Mishima-Santos Viviane, Sticca Marina Greghi, Pérez-Nebra Amalia R
Laboratory of Organizational and Occupational Psychology, Department of Psychology, University of São Paulo, Ribeirão Preto, Brazil.
Department of Administration, University of Brasília, Brasília, Brazil.
Front Psychol. 2021 Oct 21;12:733640. doi: 10.3389/fpsyg.2021.733640. eCollection 2021.
Studies suggest that work characteristics may be related to workers' wellbeing. However, little is known about how these work characteristics may influence telework wellbeing in the face of the long period of social isolation and restrictions imposed by COVID-19. This study aimed to relate work characteristics in remote work to wellbeing using a two-stage multi-method approach. The general hypothesis is that different work characteristics will be organized into different groups and related to wellbeing. In Step 1, 108 teleworkers who participated in compulsory telework conditions answered the Work Design Questionnaire (WDQ) and Wellbeing at Work scale. A cluster analysis was conducted in which two clusters emerged based solely on their valence. The variables that contributed most to the cluster were: feedback from the job, social support, problem-solving, and decision and execution autonomy. Cluster 1 aggregated higher scores on work characteristics, and Cluster 2, lower scores. Cluster 1 presented significantly higher scores on wellbeing. In Step 2, 27 of these workers were blindly interviewed. Five classes of words emerged from the interviews: Class 1 - wellbeing, Class 2 - work dissatisfaction lexicon, Class 3 - role clarity, Class 4 - job demands, and Class 5 - job resources, including receiving feedback, conversations, praise, and support. Chi-square analysis suggests significant differences in classes 2, 3, 4, and 5. Cluster 1 appears more frequently in the role clarity class and less frequently in the work dissatisfaction and job demands classes. Cluster 2 is more frequent in the job dissatisfaction and job demands classes, however, less frequent in the job resources class. Class 1 shows no significant difference. These results partially support the general hypothesis that different work characteristics will be organized into different clusters and related to the teleworker's wellbeing, but in the sense that it prevents suffering but does not necessarily promote wellbeing. The results contribute to the understanding of the relationship between work characteristics and wellbeing during the pandemic by using a different methodological approach, describing that work feedback, social support, skill variety, and problem-solving are the most significant in differentiating the perception of the groups. Social support and feedback from the job differentiate cluster 1 from cluster 2, but social support is not able to increase wellbeing, unless buffering unwellness.
研究表明，工作特征可能与员工的幸福感有关。然而，面对新冠疫情带来的长期社会隔离和限制措施，这些工作特征如何影响远程工作的幸福感却鲜为人知。本研究旨在采用两阶段多方法途径，将远程工作中的工作特征与幸福感联系起来。总体假设是，不同的工作特征将被组织成不同的组，并与幸福感相关。在第一步中，108名参与强制性远程工作条件的远程工作者回答了工作设计问卷（WDQ）和工作幸福感量表。进行了聚类分析，仅根据效价就出现了两个聚类。对聚类贡献最大的变量是：工作反馈、社会支持、解决问题的能力以及决策和执行自主权。聚类1在工作特征方面得分较高，聚类2得分较低。聚类1在幸福感方面的得分显著更高。在第二步中，对其中27名员工进行了盲测访谈。访谈中出现了五类词汇：第一类 - 幸福感，第二类 - 工作不满词汇，第三类 - 角色清晰度，第四类 - 工作要求，第五类 - 工作资源，包括获得反馈、对话、表扬和支持。卡方分析表明，在第二、三、四和五类中有显著差异。聚类1在角色清晰度类别中出现的频率更高，而在工作不满和工作要求类别中出现的频率更低。聚类2在工作不满和工作要求类别中出现的频率更高，但在工作资源类别中出现的频率更低。第一类没有显著差异。这些结果部分支持了总体假设，即不同的工作特征将被组织成不同的聚类，并与远程工作者的幸福感相关，但在某种意义上，它能防止痛苦，但不一定能促进幸福感。通过使用不同的方法，这些结果有助于理解疫情期间工作特征与幸福感之间的关系，描述了工作反馈、社会支持、技能多样性和解决问题能力在区分群体认知方面最为重要。工作中的社会支持和反馈将聚类1与聚类2区分开来，但社会支持除非能缓冲不适，否则无法增加幸福感。
