挑战性-阻断性压力对员工敬业度的影响机制研究

科研管理 ›› 2015, Vol. 36 ›› Issue (2): 152-159.

挑战性-阻断性压力对员工敬业度的影响机制研究

张桂平¹, 廖建桥²

1. 湖北工业大学管理学院, 湖北武汉 430068;
2. 华中科技大学管理学院, 湖北武汉 430074

收稿日期:2013-09-23 修回日期:2014-06-20 出版日期:2015-02-25 发布日期:2015-02-14
作者简介:张桂平(1975-), 女, 河北衡水人, 湖北工业大学管理学院副教授、博士, 研究方向:组织行为与人力资源管理。
廖建桥(1957-), 男, 湖北广水人, 华中科技大学管理学院教授、博士生导师。研究方向:组织行为与人力资源管理、人类工效学。
基金资助:
国家自然科学基金资助项目(项目编号:70972016);全国教育科学“十二五”规划教育部重点课题(项目编号:DEA130233);湖北省教育科学“十二五”规划重点课题(项目编号:2013A017)。

The contingency influence mechanism of challenge stress and hindrance stress on employees' engagement

Zhang Guiping¹, Liao Jianqiao²

1. School of Management, HuBei University of Technology, Wuhan 430068, Hubei, China;
2. School of Management, Huazhong University of Science and Technology, Wuhan 430074, Hubei, China

Received:2013-09-23 Revised:2014-06-20 Online:2015-02-25 Published:2015-02-14

摘要/Abstract

摘要： 本研究基于权变理论的视角, 采用配对问卷调查的方式, 探讨了挑战性压力和阻断性压力对敬业度的影响机制及组织支持和核心自我评价的调节作用。实证研究结果发现:挑战性压力正向影响敬业度, 阻断性压力负向影响敬业度;组织支持在挑战性压力和敬业度之间发挥正向调节作用, 在阻断性压力和敬业度之间的负向调节作用不显著;核心自我评价在挑战性压力和敬业度之间发挥正向调节作用, 在阻断性压力和敬业度之间发挥负向调节作用。最后, 对研究结论进行讨论分析, 并提出了管理对策。

关键词: 挑战性压力, 阻断性压力, 核心自我评价, 组织支持, 工作敬业度

Abstract: Based on the perspective of the contingency theory and with the aid of the matching questionnaires survey, the paper puts forward the hypothetical contingent model of the relationship between work stress and work engagement. Through the empirical investigation, the results show that: challenge stress has direct positive impact on work engagement while hindrances stress has direct negative impact on work engagement. Moreover, organization support positively affects the relationship between challenge stress and work engagement. Organization support cannot negatively affect the relationship between hindrance stress and work engagement significantly. Core self-evaluations positively affect the relationship between challenge stress and work engagement. Core self-evaluations negatively affect the relationship between hindrance stress and work engagement. Finally, according to the empirical results, the management implications are discussed.

Key words: challenge stress, hindrance stress, core self-evaluations, organization support, work engagement

中图分类号:

C936

张桂平, 廖建桥. 挑战性-阻断性压力对员工敬业度的影响机制研究[J]. 科研管理, 2015, 36(2): 152-159.

Zhang Guiping, Liao Jianqiao. The contingency influence mechanism of challenge stress and hindrance stress on employees' engagement[J]. Science Research Management, 2015, 36(2): 152-159.

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