Working pressure in the job control mechanism of the mediation - Based on the Karasek model

Paper Keywords: job requirements job control job satisfaction, job stress
Abstract: Job stress has become a theory of organizational behavior and human resource management practices of the hot topics. How not to reduce X-condition for the requirements more effectively alleviate the pressure on staff to improve their job satisfaction is the main issues of concern to this article. study the application of hierarchical regression on the data obtained valid questionnaires for analysis, inspection of the job requirements, job control, work pressure to 7L. x-job satisfaction Effects, draw relevant conclusions, and on this basis, given the organizational stress management.

The face of external competition, the organization continuously improve its staff require conversion to the internal pressure of competition, the staff work overload caused widespread phenomenon of job stress, cause great harm to their body and mind, while giving organizations negative performance impact, raises the pressure of work in modern society's attention. This paper aims to clarify the mechanism of job stress, Research work requirements without compromising the condition, how to effectively alleviate the pressure on staff, improve their job satisfaction.

1 Review
Domestic, work stress Research mainly involves three aspects, first, to work under pressure as the independent variable, job stress studies on the efficiency and impact of organizational management, validation inverted U-model Chuanchuan. Second, the pressure of work and the structure of the source "3]. Third, the application of pressure and try to establish a working model of r'][']. abroad on work stress has a more comprehensive understanding of the problem, and more from the perspective of the dynamic expansion of , have produced some work stress theoretical ideas and models. one of the more influential are: Individual - Environmental matching theory, cognitive evaluation model based on interaction theory, the job demands - control model [6]. This extended Karasek's ideas ('), focusing on job design and organizational management and stressors related variables, empirical Research, testing and analysis of job control, work pressure regulation in effect, to the pressure on the management practices of the organization to provide useful guidance.

2 hypothesis
2.1 job demands, job control of the role of a working pressure
Laraivs think that pressure is the interaction between individuals and the result of environmental stimuli, is a negative physiological, psychological and behavioral reactions. In the organizational environment, the massive, complex and urgent work requirements so that employees fall into a kind of inevitable physically and mentally fatigued state, is the main (as the pressure source.

Accordingly, the first assumption of this article:
Hypothesis 1: Work requires organizational members tend to increase the work pressure
Work pressure of staff is to organize the work demands and work environment, two factors control the outcome of interaction. These two variables represent organizational behavior motivator of employees (job requirements) and constraints (job control). Work requirements stimulate tissue the morale of the members, the potential psychological energy to wake up, and job control is the organization to take action to give its members permission to release this potential and freedom of Sichuan. Therefore, when staff are facing high work requirements, in addition to the appropriate authority to deal with the affairs, this is the psychological state of excitation can be effectively alleviated work pressure felt on the weak. Conversely, when staff are facing high work requirements, while the lack of appropriate permissions, the lack of the means to ease the pressure, the feel working pressure is strong.

Accordingly, this study's second hypothesis:
Assumption 2: the work demands and job control on the relationship between job stress have a significant regulatory role
2.2 job demands, job control on the role of job satisfaction
And the negative consequences of job requirements - working pressure - corresponds to the same job satisfaction of organizational behavior by many concerns. Agho et al study found that organizational environment and working conditions are in many aspects of the determinants of job satisfaction ( 8). tired of re-pressing work requirements so that members continue to experience physically and mentally fatigued state, resulting in a negative work evaluation and dissatisfaction.


Accordingly, the third assumption of this article:
Hypothesis 3: Work requires organizational members tend to reduce job satisfaction, job satisfaction, work demands and job control by the interaction, when the job requirements increase, along with increased job control members will not only reduce the work pressure can also increase intrinsic work incentives, to experience the fun and the completion of the work itself the task of the sense of accomplishment, satisfaction. Conversely, when members faced with high work requirements, but lack the appropriate permissions to arrangements for dealing with the affairs, they can not effectively commence work lack of experience of intrinsic motivation, job satisfaction decreased.

Accordingly, the fourth hypothesis of this study:
Hypothesis 4: Work demands and job control on the relationship between job satisfaction have a significant regulatory role
3 Research Methods
3.1 Sample and procedures
This Research was conducted in Xi'an] .1 a family member Medical institutions (as a sample. As Vredenburgh and Trinkau, has pointed out [,): Medical group is a particularly appropriate in the working pressure of the sample. Medical personnel have to face colors patients, paying meticulous, patient and high intensity of labor, Medical groups, there are a lot of work stress phenomenon. Hospital as a typical matrix organization, job design, management control and so has a notable feature; under the different units and different sections of the employees in the job demands, job control has a significant difference.

Data collection procedures, the researchers communicate with relevant person in charge, introduced the main contents of the questionnaire to clarify the purpose of academic research, and anonymous way to fill out to obtain support; questionnaires and stressed that "regardless of right or wrong answer," "personal independence complete the questionnaire "; researchers view the questionnaires filled out completely, questionnaires and gifts. In this study, a total of 400 questionnaires were returned 398 response rate was 99.5%. undergo a rigorous screening, excluding 41 invalid questionnaires, and conducted analysis of variance. The results show that people with valid questionnaires completed questionnaires in age, work experience, marriage, children, education, job, job _L no significant difference in the project. sample information shown in Table 1:


3.2 Measurement
(1) scale. In this study the published in international journals on the top management job stress, job satisfaction, job demands, job control scale ('") t"), these scales reported in previous studies Cronbach coefficient of 0.87 that one 0. 90. in accordance with the recommendations of Brislin (o}, the researchers carried out these two-way translation of the English scale. On this basis, issuing a test of the questionnaire, reference testing of the questionnaire The complete results of the questionnaire was revised to form the final scale used in this study. shown in Table 2, the scale of this study, Cronbach coefficients were higher than the usual critical value 0.7, indicating a more good reliability and convergent validity.


(2) interaction terms. In order to verify the job requirements of binary interaction x job control on job stress, job satisfaction of effects, according to the recommendations of Aiken and West (";, the variables are a" set in the mean "treatment. This change will not affect the relationship between variables, and to avoid severe multicollinearity problems, the more effective effects of interaction terms.

(3) control variables. In order to focus on work-related effects from the impact of variables, this study chose the following control variables: select age, the impact of marriage on behalf of social effects; choose income as the economic control variables; selection duties on behalf of organizational power impact effect; selected titles as education and training, work experience of the control variable. It should be noted that the economic reforms in China had a tremendous impact, making personal income showed remarkable differences in the income gap will lead to sense of high pressure ['4 fly, in order to avoid this effect, in the corresponding questionnaire items added to control the income differences between different pressures. Foreign-related research often choose academic or years of education as a control variables, but taking into account both of the Evaluation of Professional qualifications and work experience required, this study chose the title as a comprehensive control variables, 4 Data Analysis
4.1 common method bias problem
Karasek and others, this continuation of data collection, using standardized scales to measure key variables, common method bias may be involved in issues of research validity. Therefore, the Harman single factor test to ensure that the data collection methods did not lead to common method bias problems.

By Podsakoff and Orga.'s Point of view ("), if all the items on the questionnaire, factor analysis, only to extract a factor, or there is a factor to explain most of the variance, there may be common method bias problem. As shown in Table 3 shows, on all 25 items in the factor analysis, based on the standard eigenvalue greater than 1, 6 factors were extracted, and the first factor only explained 25.831% of the variance, so the common side of a law bias problem does not appear.



4.1 Regression analysis results - work stress
working pressure in the dependent variable for the regression analysis, control variables explained the variance of work stress 8. 7% (p <0. 001). Including age, income, job title of the job stress have a significant impact.

To test Hypothesis 1, hierarchical regression in the second step to release the independent variables job demands, job control. As predicted by Hypothesis 1, job demands and job stress have a significant correlation between the job requirements of the coefficient of 0. 608 (p < 0.001), tend to increase pressure on members of the work, and the explanatory power of the regression equation increased significantly. This is a great extent to support the hypothesis

Links to Free Download Center http://www.hi138.com paper return in the level of the third step, the model added dual pay item 1: for X job control requirements, the explanatory power of the equation of a significant increase in J_JlJ1.1 % (P <0.05). Among them, the binary interaction terms: [: as required for control of the coefficient �� A 0.278 (p <0.05). In the regression model coefficient in the job requirements "+" , coefficient of binary cross-term "one", I spit for the requirements of factor interaction coefficient is greater than the absolute value of the absolute value, which means that, job control, job requirements and job stress on the relationship between the adjustment, _r for control Town caused by work requirements in order to ease the work pressure.

Shown in Figure 1, when job control is high, the work requires members to increase the effect of work stress is weak, as the control is low, the work requires members to increase the effect of work pressure is strong. Regression results support the hypothesis 2 .


4.2 Regression analysis results - job satisfaction
In the dependent variable for the regression analysis of job satisfaction, the control variables explained the variance of job satisfaction, 8.3% (P <0.001). Including age, income, job title and job satisfaction have a significant impact.


To test Hypothesis 3, hierarchical regression step to release the independent variables job demands, job control. In the regression equation, the coefficient of job requirements for a 0. 344 (p <0. 001), and increased the explanatory power of the regression equation . regression results strongly support the hypothesis 3
The third step in a hierarchical regression model of binary interaction in the addition of the job requirements x job control, the equation significantly increased the explanatory power of 2. 4% (p <0.01). Among them, the binary interaction task requires work x control coefficient is 0. 414 (p <0.01). In the regression model, I asked the coefficient for "one", binary interaction terms of the coefficient "+", and the. work requires interaction coefficient is less than the absolute value of coefficient absolute value, which means that for the control _ Jen work the second for the job requirements and the relationship between satisfaction with the adjustment, _ the level of job control job requirements can be changed under the same feelings of staff job satisfaction.

Shown in Figure 2, when job control is high, job requirements tend to increase job satisfaction, organizational members, when job control is low, job requirements tend to reduce job satisfaction of organizational members. Regression results strongly support - ��hypothesis 4.


s conclusions and recommendations
The study concluded s. r
Based on the above data analysis, the paper's main conclusions are:
First, the job requirements is to produce a major reason for job stress. Job control and job requirements to work on the relationship between stress play a regulatory role, is an important means to ease the work pressure.

Second, the large, complex and urgent tasks of the organization members to lower job satisfaction. The face of high work requirements, improve internal controls to improve employee motivation and effective management measures.

Third, the combination of these two points, high job demand, high job control organization can form a positive working environment so that employees can work to face challenges, improve work efficiency.

Fourth, the study also found that daily work in the management of the grassroots people tend to report high work stress and low job satisfaction; in our current economic environment, the personal financial income and job stress and job satisfaction degrees have a greater impact.

This paper uses cross-sectional data and self-reported data, there are certain methods in the study limitations and shortcomings.

s. 2 recommendations stress management
Combination of research findings, this paper puts forward proposals stress management organization: the organizational restructuring and job redesign, identify and eliminate unnecessary work and process areas, to avoid overload _L as to reduce unnecessary stressors. To provide a more meaningful tasks, more autonomy given to members. In the work of the time, the rhythm method and procedures give employees the choice of more freedom. conditional to the implementation of flexible work organization, allowing employees at a specific time free to decide within the working hours segment. increase employee participation, provide more opportunities for participation in decision-making, in particular, have important influence in their decision-making, encourage employees to use job control to better cope with work pressure, the inner experience of the work itself incentives.

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