According to research by the outcome of the studies submitted to go out, the latest WDQ appears to offer a broad and you will full way of measuring works properties, used of the scholars and you will practitioners alike either so you can perform preliminary research with the character of really works or even build and renovate services from inside the groups [2, 39]. Considering the significant change found in the sort regarding both work and jobs in the last twenty years , with end up being ever more cognitively, relationally and you may mentally created, implementing a complete raft of the latest attributes, need and you can competences , the brand new WDQ may deliver the best approach into analysis of one’s work properties experienced because of the the current experts.
We used the modified Foreign language version of Morgeson’s and you may Humphrey’s Performs Construction Questionnaire (WDQ) to measure activity, studies, social and you can contextual qualities. The dimensions consisted of 77 issues distributed into the five subscales: task (twenty four situations), training (19 affairs), societal (18 facts) and you can contextual (13 products). Examples goods are: “The task will bring myself that have extreme flexibility for making decisions” (task features); “The task need us to display screen a lot of information” (education qualities); “Work items are greatly affected by the job off almost every other people” (social functions); “Much time had to find out the products used hands on” (perspective qualities).
Brand new questionnaire shown higher reliability opinions. Activity qualities got an effective Cronbach alpha away from ? = .96. Studies properties got an effective Cronbach leader regarding ? = .93. Personal functions had a Cronbach alpha out-of ? = .ninety-five and Perspective attributes had good Cronbach leader of ? = .93.
Work-associated requires and you may desire.
I made use of the Motivational Attribute Survey (MTQ-Short setting) [54, 59]. The questionnaire includes forty-eight points measuring three proportions, specifically Individual expertise (sixteen factors), aggressive perfection (thirteen activities) and desire nervousness (19 things). The brand new reaction level ranged from (“Very not the case away from me personally”) in order to 6 (“Very true out of myself”). Example products are: “Whenever i become in search of a job, We attempt to see as frequently about it when i can also be” (personal expertise); “It simply upsets me an individual do one thing a lot better than I do” (aggressive perfection); and “When concentrating on important opportunities, I have concerned that i could make a blunder” (determination anxiety).
The fresh questionnaire exhibited large accuracy opinions in both age range. Personal mastery got a good Cronbach leader out-of ? = .89petitive excellence got a great Cronbach leader out-of ? = .88. Motivation nervousness had good Cronbach alpha out of ? = .90.
Psychological works function.
The analysis utilized the Functions Function Index to measure works element. A great mono-product level is actually acquired to assess seen functions function than the brand new psychological task requires. The thing was: “Think that your projects ability at its ideal features a regard out-of 10 points. Just how high do you really evaluate your overall work feature with regard towards emotional stuff of the work?” The 5-part effect level varied off “very poor” in order to “pretty good”.
Jobs flexibility objectives.
I made use of the work freedom items (“I could continue working of the altering job variety of, in the event I can already retire”) on Old age Intentions Level . Participants was indeed requested in order to think about the future and also to county their standard of arrangement or argument into good four-point level (where step one suggest “totally disagree” and you will 5 “totally agree”).
Analytical investigation
The hypothesized relationships were assessed using the PROCESS macro for SPSS with Model 5, which estimates the indirect effect of X (Job characteristics) on Y (Psychological Work Ability/Job mobility Intentions) through the mediator M (Motivational Orientations), with a moderating role played by W (Age) in the X > Y (Job characteristics > Psychological Work Ability/Job mobility Intentions) relationship. The moderated hypothesis is supported when the direct process varies at different values assumed by the moderating variable . This procedure was based on 5000 bootstrap re-samples and estimates of the direct effect and associated confidence intervals conditional on specific levels of the moderator (Mean and +/- 1 SD from Mean). When zero is not included in the 95% bias-corrected confidence interval, it eter is significantly different from zero at p < .05.
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