摘要
在对西安等地区302名单位员工进行问卷调查的基础上,探索工作重塑是否影响、如何影响员工幸福感。以自我决定理论为切入点,构建了工作重塑、人—岗匹配、员工幸福感以及支持性人力资源实践四个变量间的研究模型。结果显示:工作重塑正向影响员工幸福感;人—岗匹配在工作重塑与员工幸福感之间起到了部分中介作用;支持性人力资源实践调节了工作重塑与人—岗匹配之间的关系,同时调节了工作重塑通过人—岗匹配的提高影响员工幸福感的间接效应。
Based on a questionnaire survey of 302 employees from diverse occupations in Xi'an,exploring whether the excess qualification affects and how it affects employees wellbeing.This study aims to construct the model of job crafting,person-job fit,supportive human resource practice and employees well-being on the basis of self-determination theory.The result of data analysis shows that job crafting significantly and positively affects employees well-being;person-job fit plays a partial mediating role between job crafting and employees well-being.Supportive human resource practice positively moderats the link of job crafting and person-job fit.In other words,when supportive human resource practice were higher,the positive relationship is stronger between job crafting and personjob fit.In addition,supportive human resource practice moderates the mediating effect of person-job fit and the mediating effect of person-job fit is stronger when supportive human resource practice is higher.The current research provides empirical evidence in explaining why job crafting leads to more employees well-being.
出处
《现代管理科学》
北大核心
2021年第3期31-41,共11页
Modern Management Science
基金
国家自然科学基金青年项目(项目编号:71702084)
教育部人文社会科学青年项目(项目编号:17YJC630112)
交通运输部交通运输战略规划政策研究项目(项目编号:2018-7-9
2018-16-9)。
