越多安全感,越少加班?工作安全感与核心自我评价对加班行为的影响

Feeling More Secure and Working Less Overtime? The Role of Perceived Job Security and Core Self-evaluation in Predicting Overtime Behavior in Workplace

基于资源保存理论和压力应对理论,本研究探讨了组织内员工加班行为的个体差异因素,即工作安全感对加班行为的影响和员工核心自我评价在这一影响中的调节作用。基于3576人的"中国企业雇主-雇员匹配数据调查"样本,本研究采用阶层线性回归模型进行分析,结果首先发现员工的工作安全感与其加班行为存在显著的负相关关系。此外,员工的核心自我评价调节了工作安全感与加班行为之间的负向关系。具体地,当员工具有较高的核心自我评价水平时,其工作安全感与加班行为之间的负相关相比低核心自我评价的员工更强;而当员工具有较低的核心自我评价时,其工作安全感与加班行为之间的负相关不显著。针对本研究数据的双层嵌套性,在分别控制城市和企业两个分组变量的情况下,本研究假设均得到了一致支持。

Drew upon the conservation of resources theory （Hobfoll, 1989） and stress coping theory （Kammeyer-Mueller et al., 2009）, the current study investigated the interaction effect of perceived job security and core self-evaluation （CSE） on employees＇ hours of overtime in the workplace. With a sample of 3576 employees using multistage stratified sampling in China, the results of Hierarchical linear modeling firstly showed that perceived job security has a negative effect on the hours of overtime. In addition, employees＇ CSE moderates the perceived job security- overtime relationship. Specifically, the negative relationship was stronger when employees＇ CSE is high. However, the negative relationship was no longer significant when employees＇ CSE is low. Findings and future directions in research of overtime are discussed. The results were consistent either controlling for company level-level or city-level variance.