代际差异视角下挑战性——阻碍性压力源与退缩行为关系研究

Challenge-Hindrance Stressor and Work Withdraw Behavior from the Perspective of Generation Difference

基于资源保存理论,利用SEM Bootstrap和多群组分析探讨挑战性-阻碍性压力源对工作退缩行为的影响机制,并检验代际的调节作用。研究结果显示:(1)两类压力源的影响机制存在明显差异,挑战性压力源减少个体工作心理退缩,阻碍性压力源增加个体工作心理退缩和工作行为退缩;(2)挑战性—阻碍性压力源对工作退缩行为的影响有显著代际差异,且新生代内部的压力应激反应也有显著差别;(3)工作退缩行为二维度模型在国内情景具有适用性,其量表信效度达标,且压力源对退缩行为各维度的影响存在明显区别。

Based on the conservation of resource theory, this research try to explore the relationships between challenge-hindrance stressor and withdrawal behavior as well as the moderating effects of generation difference by using SEM multi-group regression. The results are listed as follows： there are obvious differences in the influencing mechanisms of the two types of stressors. The challenging stressors reduce the withdrawal of individual work psychology,and the obstructive stressors increase the withdrawal of individual work psychology and work behavior. There are significant generational differences in the impact of challenge-hindrance stressors on job withdrawal behavior,and there are significant differences in the stress response within the new generation. The two-dimension model of work withdrawal behavior has applicability in domestic situations,its scale reliability and validity is up to the standard, and the influence of pressure source on each dimension of work withdrawal behavior is obviously different.