【作者】 杨明； 温忠麟；

【Author】 Yang Ming;Wen Zhonglin;School of Psychology,South China Normal University;

【机构】 华南师范大学心理学院；

【摘要】 随着员工工作压力的日益加重,工作场所中员工的压力及工作倦怠受到重视。工作要求-资源模型(简称JD-R模型)简洁地通过"激励过程"和"疲劳过程"两种潜在的心理过程,解释了工作倦怠的产生机制,并认为导致工作倦怠的因素有工作要求和工作资源两方面。然而近年来不断有研究对JD-R模型提出质疑,认为其视角过于单一,缺乏生态效度,仅从职位设计维度来分析具体职位特征影响员工工作倦怠的产生机制,忽视了组织因素的影响。在这样的背景下,越来越多的研究者关注心理社会安全氛围在JD-R模型中的作用。心理社会安全氛围(Psychosocial safety climate,简称PSC)是指员工对组织是否重视员工工作过程中与心理健康和安全相关政策、规程和行为时间的共同感知和看法,主要包括以下四个方面的特征:高层管理者的支持与承诺、心理健康目标的重要性和优先性、组织内沟通机制、组织参与。PSC的高低很大程度上与管理者对员工工作过程中的心理健康与安全的支持与承诺有关。PSC作为一种组织资源要素,是影响员工工作资源和要求的重要前因变量,进而成为导致员工工作倦怠"原因的原因"。本研究选取340名广州某大型百货公司销售人员为研究对象,采用工作内容问卷(JCQ)、Utrecht工作投入量表、MBI-GS量表、PSC量表探讨PSC在JD-R模型的激励过程和疲劳过程中作为前因变量的影响机制。研究结果表明,(1)工作要求与PSC正相关,工作要求与工作倦怠正相关。(2)工作资源与PSC正相关,工作资源与工作投入正相关。(3)PSC在激励过程中作为前因变量,工作资源在PSC与工作投入之间起部分中介作用。(4)PSC在疲劳过程中作为前因变量,工作要求在PSC与工作倦怠中起部分中介作用。在较高PSC水平下,管理者重视对员工心理健康及压力目标的承诺,形成若缺乏必要的工作资源则会削弱员工积极性的认知,因此倾向于为员工提供更多的资源,降低工作要求,从而增加员工工作投入,减少工作倦怠。更多还原

【Abstract】 With the increasing work pressure of employee, the stress and job burnout of employee in workplace earn more attention. Job Demands-Resources model(called JD-R model) succinctly explains the mechanism of job burnout by two psychological processes: the motivational process and the health impairment process. The factors that have led to job burnout are job demands and job resources. In recent years, however, the JD-R model is questioned from time to time, due to its too simple in perspective to have ecological validity. In fact, the model analyzes the mechanism of the specific job characteristics affecting employee’s burnout only from the dimension of job design. In this context, more and more researchers investigate the role of psychosocial safety climate in the JD-R model. Psychosocial safety climate(called PSC) refers to shared perceptions regarding policies, procedures and practices for the protection of worker psychological health and safety, mainly consisting of the following four characteristics: management commitment, management priority, organization communication, and organization participation. To some extent, the level of PSC of the organization is associated with the supports and commitments of management, which related to employees’ psychological health and safety during the work. As an organizational resource element, PSC is an important antecedent variable which affects employees’ job resources and job demands, and thus affects employees’ job burnout, so called ‘cause of the cause’. In this study, 340 salesclerk of a large mall in Guangzhou were invited to respond to the Job Content Questionnaire(JCQ), the Utrecht Work Engagement Scale, the MBI-GS Scale and the PSC Scale. Our study investigated the role of PSC in the motivational process and the health impairment process in the JD-R model as antecedent variables. The results showed that:(1) Job demand was positively related to PSC and job burnout;(2) Job resource was positively related to PSC and work engagement;(3) When PSC was an antecedent in the motivational process, job resource had a partial mediating effect on the relationship between PSC and work engagement;(4) When PSC was an antecedent in the health impairment process, job demand had a partial mediating effect on the relationship between PSC and job burnout. Under the condition of higher level of PSC, management paid more attention to the commitment of the employees’ psychological health and stress, and had the cognition that the lack of the necessary resources would impair the work motivation of employee. So they tended to provide more resources and reduce demands for employees, thereby increasing employees’ work engagement and reducing their job burnout.更多还原