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越来越多的企业实施弹性工作来提升工作与家庭之间的边界弹性,以期减少工作家庭冲突并进而保证员工的工作绩效。然而,有些企业却认为坚持严明的工作与家庭边界并严加监管,防止家庭事务向工作领域的渗透,才能保证员工工作绩效。文章基于工作-家庭边界理论分析了工作弹性程度对员工工作绩效产生影响的路径,提出心理渗透在这一路径中起中介作用、工作创造性起调节作用的研究模型,通过调查数据证实,工作弹性程度对员工绩效的正面影响是通过减弱员工的心理渗透而发生作用,工作创造性对心理渗透与工作绩效之间关系有调节影响。研究表明,工作弹性程度能够帮助员工减少心理渗透,尤其有利于从事创造性工作的员工提升工作绩效。
Abstract：To reduce the negative effects of family/work conflicts on job performance, more and more organizations choose flextime work arrangements, which increase the boundary flexibility. However, some organizations argue that preventing employees' family affairs from interfering with work by building up strong boundaries between work and family and monitoring the employees closely can ensure their job performance. Based on boundary theory, this study analyzes the path of the work flexibility influencing work performance, the mediation of psychological permeability and the moderation of work creativity. After investigating, research findings indicate that work flexibility can reduce psychological permeability, and then improve job performance. Work creativity positively moderates the relationship between psychological permeability and job performance, so flextime work arrangements can reduce psychological permeability, and help to improve work performance, especially for creative staff.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2019.12.007
中图分类号:F272.92
引用信息:
[1]林彦梅,刘洪,齐昕.工作家庭冲突背景下弹性工作的作用机制研究——基于工作-家庭边界理论[J].商业经济与管理,2019,No.338(12):78-87.DOI:10.14134/j.cnki.cn33-1336/f.2019.12.007.
基金信息:
国家自然科学基金面上项目“远程工作员工意愿与组织许可的耦合效应及权变因素影响作用研究”(71572074);国家自然科学基金重点项目“变革环境下的组织变革及其管理研究”(71832006);; 教育部人文社会科学青年基金项目“工作-家庭边界的双主体互动效应及其管理对策研究”(17YJC630160);; 南京大学优秀博士生提升项目“弹性工作的有效性及适用性研究-基于工作-家庭边界管理变革视角分析”(201702B032)
2019-12-15
2019-12-15