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首页> 外文期刊>Journal of occupational health psychology >Testing the effort-reward imbalance model among Finnish managers: The role of perceived organizational support.
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Testing the effort-reward imbalance model among Finnish managers: The role of perceived organizational support.

机译：在芬兰管理人员中测试工作奖赏失衡模型：感知到的组织支持的作用。

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The present study is aimed at examining the combined effects of effort-reward imbalance (ERI), overcommitment (OVC), and perceived organizational support (POS) on turnover intentions and work engagement, among Finnish managers (n = 1,301). Consequently, the study contributes to the research literature by examining how the ERI-outcomes relationship was dependent simultaneously on OVC and POS. The results showed that ERI x OVC x POS interaction was significant only for turnover intentions. The ERI-turnover intentions relationship was strongest under conditions of high OVC and low POS. In addition, the relationship between ERI and decreased work engagement, especially dedication, was strengthened among overcommitted managers, compared to their less committed counterparts. Altogether, the results indicate that interventions aimed at reducing turnover intentions and increasing work engagement by increasing ERI should consider OVC and POS. (PsycINFO Database Record (c) 2008 APA, all rights reserved).
机译：本研究旨在研究芬兰管理人员（n = 1,301）中工作报酬不平衡（ERI），超额承诺（OVC）和组织支持（POS）对离职意图和工作参与的综合影响。因此，本研究通过检查ERI结果结果如何同时依赖于OVC和POS来为研究文献做出贡献。结果表明，ERI x OVC x POS交互作用仅对离职意图有意义。在高OVC和低POS的条件下，ERI-周转意向关系最强。此外，与不那么投入的管理人员相比，过度投入的管理人员加强了ERI与减少的工作投入，尤其是奉献精神之间的关系。总之，结果表明，旨在减少离职意图并通过增加ERI来增加工作投入的干预措施应考虑OVC和POS。 （PsycINFO数据库记录（c）2008 APA，保留所有权利）。

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