挑战－阻碍性压力对企业科技人员工作繁荣的影响：有调节的中介模型

The Influence of Challenge-Hindrance Stressors on Thriving at Work of Scientific#$NBSand#$NBSTechnical#$NBSStaff#$NBS:A Moderated Mediation Model

摘要:

工作繁荣是指员工在工作中的活力和学习,是员工创造力的重要前因变量。为研究挑战-阻碍性压力对企业科技人员工作繁荣的影响机制和边界条件,对375份问卷数据进行层级回归和Bootstrap分析,发现：(1)挑战性压力对企业科技人员工作繁荣有正向影响,但其影响小于阻碍性压力的负向影响；(2)内部动机完全中介挑战性和阻碍性压力对工作繁荣的影响；(3)组织支持感可促进内部动机对企业科技人员的工作繁荣的正向影响,从而促进挑战性压力通过内部动机对工作旺盛的正向影响,而阻碍性压力负向影响不受调节。

Abstract:

To study the influence of challenge-hindrance stressors on thriving at work and the roles of intrinsic motivation and perceived organizational support in the process, valid data of 375 subjects were collected by questionnaire survey and analysed by hierarchical regression and process analysis. Results showed that: (1) Challenge stressors have significant positive effect on thriving at work, while hindrance stressors have significant negative effect on thriving at work. But the former effect is weaker than the later one. (2) Intrinsic motivation acts as complete mediator not only between challenge stressors and thriving at work, but also between hindrance stressors and thriving at work. (3) Perceived organizational support acts as moderator between intrinsic motivation and thriving at work. (4)The indirect effect of challenge stressors on thriving at work via intrinsic motivation was significant stronger when perceived organizational support was high. That is, for employees with higher perceived organizational support, challenge stressors have greater positive effect on thriving at work.