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Work-Related Self-Efficacy as a Moderator of the Impact of a Worksite Stress Management Training Intervention: Intrinsic Work Motivation as a Higher Order Condition of Effect

机译：与工作相关的自我效能感作为对工作场所压力管理培训干预的影响的调节者：内在的工作动机是影响效果的高级条件

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摘要

Employees with low levels of work-related self-efficacy may stand to benefit more from a worksite stress management training (SMT) intervention. However, this low work-related self-efficacy/enhanced SMT benefits effect may be conditional on employees also having high levels of intrinsic work motivation. In the present study, we examined this proposition by testing three-way, or higher order, interaction effects. One hundred and fifty-three U.K. government employees were randomly assigned to a SMT intervention group (n = 68), or to a waiting list control group (n = 85). The SMT group received three half-day training sessions spread over two and a half months. Findings indicated that there were significant overall reductions in psychological strain, emotional exhaustion and depersonalization in the SMT group, in comparison to the control group. Furthermore, there were significant higher order Group (SMT vs. control) × Time 1 Work-Related Self-Efficacy × Time 1 Intrinsic Work Motivation interactions, such that reductions in emotional exhaustion and depersonalization at certain time points were experienced only by those who had low baseline levels of work-related self-efficacy and high baseline levels of intrinsic work motivation. Implications for work-related self-efficacy theory and research and SMT research and practice are discussed.
机译：与工作相关的自我效能水平低的员工可能会从现场压力管理培训（SMT）干预中受益更多。但是，这种低工作相关的自我效能感/增强的SMT福利效应可能以员工也具有较高的内在工作动机为条件。在本研究中，我们通过测试三向或更高阶的交互作用来检验这一命题。 153名英国政府雇员被随机分配到SMT干预组（n = 68）或等候名单对照组（n = 85）。 SMT小组接受了三个半天的培训，培训时间长达两个半月。研究结果表明，与对照组相比，SMT组的心理压力，情绪疲惫和人格解体显着降低。此外，还有显着的高阶组（SMT与对照）×与工作相关的时间1自我效能×与工作时间1的内在动机互动，因此只有在那些时间，那些经历过的人才能减少情绪疲惫和人格解体与工作相关的自我效能感的基线水平较低，而与工作相关的内在动机的基线水平较高。讨论了与工作相关的自我效能感理论和研究以及SMT研究和实践的意义。

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