工作重塑对工作投入的影响:基于优势比较分析方法

发布时间：2018-08-27 18:24

【摘要】：文章旨在探讨三维工作重塑量表与四维工作重塑量表、同一量表不同维度对工作投入相对解释力。采用问卷调查,以327名员工为被试,运用回归分析、优势比较分析对假设进行检验。结果表明:(1)任务重塑、认知重塑与工作投入显著正相关,关系重塑与工作投入不相关,且任务重塑、认知重塑与关系重塑对工作投入的解释力依次递减;(2)增加结构性工作资源、增加挑战性工作要求正向预测工作投入,而减少阻碍性工作要求、增加社会性工作资源对工作投入的影响不显著,且增加结构性工作资源、增加挑战性工作要求、减少阻碍性工作要求、增加社会性工作资源对工作投入的解释力依次递减;(3)四维工作重塑量表对工作投入的解释力高于三维工作重塑量表,但差异不大。
[Abstract]:The purpose of this paper is to explore the relative explanatory power of the three dimensional job remodeling scale and the four dimensional work remodeling scale, and the different dimensions of the same scale. Using questionnaire, 327 employees as subjects, regression analysis and comparative analysis were used to test the hypothesis. The results showed that: (1) task remodeling, cognitive remodeling and job engagement were significantly positively correlated, while relationship remodeling was not related to work engagement, and the explanatory power of task remodeling, cognitive remodeling and relationship remodeling to job engagement decreased in turn, and (2) structural work resources were increased. Increasing the amount of challenging work requires positive predictive work, while reducing obstructive work requirements, increasing social work resources have little impact on job engagement, and increasing structural work resources and challenging job requirements. Reducing the demands of obstructive work and increasing the explanatory power of social work resources to work involvement decreased in turn; (3) the four dimensional work remodeling scale had higher explanatory power to work engagement than three dimensional work remodeling scale but the difference was not significant.
【作者单位】：中国人民大学劳动人事学院;中国人民大学心理系;
【基金】：国家自然科学基金项目“兼顾员工幸福感与组织绩效的人力资源管理实践及其作用机制的多层次研究——人本主义的视角”(71272158) 中国人民大学2015年度拔尖创新人才培育资助计划“差错管理氛围的形成及其对团队创新绩效的影响机制研究”
【分类号】：F272.92

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