基于JDC、自我效能感与工作绩效的工作压力扩展模型

工作压力的产生与形成,不仅取决于工作要求与控制的交互作用,个体的自我效能感也将通过影响工作控制与工作要求的匹配程度而导致个体不同程度的压力;同时,自我效能感又是预测个体工作绩效的重要变量。因此,传统的JDC模型应充分考虑个体自我效能感。对于组织而言,可采取个体压力认知重建、压力应对技能培训、工作丰富化、个体参与管理等措施来改变个体自我效能感水平,继而有效降低个体压力并提高组织绩效。

The Extended Job Stress Model on the Base of JDC,Self-efficacy & Job Performance

The origin and formation of job stress depends not only on the interaction between job requirements and control,but also on individual self-efficacy. On one hand,individual self-efficacy effects job control and then changes the match degree of job control and requirements that will lead to different degree of individual job stress.On the other hand,self-efficacy is the important variable predicting individual performance.Thus,traditional JDC model should consider self-efficacy variable.In order to reduce individual job stress and improve organizational performance,organizations can take the following measures to change the level of individual self-efficacy： individual cognitive restructuring,coping skills training,job enrichment,individual participation in management and so on.