摘要
基于自我决定理论,研究高绩效工作系统与员工幸福感的关系,并引入个体的特质与动机作为边界条件,分别考察核心自我评价,以及成就动机起到的一阶、高阶调节作用。利用204名企业员工的问卷调查数据验证假设,结果显示:高绩效工作系统与员工幸福感正相关;员工核心自我评价对高绩效工作系统与幸福感的关系起到负向调节作用;当员工的成就动机较高时,核心自我评价对高绩效工作系统与幸福感关系的负向调节作用变强。
Based on the self-determination theory,this study collected data from 204 employees to test hypotheses,to examine the relationship between high performance work system and employees’well-being,as well as the moderating roles of core self-evaluation and need for achievement.The results show that:high performance work system exerts positive influence on employees’well-being;employees’core self-evaluation negatively moderates the relationship;and for employees with higher need for achievement,the negative moderation effect of core self-evaluation is stronger.
作者
孙健敏
邢璐
尹奎
杨烨娣
SUN Jianmin;XING Lu;YIN Kui;YANG Yedi(Renmin University of China,Beijing 100872,China;University of Science and Technology Beijing,Beijing 100083,Chin;CCB Life AMC,Shanghai 200120,China)
出处
《首都经济贸易大学学报》
CSSCI
北大核心
2018年第6期44-53,共10页
Journal of Capital University of Economics and Business
基金
国家自然科学基金青年科学基金项目"双元领导对双元绩效
领导幸福感的影响:后效拓展
作用机制与多层次检验"(71802019)
关键词
高绩效工作系统
员工幸福感
核心自我评价
成就动机
high performance work system
employee’s well-being
core self-evaluation
need for achievement
