Abstract
In the present study, the demands-control-support model has served as the basis for the assessment of occupational strain. This model has been used as a predictor of health problems. It has also been associated with organizational outcomes and behaviors. The purpose of this study is to relate job demands and resources with job satisfaction and intention to quit the union. We intend to test a multiple mediation model with psychological empowerment and union commitment as mediator variables. The investigation was carried out with 953 delegates of a Spanish trade union (healthcare professionals). We collected 401 questionnaires. Multiple mediation analyses were performed with bootstrapping techniques using the SPSS PROCESS macro. The results underlined the effects of multiple mediation of empowerment and commitment in the relation between resources and job satisfaction. This mediation was also observed in the relation between resources and intention to quit. The lack of relation between demands and satisfaction or intention to quit is of interest. In the presence of adequate resources, delegates are empowered and committed to their union, which leads to lower dissatisfaction and lower rates of quitting. This study advises organizations to give greater importance to motivational and attitudinal factors to attenuate occupational strain.
Highlights
Healthcare professionals are an important focus of interest for research centered on the assessment of occupational strain [1] and the characteristics of the working environment, such as job demands and work resources [2,3,4]
We highlight the effects of multiple mediation exerted by psychological empowerment and union commitment in the relation between work resources and job satisfaction
These mediation effects are linked to the absence of a direct relation between work resources and job satisfaction or intention to quit
Summary
Healthcare professionals are an important focus of interest for research centered on the assessment of occupational strain (a combination between high psychologic demands of an occupation and low decision latitude) [1] and the characteristics of the working environment, such as job demands and work resources [2,3,4]. Only a small amount of studies focus on the working characteristics of trade union delegates. The conflicts inherent to their union work, the variety of the tasks they perform, and the growing problems in the work centers generate high job demands in delegates. As a result, they suffer a work overload in their role [5]. Most of them have little knowledge or training in collective negotiations or labor topics. They do not belong to professions related to labor law. Competence and control are necessary [6]
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