摘要
本研究以中国本土民营企业知识型员工为研究对象,基于组织公平视角,对工作投入与工作绩效、工作投入与工作倦怠之间的关系,以及工作投入的影响机制进行了研究。文章通过对相关研究文献进行回顾的基础上,提出了假设模型,并基于现有较为成熟的研究量表展开了数据调研,通过实证分析表明,知识型员工工作投入对工作绩效中的任务绩效和关系绩效有积极的影响作用,对工作倦怠有消极的影响作用,组织公平在工作投入和关系绩效间起到显著的正向调节作用,在工作投入和工作倦怠间起到显著的负向调节作用。并提出了在知识型员工占比较多的中国本土科技型企业管理层面中,组织对于创造公平的环境的重要性,管理者可以通过构建组织公平的多元沟通渠道,为知识型员工工作投入营造组织公平环境,以调节工作绩效和工作倦怠之间的平衡。
This study takes the knowledge employees of Chinese private enterprises as the research object. Based on the perspective of organizational justice,the relationships between job engagement and job performance,work input and job burnout,and the impact mechanism of work input are analyzed. Based on the review of the research literature,the hypothesis model is proposed,and the data research is carried out based on the existing mature research scale. The empirical analysis shows that the job engagement from knowledge employees has positive effect on task performance and relationship performance in job performance,but has a negative effect on job burnout. Organizational fair plays a significant positive adjustment role between job engagement and relationship performance,but plays a significant negative adjustment role between job engagement and job burnout. The importance of the organization in creating a fair environment is put forward in the management level of Chinese local science and technology enterprises. In order to regulate the balance between job performance and job burnout,managers can build a fair environment for knowledge employees through building a fair and diverse communication channel.
作者
董建华
高英
DONG Jian-Hua;Gao Ying(Business School,Liaoning University,Shenyang Liaoning 110036,China;Sun Wah International Business School,Liaoning University,Shenyang Liaoning 110036,China)
出处
《技术经济与管理研究》
北大核心
2019年第2期65-69,共5页
Journal of Technical Economics & Management
基金
国家社科基金项目(18BGL133)
辽宁省财政科研基金项目(16D016)
关键词
知识型员工
工作投入
工作倦怠
工作绩效
组织公平
Knowledge employee
Job engagement
Job performance
Job burnout
Organizational justice
