Institute of Occupational Medicine, Charité-Universitätsmedizin Berlin, Corporate Member of Freie Universität Berlin and Humboldt Universität zu Berlin, Augustenburger Platz 1, 13353 Berlin, Germany.
Int J Environ Res Public Health. 2022 Oct 28;19(21):14107. doi: 10.3390/ijerph192114107.
The continuous transformation process in the world of work, intensified by the COVID-19 pandemic, is giving employees more scope to shape their own work. This scope can be experienced as a burden or as a resource for employees. Work design competencies (WDC) describe employees' experience of their scope for design. Our study draws on existing datasets based on two Germany-wide studies. We used hierarchical cluster analyses to examine patterns between WDC, the age of employees (range: 18-71 years), the amount of weekly work time working from home (WFH), and work ability. In total, the data of = 1232 employees were analyzed, and 735 of them participated in Study 1. To test the validity of the clusters, we analyzed data from = 497 employees in Study 2. In addition, a split-half validation was performed with the data from Study 1. In both studies, three clusters emerged that differed in age and work ability. The cluster with the highest mean of WDC comprised employees that were on average older and reported a higher mean of work ability. Regarding WFH, no clear patterns emerged. The results and further theoretical and practical implications are discussed. Overall, WDC appear to be relevant to work ability and, in a broader sense, to occupational health, and are related to sociodemographic factors such as age.
由于 COVID-19 大流行，世界范围内的工作持续转型，这让员工有更多的空间来塑造自己的工作。这种空间既可以被视为员工的负担，也可以被视为一种资源。工作设计能力（WDC）描述了员工对其设计空间的体验。我们的研究借鉴了基于两项全德研究的现有数据集。我们使用层次聚类分析来研究 WDC、员工年龄（范围：18-71 岁）、每周在家工作时间（WFH）和工作能力之间的模式。共有 = 1232 名员工的数据被分析，其中 735 名员工参加了研究 1。为了检验聚类的有效性，我们在研究 2 中分析了 = 497 名员工的数据。此外，还使用研究 1 的数据进行了两半验证。在这两项研究中，都出现了三个在年龄和工作能力方面存在差异的聚类。WDC 均值最高的聚类包括平均年龄较大且工作能力较高的员工。关于 WFH，没有出现明显的模式。结果以及进一步的理论和实际意义进行了讨论。总体而言，WDC 似乎与工作能力以及更广泛的职业健康有关，并且与年龄等社会人口因素有关。
