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匹配研究是探讨工作倦怠形成机制的重要方向之一，其中“价值观不匹配”被认为是导致员工工作倦怠的重要因素。然而，现有研究对价值观不匹配影响工作倦怠的具体情形和内在机制研究仍较为有限。基于个人-组织匹配理论和工作要求-资源理论，本研究构建了角色压力视角下个人-组织价值观不匹配影响员工工作倦怠的模型，检验了工作重塑的调节效应。基于分时点的匹配数据，采用多项式回归与响应面分析研究发现：在控制个人-上级、个人-工作匹配性后，个人-组织价值观不匹配(与匹配相比)会显著提高员工倦怠；在不匹配情形下，个人价值观高于组织时，员工倦怠比个人价值观低于组织时高；员工角色压力(角色过载与冲突)在上述关系中表现出部分中介作用；工作重塑分别调节了价值观不匹配对角色过载和冲突的影响，并调节了角色冲突对上述关系的中介作用。
Abstract：Value fit research has emerged as a key avenue for understanding the mechanisms underlying job burnout, with value misfit widely regarded as a critical contributor to employee burnout. Nevertheless, existing studies remain limited in their examination of the specific conditions and underlying processes through which value misfit translates into burnout. Drawing on Person-Organization Fit theory and the Job Demands-Resources model, this study develops a role-stress-based framework to investigate the impact of person-organization value misfit on employee burnout, and further examines the moderating role of job crafting. Using time-lagged matched data and employing polynomial regression with response surface analysis, we find that, after controlling for person-supervisor fit and person-job fit, person-organization value misfit(relative to fit) significantly increases employee burnout. In cases of misfit, employees whose personal values exceed those of the organization report higher burnout than those whose personal values fall below the organizational level. Role stress—operationalized as role overload and role conflict—partially mediates the aforementioned relationships. In addition, job crafting moderates the effects of value misfit on both role overload and role conflict, and also moderates the indirect effect of value misfit on burnout via role conflict.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2026.05.003
中图分类号:F272.92
引用信息:
[1]苗仁涛,杜慧.个人-组织价值观不匹配与工作倦怠——角色压力与工作重塑的不同作用[J].商业经济与管理,2026,No.415(05):35-52.DOI:10.14134/j.cnki.cn33-1336/f.2026.05.003.
基金信息:
北京市社会科学规划基金一般项目“数智技术冲击下可持续职业生涯形成的矛盾路径、扩散效应与对策研究”(25BJ03197)
2025-08-14
2025
2026-07-09
2026
1
2026-05-15
2026-05-15