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工作要求與工作控制的交互作用對倦怠與學習努力之影響：公平知覺之干擾角色
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The Interactive Effects of Job Demand and Job Control on Burnout
and Learning Efforts: The Moderating Role of Fairness Perception
1. Purpose of Research
Karasek (1979) Job Demand-Control model (JDC model) suggests that higher job
control or decision latitude will reduce the strain and enhance the learning of an employee
suffering high job demands. Though many studies have examined the JDC model, the
findings about the effects of job demand and job control on burnout and learning were quite
inconsistent (e.g., De Jonge, 1995; Landsbergis, 1988; Ouweneel et al., 2009; Taris and Feij,
2004). To address the issue, previous studies have introduced some moderators to conduct a
three-way interaction with job demand and job control. For example, suggested moderators
may include personal traits, such as active coping (De Rijk et al., 1998), self-monitoring
(Lin, 2006), and self-determination (Parker et al., 2010), and job environment factors such as
social support (Lin, 2005; Van Yperen and Hagedoorn, 2003). In addition, Lin and Miao
(2004) summarized some arguments on methodological issues in examining the JDC model
in previous studies and found that modifying some methodological drawbacks can improve
the consistency of results. Thus, the purposes of this study are (1) to introduce a potential job
environment factor of fairness perception as a moderator to examine the effects of three-way
interaction between job demands, job controls, and fairness perception on burnout and
learning effort; (2) to improve the methods more comprehensively by examining the
hypotheses using the modified methods described by Lin and Miao (2004). Accordingly, we
constructed the following hypotheses:
Hypothesis 1a: For an employee with a higher level of fairness perception, method
autonomy (criteria autonomy) buffers the positive effect of time pressure
(work overload) on burnout.
Hypothesis 1b: For an employee with a lower level of fairness perception, method
autonomy (criteria autonomy) enhances the positive effect of time
pressure (work overload) on burnout.
Hypothesis 2a: For an employee with a higher level of fairness perception, method
autonomy (criteria autonomy) buffers the negative effect of time
pressure (work overload) on learning effort.
Shao-Lung Lin
, Professor, Department of International Trade, Chinese Culture University
Bin-Tsann Yang
, Associate Professor, Department of Textiles & Clothing, Fu Jen Catholic University
Shao-Kang Lo
, Associate Professor, Department of International Trade, Chinese Culture University