The newest reaction measure ranged from a single (“Entirely disagree”) in order to 5 (“Completely consent”)

According to research by the consequence of the studies submitted to date, the newest WDQ seems to give a broad and you may complete way of measuring really works characteristics, which can be used because of the scholars and you will therapists exactly the same both to carry out basic research into nature off really works or to structure and remodel perform from inside the teams [2, 39]. Considering the radical transform noticed in the nature regarding both work and you will perform in the last 2 decades , that have be increasingly cognitively, relationally and psychologically depending, adopting an entire raft of brand new characteristics, means and competences , this new WDQ might deliver the best approach toward data of the works properties knowledgeable from the the present pros.

We made use of the adjusted Language type of Morgeson’s and you may Humphrey’s Work Build Survey (WDQ) determine task, training, personal and contextual properties. The size and style contained 77 activities marketed inside four subscales: activity (24 affairs), training (19 situations), societal (18 things) and you can contextual (13 things). Advice items are: “The task provides me which have significant flexibility in making choices” (task features); “The work requires me to display a great deal of information” (training properties); “The job things are considerably impacted by work out-of most other people” (societal functions); “Much time must find out the products utilized on the job” (framework properties).

New questionnaire presented high precision viewpoints. Task features had good Cronbach leader out-of ? = .96. Knowledge characteristics got a great Cronbach leader off ? = .93. Personal attributes had an excellent Cronbach alpha from ? = .92 and you may Context features had an effective Cronbach leader regarding ? = .93.

Work-related requirements and motivation.

I utilized the Motivational Characteristic Survey (MTQ-Quick form) [54, 59]. The newest questionnaire has 48 situations measuring around three proportions, specifically Individual expertise (16 factors), aggressive excellence (thirteen activities) and you may desire anxiety (19 items). Brand new reaction level ranged from just one (“Extremely false out-of me”) so you can six (“Best shown off me”). Analogy items are: “Once i become looking for a task, I try to know as often regarding it as i is” (private mastery); “It simply upsets me an individual do one thing much better than We do” (aggressive excellence); and “When implementing essential tasks, I have concerned that i makes an error” (inspiration stress).

The new questionnaire showed large accuracy opinions in both a long time. Individual mastery had a great Cronbach leader regarding ? = .89petitive brilliance had a beneficial Cronbach alpha regarding ? = .88. Inspiration nervousness had good Cronbach leader of ? = .90.

Mental functions feature.

The study utilized the Performs Function List to measure works ability. An excellent mono-item size are received to evaluate identified really works function than the the latest psychological task means. The item are: “Believe that your projects element from the its best has actually a respect off 10 facts. Exactly how large do you really assess your really works feature in regards on emotional blogs of one’s functions?” The five-part reaction scale ranged out-of “less than perfect” to help you “pretty good”.

Employment freedom intentions.

We utilized the business flexibility item (“I’m able to keep on operating because of the modifying job types of, even when I can currently retire”) on Old age Motives Measure . Professionals had been asked so you can think about tomorrow in order to county their amount of agreement or argument for the a beneficial four-section measure (where step one imply “totally differ” and you can 5 “totally consent”).

Mathematical data

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.