体面劳动会引发员工的拖延行为吗?  

Can Decent Work Lead to Employee Procrastinate?

作　　者：谷超 刘生敏[1] GU Chao;LIU Sheng-min(Business School,University of Shanghai for Science and Technology,Shanghai 200093,China)

机构地区：[1]上海理工大学管理学院,上海200093

出　　处：《科技和产业》2021年第10期115-120,共6页Science Technology and Industry

基　　金：国家自然科学基金(71432005)。

摘　　要：基于自我决定和交互决定论,研究探讨体面劳动与员工拖延行为的关系。采用289名公司员工及其直接领导的问卷调查进行分析。结果表明:体面劳动对员工拖延行为存在正向影响;工作自主性在体面劳动与员工拖延行为之间起到中介作用;福利满意度负向调节了工作自主性的中介效应。该研究有助于管理者在人力资源管理实践中,根据员工的差异来设置不同的福利和工作目标,发挥工作本身和工作环境对员工的激励作用,抑制体面劳动和工作自主性的滥用。Based on self-determination theory and reciprocal determinism,the research discussed the relationship between decent work and employee procrastination.289 employees and their direct leaders were asked with report in order to test this moderated mediating model.Results indicated:Decent work has a positive effect on employee procrastination.The relationship between decent work and employee procrastination is mediated by work autonomy.Welfare satisfaction significantly moderates the mediating effect of job autonomy on the relationship between decent work and employee procrastination.In the practice of human resource management,managers should design different objects and welfare compensation according to different types and different levels of employees,pay attention on the activations of work value and environment on employees,rather than to encourage employees to delay their work for high decent work and work autonomy.

关 键 词：体面劳动 工作自主性 员工拖延行为 福利满意度 

分 类 号：C93-6[经济管理—管理学]