情感事件理论视角下个性化工作协议对员工主动化职业行为的影响  

The Influence of Idiosyncratic Deals on Proactive Career Behaviors from the Perspective of Affective Events Theory

作　　者：樊子立 马君[2] FAN Zi-li;MA Jun(Economics and Management School,Hubei University of Technology,Wuhan 430068;School of Management,Shanghai University,Shanghai 200444)

机构地区：[1]湖北工业大学经济与管理学院,武汉430068 [2]上海大学管理学院,上海200444

出　　处：《软科学》2022年第6期85-92,共8页Soft Science

基　　金：国家自然科学基金项目(71872111);教育部人文社会科学研究规划基金项目(19YJCZH125)。

摘　　要：基于情感事件理论,探讨了组织中的工作事件通过员工情感反应影响员工工作行为的作用过程。选取了上海市7家企业共447份员工样本,企业类型涵盖互联网行业和IT行业,并采用Bootstrap法以及Johnson-Neyman法进行假设检验。结果显示:积极工作情感和消极工作情感在个性化工作协议与员工主动化职业行为之间分别起正向和负向中介作用;心理韧性在个性化工作协议与积极工作情感以及个性化工作协议与消极工作情感之间均起调节作用;个性化工作协议通过积极工作情感、消极工作情感对员工主动化职业行为的间接效应均受到心理韧性的调节。Based on affective events theory,this paper discusses how work events in organizations affect employees′work behavior through affective reactions.A total of 447 employee samples from 7 enterprises in Shanghai are selected.The types of enterprises cover the Internet industry and IT industry.The Bootstrap method and Johnson-Neyman method are used to test the hypothesis.The results show that,the positive affect and negative affect mediate the relationship between idiosyncratic deals and proactive career behaviors;Resilience moderates the relationship between idiosyncratic deals and positive affect as well as idiosyncratic deals and negative affect,and further moderates the mediating effect of positive affect and negative affect.

关 键 词：个性化工作协议 积极工作情感 消极工作情感 心理韧性 员工主动化职业行为 

分 类 号：F272.9[经济管理—企业管理]