多重匹配因素对员工工作投入的影响机制:员工-主管匹配的调节效应

The Mechanism of Multiple Fit factors to Employees' Work Engagement: The Moderated Effect of Person-Supervisor Fit

工作投入是员工在工作过程中情绪饱满、积极融入的状态,是连接员工自身特质与个体绩效、组织绩效的纽带,是组织核心竞争力的重要组成部分,但前人很少从匹配的角度来探索其影响因素,本文基于布朗芬布伦纳的生态系统理论,探讨员工与组织的多重匹配因素对其影响机制。通过对686名工作年限2年及以上的员工进行调查发现,员工-组织匹配(P-O)不仅可以直接预测员工的工作投入,还可以通过员工-工作匹配(P-J)、员工-团队匹配(P-G)的间接路径对其产生影响,员工-主管匹配(P-S)在P-O匹配对员工工作投入的影响中起调节作用,但这种调节效应不通过P-G匹配、P-J匹配的中介路径实现,即P-S匹配直接调节P-O匹配对员工工作投入的影响,不是有中介的调节变量。因此对员工来说,多重匹配因素对其工作投入的影响机制比较复杂,影响最大、最复杂的是P-O匹配,起润滑作用的是P-S匹配,高的P-S匹配能缓解低P-O匹配对工作投入的负性影响。

Work engagement is the state of high spirits and full of energy when the staff is working, is the connection of individual characteristics and job performance, which is an important part of organization＇s core competencies. this paper tried to explore the mechanism of multi-fit factors influence to employees＇ work engagement, based on the theory of person-environment interaction. 686 participants who worked over two years were surveyed, the results were as follows： P-O fit could not only predict the employees＇ work engagement directly, but also predict it indirectly by the way of P-J fit, P-G fit and P-G fit-P-J fit; P-S fit moderated P-O fit to employees＇ work engagement. Therefore, the mechanism of multi-fit factors influence to employees＇ work engagement was very complex, among which, P-O fit was the main and direct factor, P-S fit was the moderator.