摘要
基于情感事件理论和资源保存理论,本文探讨了工作—休闲冲突对工作退缩行为的影响机制和边界条件。通过对20家企业领导—员工配对有效数据进行实证研究后发现,工作—休闲冲突正向影响工作退缩行为,负面情绪在其中起部分中介作用;自我效能负向调节工作—休闲冲突对负面情绪的影响;此外,自我效能负向调节负面情绪对工作—休闲冲突与工作退缩行为之间关系的中介作用;自我效能越高,上述中介作用就越弱,反之,越强。研究揭示了工作—休闲冲突影响工作退缩行为的内在机制,并指导管理者采取针对性措施,以期有效地减少企业员工的工作退缩行为。
Based on the Affective Events Theory and the Conservation of Resources Theory,this paper discusses the influence mechanism and boundary conditions of work-leisure conflict on work withdrawal behavior.Through the empirical study on the effective data of leader-employee pairing in 20 enterprises,it is found that work-leisure conflict has a positive influence on work withdrawal behavior,and negative Affective plays a mediating role in it;self efficacy negatively regulates the influence of work-leisure conflict on negative Affective;in addition,self efficacy negatively regulates the mediating role of negative Affective on the relationship between work-leisure conflict and work withdrawal behavior;the higher the self efficacy,the weaker the mediating role,on the contrary,the stronger the mediating role.The study reveals the internal mechanism of work-leisure conflict influencing work withdrawal behavior,and guides managers to take targeted measures to effectively reduce the work withdrawal behavior of enterprise employees.
作者
陶建宏
刘娅娅
杨智艳
Tao Jianhong;Liu Yaya;Yang Zhiyan
出处
《中国人事科学》
2021年第12期19-30,共12页
Chinese Personnel Science
基金
陕西省教育厅人文社科专项“高管团队内薪酬差距对企业绩效影响机理研究”(15JK1094)
陕西科技大学博士科研启动基金“领导风格对员工创新绩效影响机理研究——LMX的中介”(BJ14-19)
。
关键词
工作—休闲冲突
工作退缩行为
负面情绪
自我效能
Work-leisure conflict
Work withdrawal behavior
Negative Affective
Self efficacy
