摘要
本研究探讨了挑战性与阻碍性压力源如何影响员工初始的工作倦怠(情绪耗竭)及其纵向变化趋势,以及员工职业延迟满足在这个关系中的调节作用。采用潜变量增长模型的研究方法,使用143名员工在4个时间点的纵向追踪数据,研究结果首先发现,员工情绪耗竭随着时间呈上升趋势。其次,挑战性压力源与阻碍压力源均正向预测员工情绪耗竭的初始值,而阻碍性压力源则负向预测了员工情绪耗竭的上升速度。此外,员工的职业延迟满足调节了挑战性压力源与员工情绪耗竭上升速度之间的关系。具体地,员工职业延迟满足水平越高,挑战性压力源对员工情绪耗竭上升速度的正向预测作用越强。本研究同时讨论了研究结果,并提出了其对管理的实践意义。
The current study investigates the impact of challenge and hindrance stressor on the intercept and slope of the trajectory of employees’burnout(e.g.,emotional exhaustion).The moderating role of employees’vocational delay of gratification in this relationship is also examined.Using the Latent Growth Modeling(LGM)method and with a four-wave longitudinal data of 143 employees,the results first reveal that,employees’level of emotional exhaustion goes up over time.Moreover,both challenge and hindrance stressors positively predict intercept of the change of emotional exhaustion,and hindrance stressor buffers the upward slope of emotional exhaustion.In addition,employees’vocational delay of gratification moderates the relationship between challenge stressor and the slope of emotional exhaustion.Specifically,under a higher level of vocational delay of gratification,the strengthening effect of challenge stressor on the slope of emotional exhaustion is stronger.The present study also discusses the findings and their implications to the management practice.
作者
于坤
刘晓燕
Yu Kun;Liu Xiaoyan(School of Labor and Human Resources,Renmin University of China,Beijing 100872;Center for Human Resource Development and Assessment,School of Labor and Human Resources,Renmin University of China,Beijing 100872;School of Management,Guangzhou University,Guangzhou 510006)
出处
《管理评论》
CSSCI
北大核心
2021年第2期217-226,共10页
Management Review
基金
国家自然科学基金青年项目(71702184)
教育部人文社会科学青年基金项目(14YJC630160)
关键词
职业延迟满足
挑战性压力源
阻碍性压力源
潜变量增长模型
纵向研究
vocational delay of gratification
challenge stressor
hindrance stressor
latent growth modeling
longitudinal study
