【作者】 章娟；

【导师】 陶厚永；

【作者基本信息】 武汉大学 ， 人力资源管理， 2017， 硕士

【摘要】 员工的工作旺盛感与员工个体的发展和组织的绩效息息相关,随着积极组织行为学(POB)的兴起,越来越多的学者开始关注员工的积极状态对于组织的影响。实践发现,工作旺盛感不仅能够促进个体的职业发展,还能通过提高组织绩效促进组织的可持续发展。然而,随着市场竞争的日益激烈,组织和家庭对高素质人才的期望越来越高,员工面临的工作压力和家庭压力不断加大,更加容易滋生负面情绪,工作满意度降低,甚至出现工作倦怠感,进而影响到个人的身心健康,组织的发展也会受到影响。为此,如何通过良好的工作-家庭关系促进个体活力与学习的态度,成为实践界和学术界共同关注的话题。本文基于资源-获取-发展模型、人-组织匹配理论和工作家庭增益理论,选取个体每天都需跨越的两种环境资源即工作支持和家庭支持作为自变量,分别探索工作支持和家庭支持对于员工工作旺盛感的作用机制,认为工作-家庭增益(工作家庭增益和家庭工作增益)在其中有着中介作用。此外基于人-环境匹配理论,选取能够衡量个体偏好的变量即个体分割偏好作为调节变量,探讨分割偏好与环境资源的交互作用对工作旺盛感的影响。研究方法上,本文运用实证研究的形式,借鉴了国内外学者的成熟量表收集了 279份数据,运用统计软件针对本文假设的直接效应、中介效应和调节效应都分别进行了检验。通过研究,本文发现工作-家庭支持对于工作旺盛感具有积极影响,工作家庭增益中介了工作支持与工作旺盛感的关系,家庭工作增益中介了家庭支持与工作旺盛感之间的关系,分割偏好反向调节了家庭支持与家庭工作增益之间的关系,而个体分割偏好在工作支持和工作家庭增益之间的调节效应并未得到验证。对于被调节的中介效应的检验结果发现,家庭工作增益在家庭支持与工作旺盛感之间的中介作用受到了个体分割偏好的反向调节,而个体分割偏好对工作家庭增益的中介作用的调节并未得到验证。最后,本文针对这些研究结果进行了讨论,根据结论从组织角度和个人角度提出了相应的建议。组织可以积极构建家庭支持型组织氛围,建立员工管理工作-家庭关系的档案,鼓励员工参与企业内部家庭支持型的文化建设;从个人而言,善于利用支持型资源以提升自我的活力和发展,根据个体偏好提供融合或者分割的工作家庭管理策略。更多还原

【Abstract】 Thriving at work is closely related to the development of individual employees and the performance of the organization.With the rise of Positive organization behavior(POB),more and more scholars are concerned about the positive state of employees.They have found that thriving at work can not only promote the individual’s career development,but also by improving organizational performance to promote the organization’s sustainable development.However,with the increasingly fierce market competition,organizations and families of high-quality talent expectations are getting higher and higher,the staff face more and more pressure of work and family,resulting in negative emotions,lower job satisfaction,or even a sense of job burnout,affecting the physical and mental health of individuals and the development of the organization.To this end,how to improve work-family relationships for promoting individual vitality and learning attitude,becomes a practical and academic issues of common concern.Based on the theory of resource-gain-development(RGD)、P-O fit and work-family enrichment,this paper selects work-family support as independent variable,thriving at work as independent variable,investigating how these support infect individual vitality and learning attitude.Then,we select work-family enrichment as mediators,assume that work-family enrichment have mediation effect between work-family support and work-family enrichment.Based on the P-O fit,we select work-family segmentation preference as moderator,because the personality has an effect on how they think and how they behave.Especially,the interaction of personality and environment would have greater effect on thriving at work.In the study,we mainly use empirical study to test relationship between these variables.Based on this,the thesis takes the 279 valid questionnaires as the research objects to discuss the empirical relationship among all variables.Then the direct effect and indirect effect are both tested by statistics software.After that,I have some conclusions.Work-family support have a positive effect on thriving at work.Work-family enrichment mediated the relationship between independent variables and dependent variables.But the moderation effect has not been confirmed.Especially the moderation effect of work-family segmentation preference between work-family support and work-family enrichment have not been confirmed when segmentation preference indeed moderated the relationship between family-work support and family-work enrichment negatively.Finally,we discuss the results of these studies,and put forward the corresponding recommendations from the view of organizational and personal.Organizations can actively build a family-oriented organizational atmosphere,establish employee work-family relationship files,and encourage employees to participate in the enterprise within the family support type of cultural construction.As a member of family,people can use supportive resources to enhance the vitality and development of the self,and provide a family planning strategy based on individual preferences.更多还原