van Veldhoven Marc, Peccei Riccardo, Suhail Aneeqa, van de Voorde Karina, Croon Marcel, Jongerling Joran
Department of HR Studies, Tilburg University, Tilburg, Netherlands.
Department of Management, King's College London, London, United Kingdom.
PLoS One. 2025 Jul 24;20(7):e0328508. doi: 10.1371/journal.pone.0328508. eCollection 2025.
Theory and practice in occupational health psychology have hitherto mostly assumed that how job characteristics relate to occupational well-being is similar across levels of analysis, yet this remains empirically underexplored. We tested this implicit "assumption of homology" using the Demand-Control Model as our starting point. We analyzed three-level data from 12,658 employees in 1,116 work units from 243 organizations in the Netherlands. Results indicate that for job demands and participation homology of relationships is mostly confirmed, but not for skill variety and job autonomy. In addition, we generally did not find relationships becoming stronger from the individual to the departmental to the organizational level. Future theory needs to conceptualize better how individual and aggregate-level effects of skill variety/autonomy combine and interact in influencing occupational well-being. For these job characteristics we need multi-level theorizing. For practice, our results point towards caution in using individual survey scores on skill variety/autonomy for the purpose of risk monitoring and proposing follow-up policy/interventions at aggregate levels such as departments and organizations.
职业健康心理学的理论与实践迄今大多假定，工作特征与职业幸福感之间的关系在各个分析层面上是相似的，但这一点在实证研究中仍未得到充分探索。我们以需求控制模型为出发点，对这一隐含的“同源性假设”进行了检验。我们分析了来自荷兰243个组织中1116个工作单位的12658名员工的三级数据。结果表明，对于工作需求和参与度，关系的同源性大多得到了证实，但技能多样性和工作自主性并非如此。此外，我们总体上并未发现从个体层面到部门层面再到组织层面的关系变得更强。未来的理论需要更好地概念化技能多样性/自主性的个体和总体层面效应在影响职业幸福感时是如何结合与相互作用的。对于这些工作特征，我们需要多层次的理论构建。在实践中，我们的研究结果表明，在将个体层面关于技能多样性/自主性的调查分数用于风险监测以及在部门和组织等总体层面提出后续政策/干预措施时需谨慎。
