员工延迟退休意愿和工作绩效的影响机制研究  

Study on the Influence Mechanism of Employee's Willingness to Delay Retirement and Job Performance

作　　者：邹卫兵 贺远琼[2] ZOU Weibing;HE Yuanqiong(School of Management,Wuhan University of Technology,Wuhan 430070,China;不详)

机构地区：[1]武汉理工大学管理学院,湖北武汉430070 [2]华中科技大学管理学院,湖北武汉430074

出　　处：《武汉理工大学学报（信息与管理工程版）》2023年第4期571-576,共6页Journal of Wuhan University of Technology：Information & Management Engineering

基　　金：国家自然科学基金项目(72174161);国家自然科学基金青年项目(72202118);教育部人文社会科学研究规划基金项目(22YJCZH203).

摘　　要：在人口老龄化和延迟退休背景下,员工的延迟退休意愿成为影响组织持续发展的重要因素。为探究相比于谦虚的领导,谦虚的员工是否能更有效地利用资源取得职业成功,并具有更高的延迟退休意愿和工作绩效,根据领导成员交换理论,基于多时点和多来源的问卷数据,对员工谦虚在职场中的独特价值进行了实证分析。研究结果表明:谦虚的员工更容易与领导形成高质量的交换关系,从而提高员工的工作绩效和延迟退休意愿;对宜人性高的员工,该领导成员交换关系更强。对企业应对老龄化和延迟退休具有一定的实践参考意义。In the context of aging and delayed retirement,the willingness of employees to delay retirement has become an important factor affecting the sustainable development of organizations.In order to explore whether humble employees can use resources more effectively to achieve career success and have higher willingness to delay retirement and job performance than humble leaders,based on leader-member exchange theory,this paper empirically analyzed the unique value of employee humility in the workplace based on multi-time and multi-source questionnaire data.The results found that humble employees are more likely to form high-quality exchange relationships with leaders,which in turn has a positive effect on improving job performance and the willingness to delay retirement.Specifically,this leader-member exchange relationship is stronger for employees who have high agreeableness.This study has practical implications for how organizations can respond to aging and delayed retirement.

关 键 词：员工谦虚 延迟退休意愿 领导员工匹配 老龄员工 领导成员交换 

分 类 号：F243[经济管理—劳动经济] F243.2[经济管理—国民经济]