JD-R模式下心理契约、角色压力对工作投入影响的实证研究
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摘要
工作投入是员工的自我与其工作角色的结合,是一种充满着持久的、积极的情绪与动机的完满状态。以人为本的现代人力资源管理需要企业员工长期处于这样一种状态中,它是员工充分享受工作,乐于工作的理想追求。因此管理心理学从过去对员工负性心理品质的研究转向了积极心理学的研究。本文在前人研究的基础上,借鉴工作投入、工作倦怠、心理契约和角色压力的研究成果,在JD-R模型中加入了心理契约、角色压力因素,构建了PC-JD-R模型。旨在研究心理契约、角色压力对工作投入、工作倦怠的影响。
本研究利用业已成熟的问卷对呼和浩特市的典型企业员工及MBA学生进行调查,对回收的244份有效问卷运用SPSS15.0进行数据分析。通过提炼各变量所包含的维度,利用描述性统计、因子分析、相关性分析,回归分析、独立样本T检验等方法,充分挖掘了影响工作投入、工作倦怠的相关因素。研究结果表明:
1.心理契约员工责任包含四个因子:工作态度、责任感知、情感承诺、革新求变;组织责任包含三个因子:组织支持、安全保障、创新空间。心理契约的满足与工作投入正相关(+0.667),与工作倦怠负相关(-0.445)。工作倦怠与工作投入在一定程度上负相关(-0.682)。
2.组织支持促进员工奉献,降低玩世不恭;角色模糊将导致活力丧失、专注度不高、成就感低落;情绪衰竭的主要预测因素为角色过载。
3.心理契约满足程度最低的“工作愿景”,是一种激励因素,组织履行得好将促进工作投入的三个层面,履行不好只会导致玩世不恭,而不会显著产生成就感低落和情绪衰竭。
4.值得注意的是责任感知、工作态度、创新空间、专注与情绪衰竭正相关;专注与角色过载正相关;情绪衰竭与角色过载显著正相关,相关度高达0.535。本研究提出的PC-JD-R模型基本得到验证,心理契约满足程度高的员工与满足程度低的员工在工作投入、工作倦怠上具有明显区别,即满足了的心理契约将作为资源促进工作投入、未满足的心理契约将作为工作要求导致工作倦怠。这一研究为企业人力资源管理提供了可具指导意义的理论支持。
Job Engagement is the combination the staff with their work role, it is a perfect state that is full of a lasting, positive emotions and motivation. People-oriented modern human resources management needs employees who keep on lasting in such a state; it is the full enjoyment of the work for employees, who willing to work in the pursuit of ideals. Therefore, research on management psychology is transformed from the former negative psychological quality of staff to the positive psychology. In this paper, based on previous studies, amounts of the achievements of Job Engagement, Job Burnout, Psychological and Role Stress have been drawing on; the JD-R model is joined the factors of Psychological Contract, Role Stress, and to build a PC-JD-R model. The purpose is to study the psychological contract, role stress that effect on job engagement and job burnout.
In this study, the staff from a typical enterprise in Hohhot and MBA students has been conducted a survey that adopted a mature questionnaire, on the recovery of the 244 valid questionnaires were given data analysis by using SPSS15.0. Through refining the variables included in the dimension, the use of descriptive statistics, factor analysis, correlation analysis, regression analysis, independent samples T test are to fully exploit the relevant factors that impact on job engagement, job burnout. The results are shown that:
First, the staff responsibility of the psychological contract contains four factors: work attitude, fulfill their duties, emotional commitment, innovation & change; organizational responsibility is consisted of three factors: organizational support, security, innovation space; the needs of psychological contract and work engagement is positive correlation (+0.667), but job burnout negative correlation (-0.445). Job burnout and job engagement to some extent is negatively correlated (-0.682).
Second, organization support promotes employees who dedicated to work, and cynicism reduction; role ambiguity will lead to the loss of vigor, low absorption, reduced efficacy; emotional exhaustion is the main predictors of role overload.
Third, the minimum of degree of psychological contract is the "Working Vision", which is an incentive, a good performance for organizations will promote three levels of job engagement, perform not good only lead to cynicism, and not significantly produce a sense of reduced efficacy and emotional exhaustion.
Fourth, it need to pay attention to the factors of fulfilling their duties, work attitude, innovation space and absorption, which are a positive correlation with emotional exhaustion; and absorption and role overload are related; emotional exhaustion and role overload are significantly positive correlation, correlation as high as 0.535.
PC-JD-R model put forward by this study has been basically verified: a high degree and a low level of psychological contract that need to meet with staff that have significant difference in job engagement and job burnout. That is, meet the needs of the psychological contract will serve as resources is to promote job engagement, unmet psychological contract will serve as job demand lead to job burnout. This study provides a guide to support the theory for human resources management of the enterprise.
本研究利用业已成熟的问卷对呼和浩特市的典型企业员工及MBA学生进行调查,对回收的244份有效问卷运用SPSS15.0进行数据分析。通过提炼各变量所包含的维度,利用描述性统计、因子分析、相关性分析,回归分析、独立样本T检验等方法,充分挖掘了影响工作投入、工作倦怠的相关因素。研究结果表明:
1.心理契约员工责任包含四个因子:工作态度、责任感知、情感承诺、革新求变;组织责任包含三个因子:组织支持、安全保障、创新空间。心理契约的满足与工作投入正相关(+0.667),与工作倦怠负相关(-0.445)。工作倦怠与工作投入在一定程度上负相关(-0.682)。
2.组织支持促进员工奉献,降低玩世不恭;角色模糊将导致活力丧失、专注度不高、成就感低落;情绪衰竭的主要预测因素为角色过载。
3.心理契约满足程度最低的“工作愿景”,是一种激励因素,组织履行得好将促进工作投入的三个层面,履行不好只会导致玩世不恭,而不会显著产生成就感低落和情绪衰竭。
4.值得注意的是责任感知、工作态度、创新空间、专注与情绪衰竭正相关;专注与角色过载正相关;情绪衰竭与角色过载显著正相关,相关度高达0.535。本研究提出的PC-JD-R模型基本得到验证,心理契约满足程度高的员工与满足程度低的员工在工作投入、工作倦怠上具有明显区别,即满足了的心理契约将作为资源促进工作投入、未满足的心理契约将作为工作要求导致工作倦怠。这一研究为企业人力资源管理提供了可具指导意义的理论支持。
Job Engagement is the combination the staff with their work role, it is a perfect state that is full of a lasting, positive emotions and motivation. People-oriented modern human resources management needs employees who keep on lasting in such a state; it is the full enjoyment of the work for employees, who willing to work in the pursuit of ideals. Therefore, research on management psychology is transformed from the former negative psychological quality of staff to the positive psychology. In this paper, based on previous studies, amounts of the achievements of Job Engagement, Job Burnout, Psychological and Role Stress have been drawing on; the JD-R model is joined the factors of Psychological Contract, Role Stress, and to build a PC-JD-R model. The purpose is to study the psychological contract, role stress that effect on job engagement and job burnout.
In this study, the staff from a typical enterprise in Hohhot and MBA students has been conducted a survey that adopted a mature questionnaire, on the recovery of the 244 valid questionnaires were given data analysis by using SPSS15.0. Through refining the variables included in the dimension, the use of descriptive statistics, factor analysis, correlation analysis, regression analysis, independent samples T test are to fully exploit the relevant factors that impact on job engagement, job burnout. The results are shown that:
First, the staff responsibility of the psychological contract contains four factors: work attitude, fulfill their duties, emotional commitment, innovation & change; organizational responsibility is consisted of three factors: organizational support, security, innovation space; the needs of psychological contract and work engagement is positive correlation (+0.667), but job burnout negative correlation (-0.445). Job burnout and job engagement to some extent is negatively correlated (-0.682).
Second, organization support promotes employees who dedicated to work, and cynicism reduction; role ambiguity will lead to the loss of vigor, low absorption, reduced efficacy; emotional exhaustion is the main predictors of role overload.
Third, the minimum of degree of psychological contract is the "Working Vision", which is an incentive, a good performance for organizations will promote three levels of job engagement, perform not good only lead to cynicism, and not significantly produce a sense of reduced efficacy and emotional exhaustion.
Fourth, it need to pay attention to the factors of fulfilling their duties, work attitude, innovation space and absorption, which are a positive correlation with emotional exhaustion; and absorption and role overload are related; emotional exhaustion and role overload are significantly positive correlation, correlation as high as 0.535.
PC-JD-R model put forward by this study has been basically verified: a high degree and a low level of psychological contract that need to meet with staff that have significant difference in job engagement and job burnout. That is, meet the needs of the psychological contract will serve as resources is to promote job engagement, unmet psychological contract will serve as job demand lead to job burnout. This study provides a guide to support the theory for human resources management of the enterprise.
引文
[1]叶莲花,李锐,凌文辁.员工的工作投入及其提高策略[J].人力资源2006,8
[2]林琳,时勘,萧爱.工作投入研究现状与展望[J].管理评论. 2008 Vol.20No.3
[3] Kahn, W.A.Adjusting self-in-role: influences on personal engagement and disenagement at work [J].Yale University, 1987.
[4] Maslach, C., W.B.Schaufeli and M.P.Leiter, Job Burnout [J].Annual Review of Psychology, 2001(52): 397-422.
[5] Maslach, C.and M.P.Leiter, The truth about burnout: How organizations cause personal stress and what to do about it[J], San Francisco,CA:Jossey-Bass, 1997
[6] Schaufeli, W.B., M.Salanova, V.Gonzalez-Roma and A.B.Bakker.The measurement of engagement and burnout: a two sampleconfirmatory factor analytic approach[J], Journal of Happiness Studies, 2002(3)
[7] Hallberg, U.E. and W.B.Schaufeli. "Same same"but different:Can work engagement be discriminated from job involvement and organizational commitment [J]. European Psychologist, 2006, 11(2): 119-127
[8] Leiter, M.P.and C.Maslach,Burnout and health.In Baum, A.T.A.Revenson,J.E.Singer (Eds.), Hand book of health psychology, Mahwah, NJ: Lawrence Erlbaum Associates.2001: 415-426
[9] Maslach, C.and M.P.Leiter.The truth about burnout: How organizations cause personal stress and what to do about it.San Francisco, CA: Jossey-Bass, 1997
[10] Watkins, C.E, Jr.and R.M.Tipton.Role relevance and role engagement in contemporary school psychology. Professional Psychology: Research and Practice, 1991, 22(4):328-332
[11] Schaufeli, W.B.From burnout to engagement: Toward a true occupational health psychology, 26th International Congress of Applied Psychology. Athens, Greece, 2006
[12] Langelaan, S., A.B.Bakker, L.J.P.Van Doornen and W.B.Schaufeli.Burnout and work engagement: do individual differences make a difference, Personality and Individual Differences, 2006(40): 521-532
[13]陈加州,凌文辁,方俐洛.心理契约的内容、维度和类型[J].心理科学进展.2003(4)
[14]郭思燕.情绪应对、角色压力、控制感和工作倦怠的关系研究[D].浙江大学硕士学位论文,2004(6)
[15]董敏敏.工作压力源、工作倦怠与组织承诺的关系研究[D].浙江大学硕士学位论文.2007(6)
[16]单娟.在主动性人格、角色压力与工作家庭冲突对工作倦怠影响的研究[D].上海交通大学硕士学位论文.2008(5)
[17] Xanthopoulou, D., Bakker, A.B., Demerouti. E.,Schaufeli, W.B. Reciprocal Relationships between Job Resources, Personal Resources, and Work Engagement, Journal of Vocational Behavior (2008), doi: 10.1016/j.jvb.2008.11.003
[18] Jessica Lynch, 2007,Burnout and engagement in probationary police officers: A scoping paper. [J]ACPR scope No.1
[19]洪敏.企业管理中的心理契约构建[J].商业时代.2007(9)
[20]曹威麟,赵利娜.高校师生心理契约中教师期望效应的实证研究[J].黑龙江高教研究.2007(12)
[21]王凯.心理契约对企业员工绩效影响的实证研究[D].人民大学硕士学位论文.2008(4)
[22]马剑虹,张延文.角色认知、控制感及工作压力的关系分析[J].人类工效学.1999(5)
[23]吴明隆.《SPSS统计应用实务:问卷分析与应用统计》[M],科学出版社.2003(10)
[24]李志辉,罗平.《SPSS for Windows统计分析教程》第二版[M].电子工业出版社.2007(1)
[25]蔡建琼,于惠芳,朱志洪.《SPSS统计分析实例精选》[M].清华大学出版社.2006(3)
[26]刘华.组织支持感对组织信任、工作投入、工作满意感的影响研究[D].西北大学硕士学位论文.2008(6)
[27]吴继红.基于社会交换理论的双向视角员工—组织关系研究[D].四川大学博士论文.2006(10)
[28]李金波,许白华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学.2006年第12卷第2期.176-181
[29]杨 .工作要求、工作资源、工作倦怠与员工自评健康的关系[D].河南大学硕士学位论文.2008(5)
[30]李原,郭德俊.组织中的心理契约[J].心理科学进展.2002.10(1):83-90
[31]申学武.心理契约违背及其干预研究[D].武汉大学博士论文.2005(4)
[32]李成江.知识型员工心理契约管理研究[D].河海大学博士论文.2007(11)
[33]李志鹏.组织支持、心理契约、组织承诺和工作满意度关系研究[D].浙江大学年硕士论文.2006(5)
[34]黄文艳,马剑虹.组织中的心理契约[J].人类工效学.2006年3月第12卷第1期69页
[35]魏峰,张文贤.国内外心理契约研究的新进展[J].管理科学学报.2005(10)
[36]曹威麟,朱仁发,郭江平.心理契约的概念、主体及构建机制研究[J].经济社会体制比较(双月刊).2007午第2期总第130期
[37]余琛.心理契约与经济契约的耦合[J].企业经济.2007(6)
[38]赵慧军.《现代管理心理学》第三版[M].首都经贸大学出版社.2006(8)
[39]姚波,孙晓琳.员工角色压力研究评述[J].西安财经学院学报.2007(3)
[2]林琳,时勘,萧爱.工作投入研究现状与展望[J].管理评论. 2008 Vol.20No.3
[3] Kahn, W.A.Adjusting self-in-role: influences on personal engagement and disenagement at work [J].Yale University, 1987.
[4] Maslach, C., W.B.Schaufeli and M.P.Leiter, Job Burnout [J].Annual Review of Psychology, 2001(52): 397-422.
[5] Maslach, C.and M.P.Leiter, The truth about burnout: How organizations cause personal stress and what to do about it[J], San Francisco,CA:Jossey-Bass, 1997
[6] Schaufeli, W.B., M.Salanova, V.Gonzalez-Roma and A.B.Bakker.The measurement of engagement and burnout: a two sampleconfirmatory factor analytic approach[J], Journal of Happiness Studies, 2002(3)
[7] Hallberg, U.E. and W.B.Schaufeli. "Same same"but different:Can work engagement be discriminated from job involvement and organizational commitment [J]. European Psychologist, 2006, 11(2): 119-127
[8] Leiter, M.P.and C.Maslach,Burnout and health.In Baum, A.T.A.Revenson,J.E.Singer (Eds.), Hand book of health psychology, Mahwah, NJ: Lawrence Erlbaum Associates.2001: 415-426
[9] Maslach, C.and M.P.Leiter.The truth about burnout: How organizations cause personal stress and what to do about it.San Francisco, CA: Jossey-Bass, 1997
[10] Watkins, C.E, Jr.and R.M.Tipton.Role relevance and role engagement in contemporary school psychology. Professional Psychology: Research and Practice, 1991, 22(4):328-332
[11] Schaufeli, W.B.From burnout to engagement: Toward a true occupational health psychology, 26th International Congress of Applied Psychology. Athens, Greece, 2006
[12] Langelaan, S., A.B.Bakker, L.J.P.Van Doornen and W.B.Schaufeli.Burnout and work engagement: do individual differences make a difference, Personality and Individual Differences, 2006(40): 521-532
[13]陈加州,凌文辁,方俐洛.心理契约的内容、维度和类型[J].心理科学进展.2003(4)
[14]郭思燕.情绪应对、角色压力、控制感和工作倦怠的关系研究[D].浙江大学硕士学位论文,2004(6)
[15]董敏敏.工作压力源、工作倦怠与组织承诺的关系研究[D].浙江大学硕士学位论文.2007(6)
[16]单娟.在主动性人格、角色压力与工作家庭冲突对工作倦怠影响的研究[D].上海交通大学硕士学位论文.2008(5)
[17] Xanthopoulou, D., Bakker, A.B., Demerouti. E.,Schaufeli, W.B. Reciprocal Relationships between Job Resources, Personal Resources, and Work Engagement, Journal of Vocational Behavior (2008), doi: 10.1016/j.jvb.2008.11.003
[18] Jessica Lynch, 2007,Burnout and engagement in probationary police officers: A scoping paper. [J]ACPR scope No.1
[19]洪敏.企业管理中的心理契约构建[J].商业时代.2007(9)
[20]曹威麟,赵利娜.高校师生心理契约中教师期望效应的实证研究[J].黑龙江高教研究.2007(12)
[21]王凯.心理契约对企业员工绩效影响的实证研究[D].人民大学硕士学位论文.2008(4)
[22]马剑虹,张延文.角色认知、控制感及工作压力的关系分析[J].人类工效学.1999(5)
[23]吴明隆.《SPSS统计应用实务:问卷分析与应用统计》[M],科学出版社.2003(10)
[24]李志辉,罗平.《SPSS for Windows统计分析教程》第二版[M].电子工业出版社.2007(1)
[25]蔡建琼,于惠芳,朱志洪.《SPSS统计分析实例精选》[M].清华大学出版社.2006(3)
[26]刘华.组织支持感对组织信任、工作投入、工作满意感的影响研究[D].西北大学硕士学位论文.2008(6)
[27]吴继红.基于社会交换理论的双向视角员工—组织关系研究[D].四川大学博士论文.2006(10)
[28]李金波,许白华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学.2006年第12卷第2期.176-181
[29]杨 .工作要求、工作资源、工作倦怠与员工自评健康的关系[D].河南大学硕士学位论文.2008(5)
[30]李原,郭德俊.组织中的心理契约[J].心理科学进展.2002.10(1):83-90
[31]申学武.心理契约违背及其干预研究[D].武汉大学博士论文.2005(4)
[32]李成江.知识型员工心理契约管理研究[D].河海大学博士论文.2007(11)
[33]李志鹏.组织支持、心理契约、组织承诺和工作满意度关系研究[D].浙江大学年硕士论文.2006(5)
[34]黄文艳,马剑虹.组织中的心理契约[J].人类工效学.2006年3月第12卷第1期69页
[35]魏峰,张文贤.国内外心理契约研究的新进展[J].管理科学学报.2005(10)
[36]曹威麟,朱仁发,郭江平.心理契约的概念、主体及构建机制研究[J].经济社会体制比较(双月刊).2007午第2期总第130期
[37]余琛.心理契约与经济契约的耦合[J].企业经济.2007(6)
[38]赵慧军.《现代管理心理学》第三版[M].首都经贸大学出版社.2006(8)
[39]姚波,孙晓琳.员工角色压力研究评述[J].西安财经学院学报.2007(3)