组织成员工作成瘾影响因素及其作用机制研究
发布时间：2018-09-04 06:11
【摘要】：工作狂(workaholics)是指那些投入大量时间和精力到工作上的个体,其行为或症状被学术界称为“工作成瘾”或“工作沉迷”(workaholism)。随着社会背景的变迁和科学技术的进步,这种现象在各类职业人群中已屡见不鲜,人们开始正视工作成瘾的危害,并将其当作一类社会顽疾来加以看待和解决。对于工作成瘾的有效干预依赖于对其全面而深入的理解,尽管学术界已经知道工作成瘾可能既受到个体特征的促发又受到外在环境的诱导,但对于二者的联合作用(joint impact)却知之甚少。组织作为工作狂诞生的主要场所,其与成员工作成瘾的养成和发展关系密不可分,因而成为人们研究的焦点。眼下该领域的研究更多只是停留在理论的推理与假设中,缺乏实证研究的有力支撑,无论是国内还是国外,更是鲜有研究探究到工作成瘾形成过程中组织情景因素与个体内在特征交互影响的作用机理。工作狂到底是与生俱来,还是后天养成?这一问题一直掩盖在组织工作特征及文化氛围与个体心理活动及个性特质互动交织作用的“黑箱”之中。本研究基于工作要求-资源模型(JD-R)理论,将组织工作特征视作影响个体工作成瘾行为的前因变量,以组织工作特征和个体个性特征影响工作压力感知的中介过程,以及论证组织工作氛围和个体个性特征的调节作用作为研究重点,对全国范围内30家单位的489名员工进行了调查,使用多层线性模型(HLM)分析工作场所中组织情景因素与个体个性特征对组织成员工作成瘾的解释力。研究结果如下：1.影响因素的直接作用机制(1)组织层影响因素的直接效应：组织工作要求对于个体工作成瘾的形成不存在显著影响,但对个体过度工作行为存在显著正向效应：组织工作支持对于个体工作成瘾具有显著正向效应；而组织工作控制的影响效应未达到显著水平；组织过度工作氛围对于个体工作成瘾具有显著正向效应,主要体现在对于其过度工作行为的影响。(2)个体层影响因素的直接效应：个体心理状态中的工作压力感知对其工作成瘾存在显著正向效应,但影响效应组间变异显著,即工作压力作用的发挥受到组织情景的限制；个体个性特征中完美主义人格和自我效能感对于工作成瘾具有显著正向效应,且不受情景影响；责任心对于工作成瘾不存在显著影响,但对于过度工作行为的作用受组织情景影响；成就动机对于个体工作成瘾存在显著正向效应,其作用发挥受组织情景影响。2.影响因素的中介作用机制个体工作压力感知对组织工作特征与个体工作成瘾的关系不产生中介作用；组织工作氛围通过个体工作压力感知的完全中介作用对其工作成瘾及过度工作行为产生显著影响；个体完美主义人格通过工作压力感知的部分中介作用对其工作成瘾产生显著影响。3.影响因素的调节作用机制组织过度工作氛围与组织工作控制产生显著的调节效应影响个体工作成瘾；组织工作要求与支持的交互作用对于个体工作成瘾具有显著正向预测作用；组织工作要求与控制的交互对于个体强迫工作感受具有显著负向预测作用；组织过度工作氛围调节成就动机与个体工作成瘾之间的关系,以至于越强烈的过度工作氛围,越会降低成就动机与工作成瘾之间的相关性；组织工作控制显著调节个体工作压力与工作成瘾之间的关系。以上研究结果为组织成员工作成瘾全面干预体系的构建提供了有力而可靠的实证数据支撑。
[Abstract]:Workaholics refers to individuals who devote a lot of time and energy to their work. Their behavior or symptoms are called "work addiction" or "work addiction" in academic circles. Effective intervention in work addiction depends on a comprehensive and in-depth understanding of it. Although academia has known that work addiction may be triggered by both individual characteristics and external environment, it is a joint impact between the two. As the main place of workaholism's birth, organization is closely related to the formation and development of workaholism and becomes the focus of people's research. At present, the research in this field only stays in the theoretical reasoning and hypothesis, and lacks the strong support of empirical research, whether at home or abroad, it is rare. Some studies have explored the mechanism of interaction between organizational situational factors and individual intrinsic characteristics in the formation of work addiction. Is workaholism inherent or acquired? This problem has been masked in the "black box" of the interaction between organizational work characteristics and cultural atmosphere, individual psychological activities and personality traits. Based on the Job Requirement-Resource Model (JD-R) theory, this study regards organizational work characteristics as the antecedent variables influencing individual job addiction behavior, and takes organizational work characteristics and individual personality characteristics as the mediating factors influencing job stress perception, and demonstrates the moderating effect of organizational work atmosphere and individual personality characteristics as the research focus. A survey of 489 employees from 30 companies across the country was conducted to analyze the explanatory power of organizational situational factors and individual personality traits on job addiction in the workplace. The results were as follows: 1. The direct mechanism of influencing factors (1) the direct effect of organizational factors: organizational job requirements There is no significant effect on the formation of individual work addiction, but there is a significant positive effect on individual overwork behavior: organizational work support has a significant positive effect on individual work addiction; organizational work control has no significant effect; organizational overwork atmosphere has a significant positive effect on individual work addiction (2) The direct effect of individual factors: job stress perception in individual mental state has a significant positive effect on job addiction, but the effect group varies significantly, that is, the exertion of job stress is limited by organizational situation; Perfectionist personality and self-efficacy have significant positive effects on work addiction, and are not affected by the situation; sense of responsibility has no significant effect on work addiction, but the role of overwork behavior is affected by organizational situation; achievement motivation has significant positive effects on individual work addiction, and its role is played. 2. Intermediation mechanism of influencing factors Individual job stress perception has no mediating effect on the relationship between organizational work characteristics and individual job addiction; Organizational work atmosphere has a significant effect on job addiction and overwork behavior through the complete mediating effect of individual job stress perception; Aesthetic personality has a significant effect on work addiction through part of the mediating role of job stress perception. 3. The mediating mechanism of influencing factors has a significant moderating effect on individual work addiction by organizational overwork atmosphere and organizational work control; and the interaction between organizational work requirements and support has an effect on individual work addiction. The interaction of organizational work requirements and control has a significant negative predictive effect on individual compulsive work feeling; the organizational overwork atmosphere regulates the relationship between achievement motivation and individual work addiction, so that the stronger the overwork atmosphere, the lower the relationship between achievement motivation and work addiction. Relevance; Organizational job control significantly regulates the relationship between job stress and job addiction. The above results provide a strong and reliable empirical support for the construction of a comprehensive intervention system for job addiction among organizational members.
【学位授予单位】：浙江师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：B848
本文编号：2221246
[Abstract]:Workaholics refers to individuals who devote a lot of time and energy to their work. Their behavior or symptoms are called "work addiction" or "work addiction" in academic circles. Effective intervention in work addiction depends on a comprehensive and in-depth understanding of it. Although academia has known that work addiction may be triggered by both individual characteristics and external environment, it is a joint impact between the two. As the main place of workaholism's birth, organization is closely related to the formation and development of workaholism and becomes the focus of people's research. At present, the research in this field only stays in the theoretical reasoning and hypothesis, and lacks the strong support of empirical research, whether at home or abroad, it is rare. Some studies have explored the mechanism of interaction between organizational situational factors and individual intrinsic characteristics in the formation of work addiction. Is workaholism inherent or acquired? This problem has been masked in the "black box" of the interaction between organizational work characteristics and cultural atmosphere, individual psychological activities and personality traits. Based on the Job Requirement-Resource Model (JD-R) theory, this study regards organizational work characteristics as the antecedent variables influencing individual job addiction behavior, and takes organizational work characteristics and individual personality characteristics as the mediating factors influencing job stress perception, and demonstrates the moderating effect of organizational work atmosphere and individual personality characteristics as the research focus. A survey of 489 employees from 30 companies across the country was conducted to analyze the explanatory power of organizational situational factors and individual personality traits on job addiction in the workplace. The results were as follows: 1. The direct mechanism of influencing factors (1) the direct effect of organizational factors: organizational job requirements There is no significant effect on the formation of individual work addiction, but there is a significant positive effect on individual overwork behavior: organizational work support has a significant positive effect on individual work addiction; organizational work control has no significant effect; organizational overwork atmosphere has a significant positive effect on individual work addiction (2) The direct effect of individual factors: job stress perception in individual mental state has a significant positive effect on job addiction, but the effect group varies significantly, that is, the exertion of job stress is limited by organizational situation; Perfectionist personality and self-efficacy have significant positive effects on work addiction, and are not affected by the situation; sense of responsibility has no significant effect on work addiction, but the role of overwork behavior is affected by organizational situation; achievement motivation has significant positive effects on individual work addiction, and its role is played. 2. Intermediation mechanism of influencing factors Individual job stress perception has no mediating effect on the relationship between organizational work characteristics and individual job addiction; Organizational work atmosphere has a significant effect on job addiction and overwork behavior through the complete mediating effect of individual job stress perception; Aesthetic personality has a significant effect on work addiction through part of the mediating role of job stress perception. 3. The mediating mechanism of influencing factors has a significant moderating effect on individual work addiction by organizational overwork atmosphere and organizational work control; and the interaction between organizational work requirements and support has an effect on individual work addiction. The interaction of organizational work requirements and control has a significant negative predictive effect on individual compulsive work feeling; the organizational overwork atmosphere regulates the relationship between achievement motivation and individual work addiction, so that the stronger the overwork atmosphere, the lower the relationship between achievement motivation and work addiction. Relevance; Organizational job control significantly regulates the relationship between job stress and job addiction. The above results provide a strong and reliable empirical support for the construction of a comprehensive intervention system for job addiction among organizational members.
【学位授予单位】：浙江师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：B848
【参考文献】
相关期刊论文 前1条
1 刘杰;石伟;;工作狂的研究述评[J];心理科学进展;2008年04期
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