中国情境下工作场所包容的剖面结构及其关系模式研究  

Examining the Profiles of Workplace Inclusion and their Relationship Patterns

作　　者：瞿皎姣 曹霞 米捷 QU Jiaojiao;CAO Xia;MI Jie(Huaqiao University,Quanzhou,Fujian,China;Shanxi University of Finance and Economics,Taiyuan,China;Taiyuan University of Technology,Taiyuan,China)

机构地区：[1]华侨大学工商管理学院 [2]山西财经大学工商管理学院 [3]太原理工大学经济管理学院

出　　处：《管理学报》2022年第10期1489-1499,共11页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71972139);华侨大学高层次人才科研启动资助项目(21SKBS012);华侨大学“哲学社会科学青年教师学术成长工程”团队资助项目(22SKGC-QT03)。

摘　　要：基于潜剖面分析技术,通过两个子研究,对中国情境下工作场所包容的剖面结构及其关系模式展开分析。研究结果表明:工作场所包容具有3个剖面,即高包容(占比70%左右)、中包容(占比20%)和低包容(占比10%左右);年龄越大、资历和学历越高、从事高技术行业以及来自发达地区的员工更可能归属高包容群体;高、中、低3个包容子群体的幸福感程度依次递减;自主性、同事支持、领导指导、发展机会和反馈这5类工作资源可显著影响工作场所包容子群体的划分,但不同资源的影响效应模式存在不同。To identify the nature of the inclusion profiles, two sub-studies are conducted to examine the profiles of workplace inclusion and their predictors and outcomes in the Chinese context by the latent profile analysis method. The results show that three profiles are determined: a high inclusion group(more than 66.7%), a moderate inclusion group(more than 20%), and a low inclusion group(approximately 10%). Those who are aged and tenured, hold higher educational degrees, engage in high-tech industries, and come from developed regions, tend to be categorized into the high inclusion group. The high inclusion group sensed the highest level of well-being, followed by the moderate inclusion group with a moderate level of well-being, while the low inclusion group experienced the lowest level of well-being. Furthermore, the work resources such as autonomy, social support, coach, opportunity, and feedback are found to affect group memberships of inclusion, but their effects are differential.

关 键 词：包容剖面 潜剖面分析 工作资源 幸福感 

分 类 号：C93[经济管理—管理学]