挑战性-阻断性压力对员工敬业度的影响机制研究  

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

作　　者：张桂平[1] 廖建桥[2] 

机构地区：[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

出　　处：《科研管理》2015年第2期152-159,共8页Science Research Management

基　　金：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)

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。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 ：he relationship between challenge stress and work engagement. Organization support cannot negatively affect the relationship between hindz＇ance 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.

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 

分 类 号：C936[经济管理—管理学]