目的:探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系,以揭示其如何通过心理机制影响工作旺盛感,并阐明其间的作用路径。方法:采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表,对广东省某世界500...目的:探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系,以揭示其如何通过心理机制影响工作旺盛感,并阐明其间的作用路径。方法:采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表,对广东省某世界500强企业的2048名员工进行调查。结果:(1) 心理资本与组织承诺和工作旺盛感之间呈显著的正相关(r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p Objectives: To explore the relationship among psychological capital, organizational commitment, social dysfunction, and thriving at work of enterprise employees so as to reveal how they affect work flourishing through psychological mechanisms and clarify the action path between them. Methods: The Thriving at Work Scale, Positive Psychological Capital Questionnaire, General Health Questionnaire, and Organizational Commitment Scale were used to survey 2048 enterprise employees of a Fortune 500 enterprise in Guangdong Province. Results: (1) There was a significant positive correlation between psychological capital and organizational commitment and thriving at work (r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p < 0.01). (2) The direct effect of psychological capital on thriving at work was significant, with an effect value of 0.22;organizational commitment had an indirect effect between psychological capital and thriving at work, with an effect value of 0.034;social dysfunction had an indirect effect between psychological capital and thriving at work, with an effect value of 0.0038. Conclusion: Thriving at work can be improved by enhancing the psychological capital level of enterprise employees, increasing organizational commitment, and reducing adverse social functional behaviors.展开更多
文摘目的:探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系,以揭示其如何通过心理机制影响工作旺盛感,并阐明其间的作用路径。方法:采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表,对广东省某世界500强企业的2048名员工进行调查。结果:(1) 心理资本与组织承诺和工作旺盛感之间呈显著的正相关(r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p Objectives: To explore the relationship among psychological capital, organizational commitment, social dysfunction, and thriving at work of enterprise employees so as to reveal how they affect work flourishing through psychological mechanisms and clarify the action path between them. Methods: The Thriving at Work Scale, Positive Psychological Capital Questionnaire, General Health Questionnaire, and Organizational Commitment Scale were used to survey 2048 enterprise employees of a Fortune 500 enterprise in Guangdong Province. Results: (1) There was a significant positive correlation between psychological capital and organizational commitment and thriving at work (r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p < 0.01). (2) The direct effect of psychological capital on thriving at work was significant, with an effect value of 0.22;organizational commitment had an indirect effect between psychological capital and thriving at work, with an effect value of 0.034;social dysfunction had an indirect effect between psychological capital and thriving at work, with an effect value of 0.0038. Conclusion: Thriving at work can be improved by enhancing the psychological capital level of enterprise employees, increasing organizational commitment, and reducing adverse social functional behaviors.
