“90后”工作旺盛感的形成机制研究——基于组织社会化视角  

Research on the Formation Mechanism of Post-90s' Thriving at Work--From the Perspective of Organizational Socialization

作　　者：刘丽华[1] 黎思源 LIU Li-hua;LI Si-yuan(College of Business Administration,Capital University of Economics and Business Beijing 100070;Beijng Institute of Aerospace Metrology and Testing Technology,Beijing 100076)

机构地区：[1]首都经济贸易大学工商管理学院,北京100070 [2]北京航天计量测试技术研究所,北京100076

出　　处：《软科学》2020年第8期103-108,共6页Soft Science

基　　金：国家自然科学基金青年项目(71702115)。

摘　　要：基于资源保存理论,以“90后”为研究对象,研究组织社会化对员工工作旺盛感的影响机制,并探究人一工作匹配的中介作用和主动性人格的调节作用。通过395份有效样本的层级回归分析发现:组织社会化对“90后”工作旺盛感有显著的正向影响;人一工作匹配部分中介组织社会化与工作旺盛感的关系;主动性人格调节人一工作匹配对工作旺盛感的影响,进而调节组织社会化通过人一工作匹配影响工作旺盛感的间接作用。From the perspective of resource conservation theory,this paper aims to examine the influence mechanism of organizational socialization on post-90s employees’thriving at work,especially the mediating role of person-job fit and the moderating role of proactive personality.Based on the hierarchical regression analysis of 395 valid samples,results show that organizational socialization has a significant positive effect on post-90 s'thriving at work.Person-job fit partly mediates the relation between organizational socialization and thriving at work.Proactive personality weakens the relation between person-job fit and thriving at work and the indirect effect of organizational socialization on thriving at work through person-job fit.

关 键 词：90后 组织社会化 人一工作匹配 工作旺盛感 主动性人格 

分 类 号：C936[经济管理—管理学] F272.92