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首页> 外文期刊>Journal of occupational health psychology >Can Job Redesign Interventions Influence a Broad Range of Employee Outcomes by Changing Multiple Job Characteristics? A Quasi-Experimental Study
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Can Job Redesign Interventions Influence a Broad Range of Employee Outcomes by Changing Multiple Job Characteristics? A Quasi-Experimental Study

机译：重新设计工作干预措施是否可以通过更改多个工作特征来影响广泛的员工结果？准实验研究

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摘要

Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions.
机译：许多工作重新设计干预措施都是基于多重中介多结果模型，其中，工作重新设计干预措施通过改变多个工作特征间接影响广泛的员工成果。由于该模型尚未经过测试，因此本研究的目的是测试工作重新设计的多个中介者-多个结果模型。来自呼叫中心的准实验性工作重新设计干预措施的数据的多层次分析证实了假设的模型，并显示了工作重新设计干预措施影响了广泛的员工成果（即，员工的幸福感，心理契约的履行和主管的评价）通过改变2个工作特征（即工作控制和反馈）来实现。结果为工作重新设计干预的功效和机制提供了进一步的证据。

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