data from a subgroup providing data across more than one wave, we observed whether the newly constructed indicator changed over time.
The exploratory factor analysis suggested that both states were two distinct factors. Cluster analysis linked with within-sum-of-squares statistics suggested a four-cluster solution: engaged well-being (46.9%), disengaged well-being (27.5%), engaged strain (8.8%), and disengaged strain (16.8%). One cut-off for each state was identified to replicate the cluster solution. Across observation periods, we could observe changes in engaged well-being.
Our measure of engaged well-being can be used to simultaneously characterize a workforce's mental well-being and work engagement. Changes in this measure over time suggest its potential utility in organizational interventions. Future studies are needed to further explore both the antecedents, correlates, and potential effects of engaged well-being.
心理健康和工作投入都是理想的积极心理状态，有助于员工在工作场所更好地发挥作用。虽然职业研究人员主张同时考虑这两种状态，但尚不清楚如何将其转化为一种相应地刻画员工队伍的工具。本研究描述了将一种名为投入式幸福感的构念进行操作化的实证研究。
我们使用了来自德国关联人员面板（LPP；2012 - 2017年）三轮调查的员工层面数据（n = 13538）。探索性因素分析以及与组内平方和统计相关的层次聚类分析和非层次聚类分析相结合，用于识别同时描述心理健康和工作投入的不同概况。然后以这些概况为基础确定临界值，以创建可重复的投入式幸福感类别。利用来自一个提供多轮数据的子群体的纵向数据，我们观察了新构建的指标是否随时间变化。
探索性因素分析表明这两种状态是两个不同的因素。与组内平方和统计相关的聚类分析表明有四种聚类解决方案：投入式幸福感（46.9%）、脱离式幸福感（27.5%）、投入式压力（8.8%）和脱离式压力（16.8%）。为每种状态确定了一个临界值以复制聚类解决方案。在各个观察期内，我们可以观察到投入式幸福感的变化。
我们对投入式幸福感的测量可用于同时刻画员工队伍的心理健康和工作投入。该测量随时间的变化表明其在组织干预中的潜在效用。未来需要进一步研究投入式幸福感的前因、相关因素和潜在影响。
