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On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

机译：关于将工作特征与员工职能联系起来的心理和动机过程：来自自决理论的见解

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The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed.
机译：这项研究的目的是通过检查所涉及的心理和动机过程，洞察工作特征（工作需求和资源）与员工职能之间的差异关系。基于自我决定理论，我们测试了一个模型，该模型中，工作需求通过心理需求挫折和低质量的工作动机（受控动机）与员工职能的负面表现（心理困扰和心身投诉）呈正相关，而工作资源通过需求满意度和高质量的工作动机（自主动机）与员工职能的积极体现（工作投入和工作绩效）成正相关。数据来自699名加拿大护士。结构方程建模（SEM）结果支持所提出的模型：心理需求和工作动机部分地介导了工作特征与员工职能之间的关系。具体而言，工作需求会通过需求挫败感和可控的动机来负面预测员工的工作状况（高度困扰和心身不适，敬业度和绩效低下）。相反，在积极预测需求满意度和消极预测需求挫折的同时，工作资源则促进了最佳的工作动机（更多的自主性和更少的控制性动机）和员工的工作能力。讨论了对自决理论（SDT）以及对职业健康和压力的研究的意义。

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