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当面对工作障碍时减少工作退出行为:三方交互模型
Jing Zhang1, Di Su1, Andrew P Smith2
1School of Humanity and Law, Social Governance Innovation Research Center, Henan Agricultural University, Zhengzhou 450046, China.
Behavioral sciences (Basel, Switzerland)
|November 24, 2023
概括
遇到工作障碍的员工可能会退出工作. 负面反完全介导了这种联系,而认知灵活性和工作控制可以缓冲阻断性压力影响.
科学领域:
- 组织心理学 组织心理学
- 职业健康心理学 职业健康心理学
背景情况:
- 退出工作行为对员工和组织来说是一个显著的负面结果.
- 了解退出工作背后的机制对于干预至关重要.
研究的目的:
- 调查负面的工作反思在阻塞性压力和工作戒断行为之间扮演的调解角色.
- 检查工作控制和认知灵活性对阻碍性压力和工作退缩的缓解作用.
主要方法:
- 对596名全职员工进行了定量研究.
- 两个时间点测量间隔一个月进行.
- 基于工作需求-控制-个人模型的分析.
主要成果:
- 负面的工作反思完全介绍了阻断性压力和工作戒断行为之间的关系.
- 在认知灵活性,阻断性压力和工作控制之间发现了显著的三向相互作用.
- 认知灵活性和工作控制可以减轻阻断性压力的负面影响.
结论:
- 员工的认知,特别是反,在工作中断中发挥着关键作用.
- 组织应促进认知灵活性,并确保有效利用工作资源以缓冲压力.
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