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首页> 外文期刊>Journal of Applied Psychology >Motivating Job Characteristics and Happiness at Work: A Multilevel Perspective
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Motivating Job Characteristics and Happiness at Work: A Multilevel Perspective

机译：促进工作的特色和幸福：多级观点

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摘要

Employees may react differently to the perceived availability of motivating job characteristics during work activities, depending on the degree to which such motivating job characteristics are also present at the job level and individual differences. This study expands Job Characteristics Theory (JCT) by using a multilevel approach to predict how variations in motivating job characteristics relate to employee happiness during daily work activities. Based on adaptation level theory and the affective-reactivity hypothesis, we predicted that the positive relationship between perceived motivating job characteristics and happiness during work activities is moderated by motivating job characteristics at the job level and individual differences in trait positive affect. A sample of 68 employees filled out a general survey and reported on their job characteristics and happiness during 741 work activities using a day reconstruction method across five working days. In line with adaptation level theory, multilevel results confirmed that the perceived availability of motivating job characteristics during work activities relates positively to happiness during that same work activity, but only when similar motivating job characteristics at the job level are low. In addition, trait positive affect further moderated this cross-level interaction. In line with the affective-reactivity hypothesis, the 3-way interaction effect showed that for employees who are high in positive affect, the perceived availability of motivating job characteristics related positively to happiness during specific work activities, regardless of whether similar motivating job characteristics at the job level were high or low. We discuss how these findings add important temporal dynamics to JCT.
机译：员工可能会在工作活动中对激励性工作特征的感知可用性做出不同的反应，这取决于这种激励性工作特征在工作层面上的表现程度和个体差异。本研究扩展了工作特征理论（JCT），通过使用多层次方法预测激励工作特征的变化如何与日常工作活动中的员工幸福感相关。基于适应水平理论和情感反应性假说，我们预测，工作层面上的激励性工作特征和特质积极情感的个体差异会调节感知的激励性工作特征与工作活动中幸福感之间的正相关关系。一个由68名员工组成的样本填写了一份总体调查，并报告了他们在741项工作活动中的工作特征和幸福感，使用了五个工作日的日重建方法。根据适应水平理论，多层次研究结果证实，在工作活动中，激励性工作特征的感知可用性与同一工作活动中的幸福感呈正相关，但只有在工作水平上类似的激励性工作特征较低的情况下。此外，特质积极影响进一步调节了这种跨水平的互动。根据情感反应性假说，三方互动效应表明，对于积极情绪较高的员工，在特定的工作活动中，无论类似的激励工作特征在工作水平上是高还是低，激励工作特征的感知可用性都与幸福感正相关。我们将讨论这些发现如何为JCT增加重要的时间动态。

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