Dataset.

Theory and practice in occupational health psychology have hitherto mostly assumed that how job characteristics relate to occupational well-being is similar across levels of analysis, yet this remains empirically underexplored. We tested this implicit “assumption of homology” using the Demand-Control Model as our starting point. We analyzed three-level data from 12,658 employees in 1,116 work units from 243 organizations in the Netherlands. Results indicate that for job demands and participation homology of relationships is mostly confirmed, but not for skill variety and job autonomy. In addition, we generally did not find relationships becoming stronger from the individual to the departmental to the organizational level. Future theory needs to conceptualize better how individual and aggregate-level effects of skill variety/autonomy combine and interact in influencing occupational well-being. For these job characteristics we need multi-level theorizing. For practice, our results point towards caution in using individual survey scores on skill variety/autonomy for the purpose of risk monitoring and proposing follow-up policy/interventions at aggregate levels such as departments and organizations.职业健康心理学（occupational health psychology）领域的理论与实践迄今大多预设，工作特征与职业幸福感（occupational well-being）的关联在不同分析层级上具有一致性，但这一预设尚未得到充分的实证探索。我们以工作要求-控制模型（Demand-Control Model）为理论起点，对这一隐含的“同源性假设”开展了实证检验。本研究分析了荷兰243家组织、1116个工作单元内共计12658名员工的三层级数据。研究结果显示，针对工作要求（job demands）与工作参与（participation）的关联，其同源性假设大多得到验证，但技能多样性（skill variety）与工作自主性（job autonomy）的关联则未通过检验。此外，研究未普遍观察到，从个体到部门再到组织层级，工作特征与职业幸福感的关联强度会逐步增强。未来的理论研究需要进一步明晰：技能多样性与工作自主性的个体层面效应与聚合层面效应如何结合并相互作用，进而影响职业幸福感；针对这两类工作特征，亟需开展多层级理论构建。就实践应用而言，本研究结果提示：在使用技能多样性与工作自主性的个体问卷得分开展风险监测，或在部门、组织等聚合层级制定后续政策与干预措施时，需保持审慎态度。