According to research by the results of the studies published to time, this new WDQ appears to render an over-all and you will comprehensive way of measuring works characteristics, used from the scholars and you will therapists the exact same possibly in order to conduct preliminary research with the nature away from functions or even build and you can redesign services in groups [2, 39]. Given the significant changes present in the sort regarding each other tasks and you may jobs in the last twenty years , with getting ever more cognitively, relationally and you can psychologically based, implementing a whole raft of the latest properties, need and you may competences , the newest WDQ may well supply the best approach for the study of your own functions characteristics knowledgeable from the the current specialists.
We utilized the adjusted Spanish brand of Morgeson’s and Humphrey’s Performs Build Survey (WDQ) determine task, degree, social and contextual attributes. The size contained 77 items distributed from inside the five subscales: activity (24 circumstances), degree (19 things), social (18 issues) and you may contextual (thirteen situations). Examples goods are: “The work brings me having tall self-reliance for making choices” (task functions); “The task requires us to screen a lot of advice” (training attributes); “Work items was greatly affected by the task regarding almost every other people” (personal characteristics); “Enough time had to learn the gadgets made use of hands on” (framework functions).
The latest questionnaire shown highest accuracy philosophy. Task qualities had an effective Cronbach leader out of ? = .96. Degree features had an excellent Cronbach leader out-of ? = .93. Public characteristics got an effective Cronbach leader regarding ? = .92 and you may Perspective services had an excellent Cronbach leader of ? = .93.
Work-associated wants and you may motivation.
I used the Motivational Feature Questionnaire (MTQ-Short function) [54, 59]. The new survey is sold with 48 factors computing three size, specifically Individual mastery (16 affairs), competitive excellence (13 factors) and you may inspiration anxiety (19 situations). The brand new effect size ranged from a single (“Really false out-of me personally”) to 6 (“Best shown of myself”). Analogy items are: “Whenever i become interested in a job, I just be sure to see as much about any of it whenever i can” (personal expertise); “It upsets me personally an individual really does one thing a lot better than I do” (competitive excellence); and “Whenever doing crucial opportunities, I get alarmed that i could make an error” (inspiration anxiety).
New questionnaire showed highest precision values both in age range. Individual expertise got an effective Cronbach alpha regarding ? = .89petitive brilliance got a great Cronbach leader out-of ? = .88. Determination anxiety had good Cronbach leader regarding ? = .90.
Mental performs ability.
The study made use of the Work Ability Index to measure work ability. Good mono-product size are obtained to assess thought works feature than the the brand new psychological activity demands. The object try: “Think that your work element at the better have a regard regarding ten issues. Just how high are you willing to determine your present functions element in regards on emotional stuff of one’s works?” The 5-point effect level varied away from “very poor” so you’re able to “pretty good”.
Occupations flexibility intentions.
We made use of the employment versatility goods (“I will continue on performing of the switching occupations type of, even though I’m able to already retire”) regarding the Advancing years Motives Scale . Members was indeed requested so you can think on the long run also to condition their degree of arrangement or conflict toward an effective five-point size (where step 1 indicate “entirely disagree” and you can 5 “entirely agree”).
Mathematical studies
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.