Abstract:
This thesis explores the direct and indirect influences of psychosocial job characteristics on employee psychological well-being. The interactive propositions of the job demands-control-support model (Karasek, 1979; Karasek & Theorell, 1990) were investigated using multiple indicators of the demands and control constructs. Two longitudinal studies were conducted with a nation-wide sample of employees from a public sector organisation (N = 352) and a sample of dentists (N = 282).
Job characteristics and individual factors contributed to the explanation of job satisfaction, job-related anxiety and depression, and context-free well-being. A pattern of differential associations between individual and job factors and employee well-being was observed. Specifically, perceptions of control and workplace support were directly associated with job satisfaction. Negative work events and individual disposition were directly associated with affective well-being in public sector employees, whilst positive work events and individual disposition predicted affective well-being in dentists. Indirect effects were also explored. The results indicated that work perceptions mediated the relationship between individual disposition and job satisfaction. Additionally, negative work experiences mediated the relationship between control and support in the prediction of affective well-being.
Latent variable moderation failed to demonstrate consistent support for the interactive predictions of the job demands-control-support model. Multiple indicators of the demands and control constructs were used, and curvilinear relationships were determined prior to conducting the moderated analysis.
Longitudinal latent variable modelling revealed workplace support and control were predictive of job satisfaction over time. Additionally, job satisfaction and support shared a reciprocal relationship. Individual disposition predicted affective well-being over time.
The present study questions the benefit of the interactive propositions of the job demands-control-support model over an additive effects model of the job characteristics. The implication for strain-reducing interventions is that increased worker control and improved workplace support have beneficial effects on employee well-being, however, these aspects do not offset the negative effect of job demands on employee psychological health.
