摘要
作为一种日益普遍的职场工作情绪,职场孤独感逐渐成为组织行为领域的一个新热点。尽管已有研究开始关注职场孤独感对组织和个体的破坏性影响,但关于职场孤独感如何产生破坏性影响的机制研究却严重缺乏,尤其是在我国集体主义和关系导向的文化背景中。本文基于工作要求-资源理论,检验了我国情境下职场孤独感的构念结构及其对工作投入的影响,重点探讨了未来工作自我清晰度和变革型领导对上述二者关系的权变效应。结论如下:(1)EFA和CFA结果均验证了基于中国情境的职场孤独感二维结构的有效性;(2)职场孤独感对工作投入有显著的负向影响;(3)未来工作自我清晰度能够缓解职场孤独感对工作投入的负向预测,变革型领导也能缓冲职场孤独感与工作投入的负向关系;(4)当未来工作自我清晰度和变革型领导水平都很低时,职场孤独感对工作投入的负向影响最强。当员工未来工作自我清晰度和感知到的变革型领导不一致时,即未来工作自我清晰度低但变革型领导感知较高,或未来工作自我清晰度高但变革型领导低时,职场孤独感对工作投入的负向效应均得到弱化。当员工的未来工作自我清晰度和感知到的变革型领导都处于较高水平时,职场孤独感对工作投入能产生显著的正向作用。最后,本文基于研究发现提出关于如何降低职场孤独负向效应的实践启示。
With the deepening of informatization and complexity of the working environment,workplace loneliness of employees has become a common phenomenon.As an increasingly widespread negative work emotion in the workplace,workplace loneliness has gradually become a new topic in the field of organizational behavior.Although existing research has begun to focus on the effects of workplace loneliness on organization’and individuals’outcomes,few researches pay enough attention to the mechanism of a negative effect caused by the workplace loneliness,especially happening in the Chinese cultural context of collectivism and relationship orientation.Based on job demands-resources theory,this paper examined both the structure of workplace loneliness in the context of China and the impact on work engagement;while it explored the moderation effects of future work self salience and transformational leadership on the relationship between workplace loneliness and work engagement.The result showed that:(1)EFA and CFA results support the effectiveness of two-dimensional structure of workplace loneliness which proposed by Chonglin Mao;(2)The negative effect of workplace loneliness on work engagement was significant at the margin;(3)Future work self salience positively moderated the relationship of workplace loneliness and work engagement;Transformational leadership buffered negative relationship between workplace loneliness and work engagement;(4)Three-way interaction analysis and simple slope test found that negative impact of workplace loneliness on work engagement is the strongest when future work self salience and transformational leadership were low.When employees had low future work self salience but faced with high transformational leaders or individuals had high future work self salience but faced with low transformational leadership,the negative effect of workplace loneliness on work engagement is weakened.When employees had a high-level future work self salience and perceived a high-level of transformational leadership,workp
作者
徐洋洋
林新奇
习怡衡
Xu Yangyang;Lin Xinqi;Xi Yiheng(School of Labor and Human Resources,Renmin University of China;School of Public Administration,Yan’an University)
出处
《南开管理评论》
CSSCI
北大核心
2019年第5期79-89,共11页
Nankai Business Review
关键词
职场孤独感
工作投入
工作要求-资源理论
未来工作自我清晰度
变革型领导
Workplace Loneliness
Work Engagement
Job Demands-resources Theory
Future Work Self Salience
Transformational Leadership
