工作不安全感对主动个人-环境匹配行为的影响及作用机制研究  

Research on the Effect and Mechanism of Job Insecurity on Proactive Person-Environment Fit Behavior

作　　者：王芬芬 苏勇[2] 唐贵瑶[1] WANG Fenfen;SU Yong;TANG Guiyao(Shandong University,Jinan,China;Fudan University,Shanghai,China)

机构地区：[1]山东大学管理学院,济南市250100 [2]复旦大学管理学院

出　　处：《管理学报》2024年第4期527-538,共12页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(72072101)。

摘　　要：基于资源保存理论和自我调节理论的整合视角,通过一个两阶段的656份在职员工问卷数据,分析了工作不安全感对主动个人-环境匹配行为的影响及作用机制。研究结果表明:工作不安全感正向影响员工的3类主动个人-环境匹配行为(主动寻求反馈、工作变更协商和职业主动行为)。在这一过程中,借鉴自我调节理论中不同的自我概念参考值,证明了印象管理动机和未来工作自我清晰度中介了工作不安全感与3类主动个人-环境匹配行为之间的关系,且两条中介路径在个体防御型调节焦点和促进型调节焦点下得到不同程度地加强。Based on the integrated perspective of conservation of resource theory and self-regulation theory,this paper demonstrates the effect and mechanism of job insecurity on proactive person-environment fit behavior through a two-stage questionnaire of 656 employees.The results show that job insecurity positively affects three types of proactive person-environment fit behavior(proactive feedback seeking,job change negotiation and career initiative).In this process,using different self-concept reference values in self-regulation theory,it is proved that impression management motivation and future work self-salience mediate the relationship between job insecurity and three types of proactive person-environment fit behaviors,and the two mediating paths are strengthened to different degrees under the prevention regulatory focus and the promotion regulatory focus of individuals.

关 键 词：工作不安全感 资源管理策略 自我调节 主动个人-环境匹配行为 

分 类 号：C93[经济管理—管理学]