工作重塑对可就业能力的影响机制:一个有调节的中介模型  

The Infl uence Mechanism of Job Remodeling on Employability A Moderated Mediation Model

作　　者：刘丽丹 王忠军 Liu Lidan;Wang Zhongjun

机构地区：[1]湖北中医药大学人文学院 [2]不详

出　　处：《中国人事科学》2023年第2期82-91,共10页Chinese Personnel Science

基　　金：国家社科基金一般项目“工作重塑视角下生涯晚期工作中成功老龄化研究”(编号:17BGL108);教育部人文社科青年基金项目“科研人员延迟满足与突破性创新行为:绩效考核环境的作用研究”(编号:18YJC630098)资助。

摘　　要：本文基于资源保存理论,探讨工作重塑对可就业能力的影响机制及边界条件。采用两阶段时滞问卷调查方法,结果表明:工作重塑与可就业能力显著正相关;工作投入在工作重塑对可就业能力的影响过程中起着中介作用;年龄阶段能够调节工作重塑与可就业能力的关系、工作重塑与工作投入之间的关系,并且可以调节工作投入的中介作用;相对于年长员工而言,工作重塑对提升年轻员工的工作投入和可就业能力的效果更为显著。该文试图揭示工作重塑对可就业能力的作用机制,尤其是年龄阶段的差异化效应,对工作重塑和可就业能力管理提供实践启示。Based on the conversation of resource theory,the present study explored the mechanism and boundary conditions of job crafting’s infl uence on employee perceived employability.Using an employee sample from a variety of organizations and two-wave questionnaire survey method,the results showed that:Job c rafting is positively related to perceived employability;work engagement plays a fully mediated role in the relationship between job crafting and perceived employability;Age moderates the relationship between job crafting and engagement,as well as the relationship between job crafting and perceived employability.Comparing with old workers,the positive impacts of job crafting on engagement and employability are much stronger for young workers;the mediated role of work engagement is also much stronger in the group of young workers,comparing with the older group.The results not only reveal the influence mechanism of employee proactive work behavior such as job crafting on perceived employability,but also provide practical implications for employability management for both individuals and organizations.

关 键 词：工作重塑 工作投入 可就业能力 年龄阶段 

分 类 号：C96[经济管理—人力资源管理]