在大流行期间医疗保健中新工作压力源、心理困扰和旷工的中介分析：认可是否是防止战斗中倒下的良药？
A Moderated Mediation Analysis of New Work-Related Stressors, Psychological Distress, and Absenteeism in Health Care During a Pandemic: Is Recognition the Cure for Preventing Falling in Battle?
机构信息
From the Department of Human Resources Management, Université du Québec à Trois-Rivières, Trois-Rivières, Quebec, Canada.
出版信息
J Occup Environ Med. 2022 Oct 1;64(10):839-847. doi: 10.1097/JOM.0000000000002619. Epub 2022 Jul 19.
OBJECTIVES
We aimed to evaluate the effects of new work-related stressors on psychological distress and absenteeism and the role of recognition in these relationships.
METHODS
Moderated path analyses were carried out on a sample of 1128 health care workers.
RESULTS
Increased workload related to COVID-19 (coronavirus disease 2019) ( β = 1.511, P ≤ 0.01) and fear of COVID-19 ( β = 0.844, P ≤ 0.01) were directly associated with a higher level of psychological distress and indirectly ( β = 2.306, P ≤ 0.01; and β = 1.289, P ≤ 0.05, respectively) associated with a higher level of absenteeism. Recognition ( β = 0.260, P ≤ 0.001) moderated the association between teleworking and psychological distress. Furthermore, this significant moderation effect had a significant impact on absenteeism ( β = 0.392, P ≤ 0.05). Regardless of the workplace (on site or teleworking), high recognition was beneficial for psychological distress. This effect seems more important when working on site.
CONCLUSIONS
The results propose that specific new work-related stressors should be addressed in the context of organizational change (eg, a pandemic).
目的
我们旨在评估与工作相关的新压力源对心理困扰和缺勤的影响，以及认可在这些关系中的作用。
方法
对 1128 名医护人员进行了中介路径分析。
结果
与 COVID-19（2019 年冠状病毒病）相关的工作量增加（β=1.511，P≤0.01）和对 COVID-19 的恐惧（β=0.844，P≤0.01）与更高水平的心理困扰直接相关，并且间接（β=2.306，P≤0.01；β=1.289，P≤0.05）与更高水平的缺勤率相关。认可（β=0.260，P≤0.001）调节了远程办公与心理困扰之间的关系。此外，这种显著的调节效应对缺勤率有显著影响（β=0.392，P≤0.05）。无论工作场所（现场或远程办公），高认可都有利于心理困扰。这种影响在现场工作时似乎更为重要。
结论
研究结果表明，在组织变革（如大流行）的背景下，应针对特定的与工作相关的新压力源采取措施。
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