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首页> 外文期刊>Nonlinear dynamics, psychology and life sciences >Job Crafting and Work Engagement: Can their Relationship be Explained by a Catastrophe Model?
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Job Crafting and Work Engagement: Can their Relationship be Explained by a Catastrophe Model?

机译：工作制作和工作参与：他们的关系可以通过灾难模型解释吗？

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摘要

To shed light on findings suggesting that not all job crafting strategies are (equally) favourable for employee motivation, we applied cusp catastrophe models to explore the possibility that combinations of job crafting strategies might be associated with nonlinear changes in work engagement (i.e., vigour, dedication, and absorption). We used cross-sectional data from a heterogeneous sample of 193 Greek employees and investigated increasing social and structural job resources as asymmetry factors, and increasingly challenging job demands and decreasingly hindering job demands as bifurcation factors in relation to work engagement. Cusp models, analysed with the maximum likelihood and least squares methods, proved superior to their linear alternatives. Increasing social job resources functioned as the asymmetry factor for vigour and dedication. Increasing structural job resources was the asymmetry factor for absorption. The bifurcation factors were decreasing hindering job demands for vigour and increasing job challenges for dedication and absorption. This evidence suggests that threshold values exist in decreasing hindering and increasing challenging job demands, beyond which sudden changes in work engagement occur. The supported nonlinear models add in explaining when job crafting strategies are unfavourable for employees and have epistemological implications by suggesting that the underlying processes may be viewed as a complex dynamical system.
机译：在调查结果上阐明了表明并非所有的工作制作策略（同样地）有利于员工的动机，我们申请了尖杉灾难模型，探讨了就业制作策略的组合可能与工作参与的非线性变化有关（即，Privon，奉献和吸收）。我们使用了来自193年希腊员工的异质样本的横断面数据，并调查了日益增长的社会和结构就业资源作为不对称因素，以及日益具有挑战性的工作需求和妨碍工作所需的妨碍工作要求与工作参与有关的分岔因素。用最大可能性和最小二乘法分析的尖头模型，证明优于其线性替代品。增加社会工作资源作为活力和奉献精神的不对称因素。增加结构性工作资源是吸收的不对称因素。分叉因素正在降低妨碍力量的妨碍力量，并增加奉献和吸收的工作挑战。本证据表明，在减少妨碍和提高具有挑战性的工作需求的情况下，存在阈值，超出了工作参与的突然变化。支持的非线性模型在解释时加入员工对员工不利并且具有认识论来说，通过表明潜在的过程可以被视为复杂的动态系统来说。

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