社会自我效能感与工作倦怠的关系:社会交换视角下有调节的中介模型
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摘要
本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。结果表明:社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。
With the acceleration of work pace and the increase of work stress,the problem of job burnout becomes increasingly common.Job burnout will not only reduce job performance,increase destructive behaviors and safety accidents,but also impair physical and psychological health of employees.To prevent or relieve a series of negative effects of job burnout,we need to explore the influencing factors of job burnout.According to the job requirements-resource model,the factors affecting job burnout can be divided into work requirements and work resources including internal resources and external resources.The present research explores the influencing factors of job burnout from the perspective of individual characteristics related to internal resources.Social self-efficacy,as a representation of self-efficacy in the social field,is a special kind of internal psychological resource which can help employees relieve work stress.Moreover,existing research shows that social self-efficacy affects individual's ability to apply interpersonal skills in social situations as well as the establishment and maintenance of interpersonal relationships,which enables employees to obtain more social support to resist job burnout.The present research aims at investigating whether employees' social self-efficacy can predict their level of job burnout,as well as understanding how interpersonal relationship plays a role in the process.On the basis of the job requirements-resource model and leadership-member exchange theory,we constructed a moderated mediation model to examine whether leader-member exchange relationship mediated the relationship between social self-efficacy and job burnout,and whether leader-member exchange social comparison moderated this mediation effect.By convenient sampling and a two-stage follow-up questionnaire survey,totally 399 full-time employees from multiple companies were recruited into this study.They completed workplace social self-efficacy scale,leader-member exchange relationship scale,leader-member exchange social comparison scale,and Maslach burnout inventory-general survey.The results indicated that:(1) Social self-efficacy had a significant negative predictive effect on job burnout;(2) Leader-member exchange relationship had a significant mediating effect between social self-efficacy and job burnout;(3) Leader-member exchange social comparison moderated the relationship between leader-member exchange relationship and job burnout;(4) Leader-member exchange social comparison was a significant moderator in the indirect effect that social self-efficacy predicted job burnout by leader-member exchange.The findings of this research extended previous studies on the antecedents of job burnout by examining the relationship between social selfefficacy and job burnout.In addition,by exploring the mediating role of leader-member exchange relationship,this study advanced our understanding about the underlying mechanism that transmitted the predictive effects of social self-efficacy to job burnout.This finding showed that social selfefficacy belonging to internal resources could be transformed into external work resources through social interaction to help employees meet job requirements and resist job burnout,which provided a new idea for the study of the influencing factors of job burnout.Our findings also pointed to some practical strategies that employees and organizations could use to resist job burnout.On the one hand,organizations could enhance employees' social self-efficacy and train their workplace social skills with some trainings to help them cope with job burnout.On the other hand,the organizations should cultivate the ability of its managers to establish good relationships with subordinates,and prompt managers to improve communication,cooperation and trust with subordinates,so as to help employees avoid job burnout.
With the acceleration of work pace and the increase of work stress,the problem of job burnout becomes increasingly common.Job burnout will not only reduce job performance,increase destructive behaviors and safety accidents,but also impair physical and psychological health of employees.To prevent or relieve a series of negative effects of job burnout,we need to explore the influencing factors of job burnout.According to the job requirements-resource model,the factors affecting job burnout can be divided into work requirements and work resources including internal resources and external resources.The present research explores the influencing factors of job burnout from the perspective of individual characteristics related to internal resources.Social self-efficacy,as a representation of self-efficacy in the social field,is a special kind of internal psychological resource which can help employees relieve work stress.Moreover,existing research shows that social self-efficacy affects individual's ability to apply interpersonal skills in social situations as well as the establishment and maintenance of interpersonal relationships,which enables employees to obtain more social support to resist job burnout.The present research aims at investigating whether employees' social self-efficacy can predict their level of job burnout,as well as understanding how interpersonal relationship plays a role in the process.On the basis of the job requirements-resource model and leadership-member exchange theory,we constructed a moderated mediation model to examine whether leader-member exchange relationship mediated the relationship between social self-efficacy and job burnout,and whether leader-member exchange social comparison moderated this mediation effect.By convenient sampling and a two-stage follow-up questionnaire survey,totally 399 full-time employees from multiple companies were recruited into this study.They completed workplace social self-efficacy scale,leader-member exchange relationship scale,leader-member exchange social comparison scale,and Maslach burnout inventory-general survey.The results indicated that:(1) Social self-efficacy had a significant negative predictive effect on job burnout;(2) Leader-member exchange relationship had a significant mediating effect between social self-efficacy and job burnout;(3) Leader-member exchange social comparison moderated the relationship between leader-member exchange relationship and job burnout;(4) Leader-member exchange social comparison was a significant moderator in the indirect effect that social self-efficacy predicted job burnout by leader-member exchange.The findings of this research extended previous studies on the antecedents of job burnout by examining the relationship between social selfefficacy and job burnout.In addition,by exploring the mediating role of leader-member exchange relationship,this study advanced our understanding about the underlying mechanism that transmitted the predictive effects of social self-efficacy to job burnout.This finding showed that social selfefficacy belonging to internal resources could be transformed into external work resources through social interaction to help employees meet job requirements and resist job burnout,which provided a new idea for the study of the influencing factors of job burnout.Our findings also pointed to some practical strategies that employees and organizations could use to resist job burnout.On the one hand,organizations could enhance employees' social self-efficacy and train their workplace social skills with some trainings to help them cope with job burnout.On the other hand,the organizations should cultivate the ability of its managers to establish good relationships with subordinates,and prompt managers to improve communication,cooperation and trust with subordinates,so as to help employees avoid job burnout.
引文
窦金华,卢国华,刘晓丽.(2012).精神病院医护人员工作倦怠与自我效能感的关系研究.中国健康心理学杂志,20(8),1170-1172.
顾佳旎,孟慧,范津砚.(2014).社会自我效能感的结构、测量及其作用机制.心理科学进展,22(11),1791-1800.
李超平,时勘.(2003).分配公平与程序公平对工作倦怠的影响.心理学报,35(5),677-684.
李晓艳,周二华.(2013).心理资本与情绪劳动策略、工作倦怠的关系研究.管理科学,26(1),38-47.
陆欣欣,孙嘉卿.(2016).领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用.心理学报,48(5),566-577.
王小新,党晓辉,苗晶磊.(2009).护士自我效能感与角色压力及工作倦怠的关系研究.心理研究,2(6),63-67.
Ahearn,K.K.,Ferris,G.R.,Hochwarter,W.A.,Douglas,C.,&Ammeter,A.P.(2004).Leader political skill and team performance.Journal of Management,30(3),309-327.
Armon,G.,Shirom,A.,&Melamed,S.(2012).The big five personality factors as predictors of changes across time in burnout and its facets.Journal of Personality,80(2),403-427.
Blom,V.(2012).Contingent self-esteem,stressors and burnout in working women and men.Work,43(2),123-131.
Brouer,R.L.,Duke,A.,Treadway,D.C.,&Ferris,G.R.(2009).The moderating effect of political skill on the demographic dissimilarity-Leader-member exchange quality relationship.The Leadership Quarterly,20(2),61-69.
Consiglio,C.,Borgogni,L.,Alessandri,G.,&Schaufeli,W.B.(2013).Does selfefficacy matter for burnout and sickness absenteeism?The mediating role of demands and resources at the individual and team levels.Work and Stress,27(1),22-42.
Demerouti,E.,Bakker,A.B.,Nachreiner,F.,&Schaufeli,W.B.(2001).The job demands-resources model of burnout.Journal of Applied Psychology,86(3),499-512.
Dienesch,R.M.,&Liden,R.C.(1986).Leader-member exchange model of leadership:A critique and further development.The Academy of Management Review,11(3),618-634.
Erdogan,B.(2002).Leader-member exchange differentiation fairness:Evidence for a new construct.Unpublished doctorial dissertation of University of Illinois at Chicago.
Edwards,J.R.,&Lambert,L.S..(2007).Methods for integrating moderation and mediation:A general analytical framework using modrated path analysis.Psychological Methods,12(1),1-22.
Fan,J.Y.,Litchfield,R.C.,Islam,S.,Weiner,B.,Alexander,M.,Liu,C.,&Kulviwat,S.(2013).Workplace social self-efficacy:Concept,measure,and initial validity evidence.Journal of Career Assessment,21(1),91-110.
Fan,J.Y.,Meng,H.,Gao,X.P.,Lopez,F.J.,&Liu,C.(2010).Validation of a U.S.adult social self-efficacy inventory in Chinese populations 1Ψ7.The Counseling Psychology,38(4),473-496.
Festinger,L.(1954).A theory of social comparison processes.Human Relations,7(2),117-140.
Graen,G.B.,&Uhl-Bien,M.(1995).Relationship-based approach to leadership:Development of leader-member exchange(LMX)theory of leadership over25 years:Applying a multi-level multi-domain perspective.The Leadership Quarterly,6(2),219-247.
Greenberg,J.,Ashton-James,C.E.,&Ashkanasy,N.M.(2007).Social comparison processes in organizations.Organizational Behavior and Human Decision Processes,102(1),22-41.
Hayes,A.F.(2013).Introduction to mediation,moderation,and conditional process analysis:A regression-based approach.New York:Guilford Press.
Hobfoll,S.E.(1989).Conservation of resources:A new attempt at conceptualizing stress.American Psychologist,44(3),513-524.
Huang,C.S.,&Simha,A.(2017).The mediating role of burnout in the relationships between perceived fit,leader-member exchange,psychological illness,and job performance.International Journal of Stress Management.
Hui,C.,Law,K.S.,&Chen,Z.X.(1999).A structural equation model of the effects of negative affectivity,leader-member exchange,and perceived job mobility on in-role and extra-role performance:A Chinese case.Organizational Behavior and Human Decision Processes,77(1),3-21.
Jiang,J.Y.,Law,K.S.,&Sun,J.J.M.(2014).Leader-member relationship and burnout:The moderating role of leader integrity.Management and Organization Review,10(2),223-247.
Judge,T.A.,&Bono,J.E.(2001).Relationship of core self-evaluations traitsself-esteem generalized self-efficacy,locus of control,and emotional stability-with job satisfaction and job performance:A meta-analysis.Journal of Applied Psychology,86(1),80-92.
Leon-Perez,J.M.,Antino,M.,&Leon-Rubio,J.M.(2016).The role of psychological capital and intragroup conflict on employees'burnout and quality of service:A multilevel approach.Frontiers in Psychology,7,1755.
Luthans,F.,Youssef,C.M.,&Avolio,B.J.(2007).Psychological capital:Developing the human competitive edge.Journal of Asian Economics,8(2),315-332.
Maslach,C.,Jackson,S.E.,&Leiter,M.P.(1997).Maslach burnout inventory:Third edition.In C.P.Zalaquett&R.J.Wood(Eds.),Evaluating stress:Abook of resources(pp.191-218).Lanham,MD,US:Scarecrow Education.
Maslach,C.,Leiter,M.P.,&Jackson,S.E.(2012).Making a significant difference with burnout interventions:Researcher and practitioner collaboration.Journal of Organizational Behavior,33(2),296-300.
Nahrgang,J.D.,Morgeson,F.P.,&Hofmann,D.A.(2011).Safety at work:Ameta-analytic investigation of the link between job demands,job resources,burnout,engagement,and safety outcomes.Journal of Applied Psychology,96(1),71-94.
O'Brennan,L.,Pas,E.,&Bradshaw,C.(2017).Multilevel examination of burnout among high school staff:Importance of staff and school factors.School Psychology Review,46(2),165-176.
Schwarzer,R.,&Hallum,S.(2008).Perceived teacher self-efficacy as a predictor of job stress and burnout:Mediation analyses.Applied Psychology,57(S1),152-171.
Schaufeli,W.B.,Leiter,M.P.,&Maslach,C.(2008).Burnout:35 years of research and practice.Career Development International,14(3),204-220.
Shanafelt,T.D.,Oreskovich,M.R.,&Dyrbye,L.N.(2012).Avoiding burnout:The personal health habits and wellness practices of us surgeons.Journal of Vascular Surgery,56(3),875-876.
Shoji,K.,Cieslak,R.,Smoktunowicz,E.,Rogala,A.,Benight,C.C.,&Luszczynska,A.(2016).Associations between job burnout and self-efficacy:A meta-analysis.Anxiety,Stress and Coping,29(4),367-386.
Smith,H.M.,&Betz,N.E.(2000).Development and validation of a scale of perceived social self-efficacy.Journal of Career Assessment,8(3),283-301.
Thomas,C.H.,&Lankau,M.J.(2009).Preventing burnout:The effects of LMXand mentoring on socialization,role stress,and burnout.Human Resource Management,48(3),417-432.
Vidyarthi,P.R.,Liden,R.C.,Anand,S.,Erdogan,B.,&Ghosh,S.(2010).Where do I stand?Examining the effects of leader-member exchange social comparison on employee work behaviors.Journal of Applied Psychology,95(5),849-861.
顾佳旎,孟慧,范津砚.(2014).社会自我效能感的结构、测量及其作用机制.心理科学进展,22(11),1791-1800.
李超平,时勘.(2003).分配公平与程序公平对工作倦怠的影响.心理学报,35(5),677-684.
李晓艳,周二华.(2013).心理资本与情绪劳动策略、工作倦怠的关系研究.管理科学,26(1),38-47.
陆欣欣,孙嘉卿.(2016).领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用.心理学报,48(5),566-577.
王小新,党晓辉,苗晶磊.(2009).护士自我效能感与角色压力及工作倦怠的关系研究.心理研究,2(6),63-67.
Ahearn,K.K.,Ferris,G.R.,Hochwarter,W.A.,Douglas,C.,&Ammeter,A.P.(2004).Leader political skill and team performance.Journal of Management,30(3),309-327.
Armon,G.,Shirom,A.,&Melamed,S.(2012).The big five personality factors as predictors of changes across time in burnout and its facets.Journal of Personality,80(2),403-427.
Blom,V.(2012).Contingent self-esteem,stressors and burnout in working women and men.Work,43(2),123-131.
Brouer,R.L.,Duke,A.,Treadway,D.C.,&Ferris,G.R.(2009).The moderating effect of political skill on the demographic dissimilarity-Leader-member exchange quality relationship.The Leadership Quarterly,20(2),61-69.
Consiglio,C.,Borgogni,L.,Alessandri,G.,&Schaufeli,W.B.(2013).Does selfefficacy matter for burnout and sickness absenteeism?The mediating role of demands and resources at the individual and team levels.Work and Stress,27(1),22-42.
Demerouti,E.,Bakker,A.B.,Nachreiner,F.,&Schaufeli,W.B.(2001).The job demands-resources model of burnout.Journal of Applied Psychology,86(3),499-512.
Dienesch,R.M.,&Liden,R.C.(1986).Leader-member exchange model of leadership:A critique and further development.The Academy of Management Review,11(3),618-634.
Erdogan,B.(2002).Leader-member exchange differentiation fairness:Evidence for a new construct.Unpublished doctorial dissertation of University of Illinois at Chicago.
Edwards,J.R.,&Lambert,L.S..(2007).Methods for integrating moderation and mediation:A general analytical framework using modrated path analysis.Psychological Methods,12(1),1-22.
Fan,J.Y.,Litchfield,R.C.,Islam,S.,Weiner,B.,Alexander,M.,Liu,C.,&Kulviwat,S.(2013).Workplace social self-efficacy:Concept,measure,and initial validity evidence.Journal of Career Assessment,21(1),91-110.
Fan,J.Y.,Meng,H.,Gao,X.P.,Lopez,F.J.,&Liu,C.(2010).Validation of a U.S.adult social self-efficacy inventory in Chinese populations 1Ψ7.The Counseling Psychology,38(4),473-496.
Festinger,L.(1954).A theory of social comparison processes.Human Relations,7(2),117-140.
Graen,G.B.,&Uhl-Bien,M.(1995).Relationship-based approach to leadership:Development of leader-member exchange(LMX)theory of leadership over25 years:Applying a multi-level multi-domain perspective.The Leadership Quarterly,6(2),219-247.
Greenberg,J.,Ashton-James,C.E.,&Ashkanasy,N.M.(2007).Social comparison processes in organizations.Organizational Behavior and Human Decision Processes,102(1),22-41.
Hayes,A.F.(2013).Introduction to mediation,moderation,and conditional process analysis:A regression-based approach.New York:Guilford Press.
Hobfoll,S.E.(1989).Conservation of resources:A new attempt at conceptualizing stress.American Psychologist,44(3),513-524.
Huang,C.S.,&Simha,A.(2017).The mediating role of burnout in the relationships between perceived fit,leader-member exchange,psychological illness,and job performance.International Journal of Stress Management.
Hui,C.,Law,K.S.,&Chen,Z.X.(1999).A structural equation model of the effects of negative affectivity,leader-member exchange,and perceived job mobility on in-role and extra-role performance:A Chinese case.Organizational Behavior and Human Decision Processes,77(1),3-21.
Jiang,J.Y.,Law,K.S.,&Sun,J.J.M.(2014).Leader-member relationship and burnout:The moderating role of leader integrity.Management and Organization Review,10(2),223-247.
Judge,T.A.,&Bono,J.E.(2001).Relationship of core self-evaluations traitsself-esteem generalized self-efficacy,locus of control,and emotional stability-with job satisfaction and job performance:A meta-analysis.Journal of Applied Psychology,86(1),80-92.
Leon-Perez,J.M.,Antino,M.,&Leon-Rubio,J.M.(2016).The role of psychological capital and intragroup conflict on employees'burnout and quality of service:A multilevel approach.Frontiers in Psychology,7,1755.
Luthans,F.,Youssef,C.M.,&Avolio,B.J.(2007).Psychological capital:Developing the human competitive edge.Journal of Asian Economics,8(2),315-332.
Maslach,C.,Jackson,S.E.,&Leiter,M.P.(1997).Maslach burnout inventory:Third edition.In C.P.Zalaquett&R.J.Wood(Eds.),Evaluating stress:Abook of resources(pp.191-218).Lanham,MD,US:Scarecrow Education.
Maslach,C.,Leiter,M.P.,&Jackson,S.E.(2012).Making a significant difference with burnout interventions:Researcher and practitioner collaboration.Journal of Organizational Behavior,33(2),296-300.
Nahrgang,J.D.,Morgeson,F.P.,&Hofmann,D.A.(2011).Safety at work:Ameta-analytic investigation of the link between job demands,job resources,burnout,engagement,and safety outcomes.Journal of Applied Psychology,96(1),71-94.
O'Brennan,L.,Pas,E.,&Bradshaw,C.(2017).Multilevel examination of burnout among high school staff:Importance of staff and school factors.School Psychology Review,46(2),165-176.
Schwarzer,R.,&Hallum,S.(2008).Perceived teacher self-efficacy as a predictor of job stress and burnout:Mediation analyses.Applied Psychology,57(S1),152-171.
Schaufeli,W.B.,Leiter,M.P.,&Maslach,C.(2008).Burnout:35 years of research and practice.Career Development International,14(3),204-220.
Shanafelt,T.D.,Oreskovich,M.R.,&Dyrbye,L.N.(2012).Avoiding burnout:The personal health habits and wellness practices of us surgeons.Journal of Vascular Surgery,56(3),875-876.
Shoji,K.,Cieslak,R.,Smoktunowicz,E.,Rogala,A.,Benight,C.C.,&Luszczynska,A.(2016).Associations between job burnout and self-efficacy:A meta-analysis.Anxiety,Stress and Coping,29(4),367-386.
Smith,H.M.,&Betz,N.E.(2000).Development and validation of a scale of perceived social self-efficacy.Journal of Career Assessment,8(3),283-301.
Thomas,C.H.,&Lankau,M.J.(2009).Preventing burnout:The effects of LMXand mentoring on socialization,role stress,and burnout.Human Resource Management,48(3),417-432.
Vidyarthi,P.R.,Liden,R.C.,Anand,S.,Erdogan,B.,&Ghosh,S.(2010).Where do I stand?Examining the effects of leader-member exchange social comparison on employee work behaviors.Journal of Applied Psychology,95(5),849-861.