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首页> 外文期刊>Journal of occupational health psychology >Different Types of Employee Well-Being Across Time and Their Relationships With Job Crafting
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Different Types of Employee Well-Being Across Time and Their Relationships With Job Crafting

机译：不同类型的员工幸福在时间和他们与工作制作的关系

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We used and integrated the circumplex model of affect (Russell, 1980) and the conservation of resources theory (Hobfoll, 1998) to hypothesize how various types of employee well-being, which can be differentiated on theoretical grounds (i.e., work engagement, job satisfaction, burnout, and workaholism), may differently predict various job crafting behaviors (i.e., increasing structural and social resources and challenging demands, and decreasing hindering demands) and each other over time. At Time 1, we measured employee well-being, and 4 years later at Time 2, job crafting and well-being, using a large sample of Finnish dentists (N = 1,877). The results of structural equation modeling showed that (a) work engagement positively predicted both types of increasing resources and challenging demands and negatively predicted decreasing hindering demands; (b) workaholism positively predicted increasing structural resources and challenging demands; (c) burnout positively predicted decreasing hindering demands and negatively predicted increasing structural resources, whereas (d) job satisfaction did not relate to job crafting over time; and (e) work engagement positively influenced job satisfaction and negatively influenced burnout, whereas (f) workaholism predicted burnout after controlling for baseline levels. Thus, work engagement was a stronger predictor of future job crafting and other types of employee well-being than job satisfaction. Although workaholism was positively associated with job crafting, it also predicted burnout. We conclude that the relationship between job crafting and employee well-being may be more complex than assumed, because the way in which employees will craft their jobs in the future seems to depend on how they currently feel.
机译：我们使用并综合了影响的影响力（Russell，1980）和资源理论（Hobfoll，1998）的保护，假设各种类型的员工福祉，这可以在理论场上区分（即工作参与，工作满意度，倦怠和工作狂）可能不同地预测各种作业制作行为（即，增加结构和社会资源以及挑战性要求，以及减少障碍需求）随着时间的推移。在时间1，我们衡量了员工福祉，4年后的时间为2，工作制作和福祉，使用大型芬兰牙医（n = 1,877）。结构方程模型的结果表明（a）工作接合正肯定地预测了两种类型的资源和具有挑战性的需求，并对妨碍需求进行了负面预测; （b）工作狂积极预测增加结构资源和具有挑战性的需求; （c）倦怠持续预测降低障碍需求和负面预测的结构资源，而（d）工作满意度与作业制作随着时间的推移而无关; （e）工作参与积极影响工作满意度和负面影响的倦怠，而（f）在控制基线水平后的工作狂预测倦怠。因此，工作参与是未来的工作制作和其他类型的员工的更强大的预测因素，而不是工作满意度。虽然工作狂与工作制作有关，但它也会预测倦怠。我们得出结论，作业制作和员工之间的关系可能比假设更复杂，因为员工将来会削减工作的方式似乎取决于他们目前的感受。

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