越休闲越激情?——休闲参与对知识型员工工作激情的影响机制研究
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摘要
工作激情低下是困扰企业的人力资源管理难题,已有研究聚焦于工作层面探究提升工作激情的措施,但对工作激情的产生机制研究不足。本文打破学者多从冲突角度解剖工作与生活关系的研究惯性,从角色资源跨界增益视角,以知识型员工为考察对象,探究休闲参与对知识型员工工作激情的影响机制,分析恢复体验在二者间的中介作用和组织依恋的调节作用。基于586名员工的问卷调查,实证研究发现,休闲参与和知识型员工工作激情之间呈倒U型关系,二者存在着共赢共享的机会窗口,把握休闲参与的程度和内容是激发工作激情的关键;恢复体验对知识型员工休闲参与和工作激情间的倒U型关系具有部分中介效应,休闲参与能否有助于个体恢复、补充或重构积极的情感和心理资源,并有效迁移至工作情境,是持续性工作激情能否产生的关键过程;非安全型组织依恋对二者间关系及中介效应存在调节作用,组织外部条件、员工对组织与工作的认知及情感评价,影响休闲参与所积累的积极情感和心理资源向实际工作激情转化的过程。研究结果为工作激情的生成提供了一个新的解释,为解决工作激情低下的管理难题提供了实践指引。
In the knowledge economy society,knowledge workers have become the backbone of creating enterprise highperformance,managers expect them to inspire continuous passion for work,threw himself into work. But the reality makes people upset. The low staff morale,lack of passion,go-slow,are some realistic problems plaguing many enterprises. Waking up work passion can help employees out of the job dilemma,to regain the confidence of the work and their own and produce the best results,but the existing study has not focused on the formation mechanism of the work passion. The study tries to explore a new path of awaking and maintaining the passion of knowledge workers from the perspective of leisure,so as to promote the transformation of knowledge potential into realistic performance,which is based on the staffs' desire for leisure and the enlightenment of infinite vacation policy. The recovery experience is the key psychological process to ensure the normal transformation of employees in the work-nonwork life,but also one of the results of leisure participation. So,is the recovery experience an essential element of the link between leisure participation and work passion? In addition,the role of organizational factors can't be ignored,and how the different types and intensity of the knowledge workers' organizational attachment will affect the process of individual continuous work passion? These questions are urgently needed to explore and answer.
The study reviews the relevant theoretical literature of leisure participation,recovery experience,organizational attachment and work passion,and based on the theory of work-nonwork spillover,resource conservation theory and social cognition of work passion,we build a model to explore the influence mechanism of leisure participation on knowledge workers’work passion.The study tried to explore:1)Does the knowledge workers’leisure participation have an impact on their work passion?What is the impact?2)Whether the recovery experience plays a mediating role in the relationship between knowledge workers’leisure participation and work passion?3)Is there a moderating effect of different types of organizational attachment on the relationship between leisure participation and work passion?Is there positive or negative adjustment?4)If there is an intermediary effect,then whether the different types of organizational attachment have a moderating effect on the intermediary effect?How does it affect?Based on the established model,this paper carried out questionnaire design and investigation,and collected 586 valid questionnaires for knowledge workers.On the basis of ensuring the reliability and validity of scale,this paper examined the hypothesis.
The empirical results show that:1)The relationship between leisure participation and knowledge workers’work passion is inverted U-shaped curve;2)The recovery experience has an mediating effect on the relationship between leisure participation and work passion.Leisure participation affects the recovery experience through the inverted U-shaped curve effect,thus affecting the passion of knowledge workers,contributed to the inverted U-type relationship between leisure participation and work passion;3)The relationship between the leisure participation of the knowledge workers and the passion for work is moderated negatively by the non-safety organizational attachment(avoidance type of organizational attachment and anxiety type of organizational attachment;4)The mediating effect is moderated negatively by the non-safety organizational attachment,but there is no moderating effect of the safety organizational attachment on the mediating relationship.Based on the above conclusions,this study puts forward some suggestions from the national,organizational,individual level.
In the knowledge economy society,knowledge workers have become the backbone of creating enterprise highperformance,managers expect them to inspire continuous passion for work,threw himself into work. But the reality makes people upset. The low staff morale,lack of passion,go-slow,are some realistic problems plaguing many enterprises. Waking up work passion can help employees out of the job dilemma,to regain the confidence of the work and their own and produce the best results,but the existing study has not focused on the formation mechanism of the work passion. The study tries to explore a new path of awaking and maintaining the passion of knowledge workers from the perspective of leisure,so as to promote the transformation of knowledge potential into realistic performance,which is based on the staffs' desire for leisure and the enlightenment of infinite vacation policy. The recovery experience is the key psychological process to ensure the normal transformation of employees in the work-nonwork life,but also one of the results of leisure participation. So,is the recovery experience an essential element of the link between leisure participation and work passion? In addition,the role of organizational factors can't be ignored,and how the different types and intensity of the knowledge workers' organizational attachment will affect the process of individual continuous work passion? These questions are urgently needed to explore and answer.
The study reviews the relevant theoretical literature of leisure participation,recovery experience,organizational attachment and work passion,and based on the theory of work-nonwork spillover,resource conservation theory and social cognition of work passion,we build a model to explore the influence mechanism of leisure participation on knowledge workers’work passion.The study tried to explore:1)Does the knowledge workers’leisure participation have an impact on their work passion?What is the impact?2)Whether the recovery experience plays a mediating role in the relationship between knowledge workers’leisure participation and work passion?3)Is there a moderating effect of different types of organizational attachment on the relationship between leisure participation and work passion?Is there positive or negative adjustment?4)If there is an intermediary effect,then whether the different types of organizational attachment have a moderating effect on the intermediary effect?How does it affect?Based on the established model,this paper carried out questionnaire design and investigation,and collected 586 valid questionnaires for knowledge workers.On the basis of ensuring the reliability and validity of scale,this paper examined the hypothesis.
The empirical results show that:1)The relationship between leisure participation and knowledge workers’work passion is inverted U-shaped curve;2)The recovery experience has an mediating effect on the relationship between leisure participation and work passion.Leisure participation affects the recovery experience through the inverted U-shaped curve effect,thus affecting the passion of knowledge workers,contributed to the inverted U-type relationship between leisure participation and work passion;3)The relationship between the leisure participation of the knowledge workers and the passion for work is moderated negatively by the non-safety organizational attachment(avoidance type of organizational attachment and anxiety type of organizational attachment;4)The mediating effect is moderated negatively by the non-safety organizational attachment,but there is no moderating effect of the safety organizational attachment on the mediating relationship.Based on the above conclusions,this study puts forward some suggestions from the national,organizational,individual level.
引文
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(1)数值运算由于采用“四舍五入”的方法保留一位小数,数据存在误差,频率加总可能不为100%,特此标注。
(2)另有0.5%属“其他”情况,如离异。
[2]Zigarmi,D.,K.Nimon,and D.Houson,et al.Beyond Engagement:Toward a Framework and Operational Definition for Employee Work Passion[J].Human Resource Development Review,2009,8,(3):300-326.
[3]陈建安,金晶.能动主义视角下的工作幸福管理[J].北京:经济管理,2013,(3):183-194.
[4]赵富强,陈耘,杨淑媛.工作家庭平衡型人力资源实践研究——中国情境下的结构与测量[J].北京:经济管理,2018,(2):120-139.
[5]刘洪,林彦梅,刘润刚.工作与非工作相互渗透的不对称性对员工幸福感的影响[J].北京:经济管理,2016,(12):89-99.
[6]Sonnentag,S.,I.Kuttler,and C.Fritz.Job Stressors,Emotional Exhaustion,and Need for Recovery:A Multi-Source Study on the Benefits of Psychological Detachment[J].Journal of Vocational Behavior,2010,76,(3):355-365.
[7]Sonnentag,S.,and C.Fritz.The Recovery Experience Questionnaire:Development and Validation of a Measure for Assessing Recuperation and Unwinding from Work[J].Journal of Occupational Health Psychology,2007,12,(3):204-221.
[8]陈琳,乐国林,王利敏.依恋理论在组织研究中的应用与启示[J].天津:心理与行为研究,2015,(6):853-860.
[9]楼嘉军.论休闲与休闲时代[M].上海交通大学出版社,2013.
[10]刘泳伦.基层消防人员休闲参与、工作压力与工作满意之相关研究[D].台湾云林科技大学,2003.
[11]蒋艳.城市居民休闲参与的幸福感研究综述(下)[J].桂林:旅游论坛,2015,(6):21-29.
[12]Stebbins,R.A.Serious Leisure:A Perspective for Our Time[M].New Brunswick and London:Transaction Publishers,2007.
[13]Hutchinson,S.L.,and D.A.Kleiber.Gifts of the Ordinary:Casual Leisure’s Contributions to Health and Well-Being[J].World Leisure Journal,2005,47,(3):2-16.
[14]Bailey,A.W.,and I.K.Fernando.Routine and Project-Based Leisure,Happiness,and Meaningin Life[J].Journal of Leisure Research,2012,44,(2):139-154.
[15]Kim,J.H.,J.M.Heo,and I.H.Lee,et al.Predicting Personal Growth and Happiness by Using Serious Leisure Model[J].Social Indicators Research,2015,122,(1):147-157.
[16]Vallerand,R.J.,C.Blanchard,and G.A.Mageau,et al.Les Passions De L’Ame:On Obsessive and Harmonious Passion[J].Journal of Personality&Social Psychology,2003,85,(4):756-767.
[17]Clercq,D.D.,and I.Belausteguigoitia.Overcoming the Dark Side of Task Conflict:Buffering Roles of Transformational Leadership,Tenacity,and Passion for Work[J].European Management Journal,2016,35,(1):78-90.
[18]Forest,J.,G.A.Mageau,and C.Sarrazin,et al.“Work is My Passion”:The Different Affective,Behavioural,and Cognitive Consequences of Harmonious and Obsessive Passion toward Work[J].Canadian Journal of Administrative Sciences,2011,28,(1):27-40.
[19]Houlfort,N.,C.Fernet,and R.J.Vallerand,et al.The Role of Passion for Work and Need Satisfaction in Psychological Adjustment to Retirement[J].Journal of Vocational Behavior,2015,88,(10):84-94.
[20]Lautongmeesakun,S.,and S.N.Wichian.Path Analysis of Work Passion Model of Thai Teachers in Municipal Schools[J].International Journal of Information and Education Technology,2016,6,(12):949-953.
[21]Meijman,T.F.,and G.Mulder.Psychological Aspects of Workload[J].New Handbook of Work&Organizational Psychology,1998,(2):5-33.
[22]Shimazu,A.,S.Sonnentag,and K.Kubota,et al.Validation of the Japanese Version of the Recovery Experience Questionnaire[J].Journal of Occupational Health,2012,54,(3):196-205.
[23]吴伟炯,刘毅,谢雪贤.国外恢复体验研究述评与展望[J].上海:外国经济与管理,2012,(11):44-51.
[24]高峰强,丁琦峰,王芳,王鹏.工作恢复:重回良好工作状态的必由之路[J].上海:心理科学,2016,(1):207-213.
[25]Misciagna,M.A.Measuring Workplace Attachment as the Relationship Between Individuals and the Social Institutions for Which They Work[D].George Washington University,2005.
[26]Ainsworth,M.D.S.,M.C.Blehar,and E.Waters,et al.Patterns of Attachment:A Psychological Study of the Strange Situation[J].Lawrence Erlbaum Associates,1978,(23):373-380.
[27]Mayseless,O.,and M.Popper.Reliance on Leaders and Social Institutions:An Attachment Perspective[J].Attachment&Human Development,2007,9,(1):73-93.
[28]Vogel,R.M.,J.B.Rodell,and J.W.Lynch.Engaged and Productive Misfits:How Job Crafting and Leisure Activity Mitigate the Negative Effects of Value Incongruence[J].Academy of Management Journal,2016,59,(5):1561-1584.
[29]Greenhaus,J.H.,and G.N.Powell.When Work and Family are Allies:A Theory of Work-Family Enrichment[J].Academy of Management Review,2006,31,(1):72-92.
[30]Powell,G.N.,and J.H.Greenhaus.Sex,Gender and the Work-to-Family Interface:Exploring Negative and Positive Interdependencies[J].Academy of Management Journal,2010,53,(3):513-534.
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(1)数值运算由于采用“四舍五入”的方法保留一位小数,数据存在误差,频率加总可能不为100%,特此标注。
(2)另有0.5%属“其他”情况,如离异。