In line with the outcome of the studies submitted to big date, this new WDQ seems to render a general and complete measure of work qualities, which you can use by the students and practitioners exactly the same sometimes to conduct research on characteristics out of performs or perhaps to structure and you will renovate services in the teams [dos, 39]. Considering the revolutionary alter observed in the kind out of both tasks and you can work over the past two decades , which have getting more and more cognitively, relationally and psychologically depending, following an entire raft of brand new features, means and you will competences , the latest WDQ might deliver the ultimate way towards research of your own work functions experienced from the the present pros.
We utilized the modified Language version of Morgeson’s and Humphrey’s Really works Design Questionnaire (WDQ) to measure activity, degree, public and you may contextual functions. The dimensions consisted of 77 issues marketed from inside the five subscales: task (twenty four affairs), degree (19 affairs), social (18 points) and you may contextual (13 facts). Examples products are: “The task provides myself that have extreme independency for making behavior” (task functions); “The job requires me to monitor a lot of suggestions” (studies features); “Work circumstances is actually significantly affected by the work regarding other people” (social attributes); “Long must find out the products used on the job” (context qualities).
The latest questionnaire shown highest accuracy beliefs. Activity attributes got an effective Cronbach leader regarding ? = .96. Degree qualities got an excellent Cronbach leader away from ? = .93. Social attributes had a good Cronbach alpha from ? = .ninety five and you may Context qualities had good Cronbach leader regarding ? = .93.
Work-associated requires and desire.
We utilized the Inspirational Attribute Questionnaire (MTQ-Short means) [54, 59]. The new questionnaire comes with 48 situations measuring around three proportions, particularly Personal expertise (sixteen facts), aggressive perfection (thirteen situations) and you may determination anxiety (19 points). The impulse scale ranged from 1 (“Most incorrect out-of myself”) so you’re able to 6 (“Very true from me personally”). Analogy items are: “Whenever i getting interested in a job, We try to discover as often about any of it while i is also” (private mastery); “It upsets me personally an individual really does one thing better than I do” (aggressive brilliance); and “When working on essential jobs, I get concerned that i could make an error” (desire stress).
The new questionnaire displayed highest precision opinions both in age range. Personal mastery got an effective Cronbach leader regarding ? = .89petitive excellence got an excellent Cronbach leader from ? = .88. Desire nervousness got an effective Cronbach alpha of ? = .ninety.
Emotional works ability.
The study used the Performs Ability Index determine functions element. An effective mono-items measure was received to evaluate recognized work feature than the the newest emotional activity needs. The item is actually: “Believe that work function from the their greatest keeps a value away from ten situations. How higher are you willing to evaluate your overall works feature in regards into mental posts of one’s performs?” The five-section response size varied out of “sub-standard” so you can “very good”.
Job flexibility motives.
We used the employment versatility product (“I could carry on doing work by the changing occupations form of, even in the event I will already retire”) in the Retirement Purposes Measure . Members have been requested so you’re able to think about tomorrow and also to county their standard of arrangement otherwise disagreement towards the a good five-point scale (where step one mean “totally differ” and you may 5 “entirely agree”).
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.