年长员工工作重塑抵御人—工作不匹配后效的作用机制:基于中国科技业的研究  

The Mechanism of Job Crafting among Older Workers to Resist After-effects of Person-job Misfit:A Study Based on the Science and Technology Industry in China

作　　者：辛迅 高丽莉 兰玉娟[2] XIN Xun;GAO Lili;LAN Yujuan(Business School Southwest University of Political Science&Law,Chongqing 401120;Zhongnan University of Economics and Law,Wuhan 430073)

机构地区：[1]西南政法大学商学院,重庆401120 [2]中南财经政法大学,武汉430073

出　　处：《人力资源管理评论》2023年第1期91-107,共17页Human Resource Management Review

基　　金：国家自然科学基金青年项目“年长员工工作重塑的内涵结构、作用与动态效应:基于IT业的纵贯研究”(71902166);中国博士后科学基金会面上项目“互联网情境下高绩效工作系统的有效性:从工作重塑视角”(2018M643786XB);教育部人文社科项目“中国组织情境下职业生涯晚期工作重塑的内涵、诱因及影响结果研究”(21YJC630053)

摘　　要：本文将科技业年长员工作为“受体”,探讨年长员工工作重塑的三种策略如何抵御人—工作不匹配所引发的工作倦怠。结果发现:发展性工作重塑能通过负向调节人—工作不匹配与组织自尊之间的负向关系而降低工作倦怠;利用性工作重塑能通过负向调节人—工作不匹配与状态性焦虑之间的正向关系、与组织自尊之间的负向关系而降低工作倦怠;适应性工作重塑能通过负向调节人—工作不匹配与角色冲突之间的正向关系而降低工作倦怠。本文为年长员工重塑工作以应对年龄困境提供了一定启发。Treating older workers in science and technology industries as“subject”,we explore the mechanism of three strategies of job crafting among older workers to resist job burnout caused by person-job misfit.The results indicate that:Developmental job crafting can reduce job burnout by negatively moderating the negative relationship between P-J misfit and based-organizational self-esteem;Utilization job crafing can reduce job burnout by negatively moderating the positive relationship between P-J misfit and state anxiety,and the negative relationship between person-job misfit and based-organizational self-esteem;Accommodative job crafting can reduce job burnout by negatively moderating the positive relationship between P-J misfit and role conflict.This study provides some inspiration for older workers to cope with age dilemmas from the perspective of job crafting.

关 键 词：年长员工工作重塑 人—工作不匹配 角色冲突 状态性焦虑 组织自尊 工作倦怠 

分 类 号：F272.92[经济管理—企业管理]