员工职业生涯韧性与其不安全感、绩效的关系——上司支持感的调节效应  

The Relationship between Career Resilience, Job Insecurity and Performance——The Moderating Effect of Perceived Supervisor Support

作　　者：李宗波[1] 王明辉[2] 

机构地区：[1]暨南大学管理学院,广州510632 [2]河南大学心理与行为研究所,河南开封475004

出　　处：《软科学》2012年第8期104-108,共5页Soft Science

基　　金：教育部人文社会科学项目(12YJC630206);河南省科技厅软科学研究项目(112400430019)

摘　　要：在中国组织情境下,采用问卷调查法,以535名企业员工为研究对象,探讨职业生涯韧性对员工工作不安全感和自评工作绩效的影响,以及上司支持感在该影响过程中的调节作用。结果表明:职业生涯韧性对工作不安全感有显著负向影响,而对工作绩效有显著正向影响;上司支持感对工作绩效存在显著的直接效应,并且能够显著调节职业生涯韧性与工作绩效、工作不安全感之间的关系。The paper tries to examine the effects of career resilience on employees＇ perceived job insecurity and self-reported job performance, and investigates the moderating effect of perceived supervisor support in Chinese organizational context. Data are collected from 535 full-time employees through questionnaire survey. Results show that ： career resilience has a significant negative effect on job insecurity, but a significant positive effect on job performance ; perceived supervisor support has a significant effect on job performance directly and can significantly moderate the link between career resilience, job insecurity and job performance.

关 键 词：职业生涯韧性 上司支持感 工作不安全感 工作绩效 

分 类 号：F272.92[经济管理—企业管理]