摘要
从员工主观认知层面出发,基于工作需求—资源模型,探讨组织变革情境下工作投入和工作倦怠在组织变革意义认知和员工幸福感、离职倾向之间的中介作用。通过对234名企业员工进行的多时点匹配问卷调查的数据分析结果表明:员工组织变革意义认知通过影响工作投入和工作倦怠,最终影响员工幸福感和离职倾向。具体来说,员工工作投入和工作倦怠中介了员工组织变革意义认知与离职倾向之间的关系;工作投入中介了组织变革意义认知和员工幸福感之间的关系。
Based on the perspective of employee subjective cognition and drawing upon the job demand-resources model,the mediating roles of work engagement and work burnout in the relationship between employee’s perceptions of organizational change meaning,employee well-being and turnover intention was investigated in the context of organizational change.Matched two-wave survey data from 234 employees showed that employee’s perception of organizational change meaning affects employee well-being and turnover intention through the effects of work engagement and work burnout.Specifically,work engagement and work burnout mediate the relationship between the perception of organizational change meaning and turnover intention,work engagement mediates the relationship between the perception of organizational change meaning and employee well-being.
作者
徐梦蝶
刘鑫
郑晓明
任娜
XU Mengdie;LIU Xin;ZHENG Xiaoming;REN Na(School of Economics and Management,Tsinghua University,Beijing100084,China;Renmin BusinessSchool,Renmin University of China,Beijing100872,China)
出处
《科学学与科学技术管理》
CSSCI
CSCD
北大核心
2019年第5期134-149,共16页
Science of Science and Management of S.& T.
基金
国家自然科学基金资助项目(71771133,71728005)
关键词
组织变革意义认知
工作投入
工作倦怠
员工幸福感
离职倾向
the perception of organizational change meaning
work engagement
work burnout
employee well-being
turnover intention
