新生代员工核心自我评价与工作投入的关系:有调节的中介模型

The Relationship between Self Core-evaluation and Work Engagement among Young Employees:A Moderated Meditational Model

采用核心自我评价量表、工作投入量表、心理授权量表和不匹配感知量表对16家企业447名新生代员工进行调查,通过层级回归分析新生代员工核心自我评价与工作投入的关系,以及考察心理授权与过度教育在此关系中发挥的作用。结果表明:(1)新生代员工核心自我评价对工作投入有显著正向影响;(2)心理授权在核心自我评价和工作投入关系中有着部分中介效应;(3)过度教育对心理授权中介效应的调节作用成立,对过度教育的高感知不仅削弱了核心自我评价与心理授权的正向关系,也进而弱化了心理授权对工作投入的积极作用。

This paper, In order to investigating the effects of psychological empowerment and overeducation on the relation- ship between self core-evaluation and work engagement, assesses 447 young employees from 16 companies with Self Core-e- valuation Scale, Utretch Work Engagement Scale, Psychological Empowerment Scale and Perceived Mismatch Scale. Hier- archical regression analyses indicated that self core-evaluation positively related to work engagement among young employ- ees. Further analyses discovered psychological empowerment mediated the relationship between self core-evaluation and work engagement while related variables were controlled. Moderated mediational model indicated that young employees with high- er perceived overeducation reported less psychological empowerment; psychological empowerment, in turn, related to lower work engagement, especially for those with higher perceived overeducation.