| 2,234 | 11 | 1256 |
| 下载次数 | 被引频次 | 阅读次数 |
为了探究个性化契约对员工幸福感的影响机理，文章基于认知—情感加工系统理论框架，并借助个人—环境匹配理论，构建了个性化契约通过个人—组织匹配(认知单元)和工作投入(情感单元)作用于员工幸福感的链式中介模型，并探讨了主动性人格在该模型中的调节作用。通过对435名员工的多时点问卷调查和数据分析发现：(1)个性化契约会对员工幸福感产生显著的正向影响。(2)个人—组织匹配和工作投入分别在个性化契约与员工幸福感之间发挥中介作用。(3)个人—组织匹配和工作投入在个性化契约与员工幸福感之间发挥链式中介作用。(4)主动性人格通过强化个性化契约对个人—组织匹配的正向影响进而对链式中介起调节作用，即员工的主动性人格水平越高，个性化契约对个人—组织匹配的正向影响就越强，个人—组织匹配和工作投入在个性化契约与员工幸福感之间的链式中介作用也就越强。
Abstract：In order to investigate the mechanism of idiosyncratic deals on employee well-being,the study constructs a chain mediation model of idiosyncratic deals acting on employee well-being through person/organization fit (cognitive unit) and work engagement (affective unit) based on the framework of the cognitive/affective processing system theory and the person/environment fit theory,and explores the moderating role of proactive personality in this model.Through a multi-temporal questionnaire and data analysis of 435 employees we find that:(1) Idiosyncratic deals had a significant positive impact on employee well-being.(2)Person/organization fit and work engagement played mediating roles between idiosyncratic deals and employee well-being,respectively.(3) Person/organization fit and work engagement mediated the chain between the idiosyncratic deals and employee well-being.(4) Proactive personality moderated the chain mediation by reinforcing the positive influence of idiosyncratic deals on person/organization fit,namely,the higher the level of employees'proactive personality,the stronger the positive influence of idiosyncratic deals on person/organization fit,and the stronger the chain mediation of person/organization fit and work engagement between idiosyncratic deals and employee well-being.
[1]赵慧军，焦昕婷，门贺.个性化工作协议对员工越轨创新的影响机制研究[J].商业经济与管理，2024(1):53-63.
[2]王国猛，张梦思，赵曙明，等.个性化契约与核心员工亲组织不道德行为：社会认知理论的视角[J].管理工程学报，2020(4):44-51.
[3]胡玮玮，丁一志，罗佳，等.个性化契约、组织自尊与知识共享行为研究[J].科研管理，2018(4):134-143.
[4]HORNUNG S,ROUSSEAU D.M,GLASER J,et al.Beyond top-down and bottom-up work redesign:customizing job content through idiosyncratic deals [J].Journal of Organizational Behavior,2010,31(2/3):187-215.
[5]HORNUNG S,ROUSSEAU D M,GLASER J.Creating flexible work arrangements through idiosyncratic deals [J].Journal of Applied Psychology,2008,93(3):655-664.
[6]GUERRERO S,CHALLIOL-JEANBLANC H.Ex ante i-deals,perceived external prestige and turnover intentions [J].Personnel Review,2017,46(6):1199-1212.
[7]张兴贵，彭坚，戴雪明，等.员工幸福感的文献计量研究与整合框架[J].管理学报，2024(3):464-474.
[8]GUERRERO S,BENTEIN K,LAPALME M è.Idiosyncratic deals and high performers' organizational commitment [J].Journal of Business and Psychology,2014,29(2):323-334.
[9]宋萌，胡鹤颜，王震.绩效压力对员工幸福感的“双刃剑”效应[J].管理工程学报，2022(6):68-79.
[10]WANG P,WANG S H,YAO X,et al.Idiosyncratic deals and work-to-family conflict and enrichment:the mediating roles of fit perceptions and efficacy beliefs [J].Human Resource Management Journal,2019,29(4):600-619.
[11]EDWARDS J R.An examination of competing versions of the person-environment fit approach to stress [J].Academy of Management Journal,1996,39(2):292-339.
[12]于维娜，李冬冬，李敏.职场不文明行为会被同伴揭发吗?基于认知—情感加工系统理论视角[J].中国人力资源开发，2022(7):72-87.
[13]马丽，徐枞巍.工作家庭价值观匹配与工作家庭冲突关系研究[J].工业工程，2010(5):101-105.
[14]彭伟，朱晴雯，陈奎庆.基于效忠主管和权力距离影响的包容型领导与员工工作投入关系研究[J].管理学报，2017(5):686-694,780.
[15]袁凌，肖圆，李健.工作场所欺凌如何影响员工犬儒主义?——一个被调节的链式中介模型[J].财经论丛，2020(8):93-102.
[16]CRANT J M.The proactive personality scale and objective job performance among real estate agents [J].Journal of Applied Psychology,1995,80(4):532-537.
[17]ZHENG X M,ZHU W C,ZHAO H X,et al.Employee well-being in organizations:theoretical model,scale development,and cross-cultural validation [J].Journal of Organizational Behavior,2015,36(5):621-644.
[18]马君，樊子立，闫嘉妮.个性化工作协议如何影响创造力?——基于自我归类理论的被调节中介模型[J].商业经济与管理，2020(5):22-33.
[19]吕霄，樊耘，马贵梅，等.内在职业目标与个性化交易及对员工创新行为的影响机制——基于社会认知理论的研究[J].管理评论，2020(3):203-214.
[20]杜旌，李难难，龙立荣.基于自我效能中介作用的高绩效工作系统与员工幸福感研究[J].管理学报，2014(2):215-221,243.
[21]樊子立，马君.情感事件理论视角下个性化工作协议对员工主动化职业行为的影响[J].软科学，2022(6):85-92.
[22]王娟，张喆，贾明.基于社会责任的人力资源管理实践与反生产行为：一个被调节的中介模型[J].管理工程学报，2019(4):19-27.
[23]康勇军，彭坚.累并快乐着：服务型领导的收益与代价——基于工作—家庭资源模型视角[J].心理学报，2019(2):227-237.
[24]ACAR S,TADIK H,MYERS D,et al.Creativity and well-being:a meta-analysis [J].The Journal of Creative Behavior,2021,55(3):738-751.
[25]KALRA A,SINGH R,BADRINARAYANAN V,et al.How ethical leadership and ethical self-leadership enhance the effects of idiosyncratic deals on salesperson work engagement and performance [J].Journal of Business Ethics,2024:1-20.
[26]宋元宵，向纯洁.社会学习视角下社会化媒体对员工知识整合的作用机制研究[J].管理学报，2020(12):1839-1847.
[27]王忠，张琳.个人—组织匹配、工作满意度与员工离职意向关系的实证研究[J].管理学报，2010(3):379-385.
[28]苗仁涛，杜慧，李正瑞.幸福感视角下的工作重塑与员工创新行为：组织规划性人力资源管理系统的跨层次调节作用[J].商业经济与管理，2023(4):31-44.
[29]AHMAD K Z B,JASIMUDDIN S M.The linkage between communication satisfaction,human resources management practices,person-organization fit,and commitment:evidence from Malaysia [J].IEEE Transactions on Professional Communication,2021,64(1):23-37.
[30]BOON C,DEN HARTOG D N,BOSELIE P,et al.The relationship between perceptions of HR practices and employee outcomes:examining the role of person-organization and person-job fit [J].The International Journal of Human Resource Management,2011,22(1):138-162.
[31]李茹，赵曙明.数字经济背景下人与环境匹配的新变化及应对策略[J].南京社会科学，2021(9):37-44.
[32]赵斌，朱朋，李新建.新生代农民工工作幸福感研究：个人—组织多重匹配的分析视角[J].华东经济管理，2014(8):124-131.
[33]辛杰，屠云峰，焦文浩.疫情不确定情景下量子型领导会提升员工工作幸福感吗?——个人组织匹配与情绪衰竭的作用[J].上海财经大学学报，2021(1):15-26,152.
[34]杨春江，杨彤，赵新元，等.生活何以幸福?基于中国城乡居民劳动力动态调查的多路径解读[J].中国人力资源开发，2019(2):118-133.
[35]MACKEY J D,PERREWé P L,MCALLISTER C P.Do I fit in?Perceptions of organizational fit as a resource in the workplace stress process [J].Group & Organization Management,2017,42(4):455-486.
[36]KOBURTAY T,ALZOUBI A.The linkages between person-organization spirituality fit and workers' psychological well-being [J].The Journal of Social Psychology,2021,161(1):103-118.
[37]RADIC A,ARJONA-FUENTES J M,ARIZA-MONTES A,et al.Job demands-job resources (JD-R) model,work engagement,and well-being of cruise ship employees [J].International Journal of Hospitality Management,2020,88(5):102518.
[38]徐长江，陈实，毛梦雨.从个人—环境匹配视角看高校教师的工作投入[J].黑龙江高教研究，2017(3):127-131.
[39]MILLIMAN J,AUSAR K,BRADLEY-GEIST J C.The implications of workplace spirituality for person-environment fit theory [J].Psychology of Religion and Spirituality,2017,9(1):1-12.
[40]DAVIS A S,VAN DER HEIJDEN B I J M.Reciprocity matters:idiosyncratic deals to shape the psychological contract and foster employee engagement in times of austerity [J].Human Resource Development Quarterly,2018,29(4):329-355.
[41]BAL P M,CHUDZIKOWSKI K,JANSEN P,et al.Individualized work arrangements and socioeconomic factors in relation to motivation to continue working:a multilevel study of municipal influences [J].The International Journal of Human Resource Management,2022,33(18):3629-3661.
[42]翁清雄，李妍霏.职业潜能的测评、效度及作用机制的实证研究[J].中国科学技术大学学报，2020(4):479-496.
[43]卫武，黎金荣.员工正念如何影响不道德亲组织行为：自我调节理论的视角[J].商业经济与管理，2023(5):5-16.
[44]李志，徐凡迪.基层公务员的工作获得感对工作投入的影响——职业认同的中介作用[J].重庆社会科学，2023(12):170-184.
[45]SHIMAZU A,SCHAUFELI W B,KAMIYAMA K,et al.Workaholism vs.work engagement:the two different predictors of future well-being and performance [J].International Journal of Behavioral Medicine,2015,22(1):18-23.
[46]陈春晓，张剑，张莹，等.员工工作动机和工作投入与心理幸福感的关系[J].中国心理卫生杂志，2020(1):51-55.
[47]TAN C S,NASIR H,PHEH K S,et al.The mediating role of work engagement in the relationship between executive functioning deficits and employee well-being [J].International Journal of Environmental Research and Public Health,2022,19(20):13386.
[48]谭小宏.个人与组织价值观匹配对员工工作投入、组织支持感的影响[J].心理科学，2012(4):973-977.
[49]张强，杨玥.价值观匹配对工作投入的影响——基于组织认同工作满意度的双重中介效应[J].辽宁大学学报(哲学社会科学版),2020(2):59-68.
[50]FU W Q,WANG C G,TANG W J,et al.Emotional intelligence and well-being of special education teachers in China:the mediating role of work engagement [J].Frontiers in Psychology,2021,12(1):696561.
[51]赵红丹，江苇.双元领导如何影响员工职业生涯成功?——一个被调节的中介作用模型[J].外国经济与管理，2018(1):93-106.
[52]刘晔，曲如杰，时勘，等.领导创新支持与员工突破性创新行为——基于角色认同理论和行为可塑性视角[J].科学学与科学技术管理，2022(2):168-182.
[53]赵慧娟，龙立荣.个人—组织匹配与工作满意度——价值观匹配、需求匹配与能力匹配的比较研究[J].工业工程与管理，2009(4):113-117,131.
[54]李锡元，石凡，梁果，等.变革型领导对个体当责行为的影响机理——一个有中介的调节效应模型[J].技术经济，2013(12):118-123.
[55]张颖，段锦云，王甫希，等.“近朱者赤”:同事主动行为如何激发员工动机和绩效[J].心理学报，2022(5):516-528.
[56]郭润萍，龚蓉，魏嘉，等.包容型领导与员工隐性知识共享——基于认知—情感人格系统理论视角[J/OL].科学学与科学技术管理，1-18[2024-08-09].http://kns.cnki.net/kcms/detail/12.1117.g3.20240730.1512.002.html.
[57]陈佩，徐渊，石伟.服务业员工个人—组织匹配对组织公民行为的影响：有调节的中介模型[J].心理科学，2019(2):407-414.
[58]HORNUNG S,ROUSSEAU D M,WEIGL M,et al.Redesigning work through idiosyncratic deals [J].European Journal of Work and Organizational Psychology,2014,23(4):608-626.
[59]CABLE D M,DERUE D S.The convergent and discriminant validity of subjective fit perceptions [J].Journal of Applied Psychology,2002,87(5):875-884.
[60]SCHAUFELI W B,BAKKER A B,SALANOVA M.The measurement of work engagement with a short questionnaire:a cross-national study [J].Educational and Psychological Measurement,2006,66(4):701-716.
[61]BATEMAN T S,CRANT J M.The proactive component of organizational behavior:a measure and correlates [J].Journal of Organizational Behavior,1993,14(2):103-118.
[62]CHIU W C K,NG C W.Women-friendly HRM and organizational commitment:a study among women and men of organizations in Hong Kong [J].Journal of Occupational and Organizational Psychology,1999,72(4):485-502.
[63]温忠麟，黄彬彬，汤丹丹.问卷数据建模前传[J].心理科学，2018(1):204-210.
[64]EDWARDS J R,LAMBERT L S.Methods for integrating moderation and mediation:a general analytical framework using moderated path analysis [J].Psychological Methods,2007,12(1):1-22.
[65]ANAND S,ROFCANIN Y.Idiosyncratic deals at work [M].Cham:Springer International Publishing,2022:237-256.
基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2024.11.003
中图分类号:F272.92
引用信息:
[1]李进生,张红,赵曙明,等.个性化契约对员工幸福感的影响机制研究——基于认知—情感框架的解释[J].商业经济与管理,2024,No.397(11):30-42.DOI:10.14134/j.cnki.cn33-1336/f.2024.11.003.
基金信息:
国家自然科学基金专项项目“人—机交互场景下的数智化人力资源开发与管理研究”(72342027);国家自然科学基金地区项目“个性化契约对员工创造力的影响机制研究——基于人—环境匹配和类亲情交换的视角”(72262010); 江苏省社会科学基金重点项目“江苏数字化背景下人力资源价值链变革与组织发展的互动机制研究”(22GLA006)
2025-12-09
2025
2025-12-09
2025
2025-12-09
0
2024-11-15
2024-11-15