工作负担为何不一定削弱组织认同感?——基于工作负担和工作回报的响应面分析

Why Work Burden does not Necessarily Weaken Organizational Identification?-Based on the Response Surface Methodology of Work Burden and Work Reward

近年来,职场上的工作负担过重问题日益引起广泛关注。尽管理论界更多强调较重的工作负担对员工带来的种种不利影响,但在现实中,即使有些组织存在着较为明显的工作负担较重的情况,但员工的组织认同仍能保持较高水平。针对这一现象,本文实证研究表明工作负担和工作回报之间的不同匹配关系可能会对员工的组织认同产生不同的影响。在文献回顾的基础上,本文首先界定并开发工作负担和工作回报两个变量的测量问卷,然后利用响应面分析方法重点验证高工作负担和高工作回报组合可能会对员工的组织认同产生积极的影响。

The problem of overburdened work in the workplace has attracted increasing attention in recent years.Despite the adverse effects of heavier work burden on employees are more emphasized in theory,the organizational identification of employees can still be maintained at high level in reality even though some organizations have obvious heavier work burden.Thus,it is found through empirical research that different matching relationships between work burden and work reward may have different effects on employees'organizational identification.Based on the literature review,this paper defines and develops a measurement questionnaire of two variables of work burden and work reward,and then uses the response surface methodology to focus on verifying that the combination of high work burden and high work reward can positively affect employees'organizational identification.