心理脱离对工作投入的影响:促进还是抑制?  

The impact of psychological detachment on work engagement:Promotion or inhibition?

作　　者：万金[1,2,3] 周雯珺 周海明 李平平 时勘 WAN Jin;ZHOU Wenjun;ZHOU Haiming;LI Pingping;SHI Kan(School of Economics and Management,East China Jiaotong University,East China Jiaotong University,Nanchang 330013,China;Jiangxi Institute of Talent and Industry Integration Development,East China Jiaotong University,Nanchang 330013,China;High speed rail and Regional Development Research Institute,East China Jiaotong University,Nanchang 330013,China;Public Course Teaching Department,Shandong University of Science and Technology,Taian 271000,China;Wenzhou Development Mode Research Institute,Wenzhou University,Wenzhou 325035,China)

机构地区：[1]华东交通大学经济管理学院,南昌330013 [2]江西省人才与产业融合发展研究院,南昌330013 [3]华东交通大学高铁与区域发展研究院,南昌330013 [4]山东科技大学公共课教学部,泰安271000 [5]温州大学温州发展模式研究院,浙江温州325035

出　　处：《心理科学进展》2023年第2期209-222,共14页Advances in Psychological Science

基　　金：国家社会科学基金后期资助重点项目(19FGLA002);国家自然科学基金项目(72161014;7962000;71863007);教育部人文社科研究项目(19YJA630032);江西省社会科学基金项目(22JY23)。

摘　　要：心理脱离是指非工作时间内个体在时空和心理两个层面均从工作中脱离出来,不被工作相关问题所干扰,并停止对工作的思考。主流研究认为心理脱离对工作投入具有正向影响,但也有研究发现两者为负向关系。不同研究结果的矛盾是由于未区分心理脱离状态和心理脱离行为、下班时间和工作间歇心理脱离,或是由于心理脱离程度差异造成,或是两者间存在方向相反的作用机制,或受其他变量的调节?目前的研究尚未给出一个整合的解释。因此,本研究提出应区分心理脱离行为和心理脱离状态,先综合采用质性与定量分析检验各自的内涵,在此基础上依据工作要求-资源模型(Job Demands-Resources Model,简称JD-R模型)构建一个综合模型,采用经验取样法和情景实验法,分别考察下班时间和工作间歇中的心理脱离行为和心理脱离状态对工作投入的影响及机制,并考察任务紧急性和职业使命感等任务和个体特征的调节作用。预期对以往的矛盾结论给予一个整合的理论解释,并提出相关的心理脱离管理对策,以提升员工心理脱离状态,从而促进其工作投入。Psychological detachment refers to the mental state in which an individual is detached from work during non-working hours,not being disturbed by work-related problems and stopping thinking about work.Mainstream studies believe that psychological detachment has a positive effect on work engagement,but there are contradictory conclusions about the impact of psychological detachment on work engagement.Are the conflicting results due to a failure to distinguish between psychological detachment state and behavior,psychological detachment at off-duty time and between work breaks,or that psychological detachment has opposite effect mechanisms on work engagement,or is it due to the difference in the degree of psychological detachment,or is the relationship moderated by other variables?Current studies have not provided an integrated explanation.Therefore,this study firstly comprehensively adopts qualitative and quantitative methods to distinguish the connotations of psychological detachment behavior and detachment state;and based on the Job Demands-Resources Model,to investigate the influences and mechanisms of psychological detachment behavior and psychological detachment state on work engagement during off-duty time and work breaks,and the moderating effect of tasks and individual characteristics such as task urgency and calling,by adopting experience sampling method and vignette experiment method.Finally,it provides an integrated explanation for previous contradictory conclusions and puts forward psychological detachment management countermeasures to improve employees’psychological detachment state,so as to improve their work engagement.

关 键 词：心理脱离 工作投入 经验取样法 情景实验法 工作要求-资源模型 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]