工作满意度视角下员工工作身份差异对工作投入的影响

An Investigation on the Impact of Employee Work Identity Difference on Work Engagement from the Perspective of Job Satisfaction

企业变革使得企业管理更倾向于注重员工发展,以往研究较多关注组织中领导更换后导致员工所产生的工作身份差异变化,较少探讨员工工作身份差异对员工工作投入的影响。本文基于心理契约理论和社会角色理论,收集了530份有效问卷,研究领导变换后员工工作身份差异对员工工作投入的影响,并探讨工作满意度的中介作用。结果表明:员工工作身份差异对员工工作投入有显著的负向作用;工作满意度对工作身份差异与员工工作投入之间的关系具有部分中介作用。

With the evolution of enterprises,enterprise management is more inclined to invest in employee development.In previous studies,more attention has been paid to the changes in the in employee work identity difference caused by the leadership replacement in economic organizations.However,there are relatively few studies on the impact of employee work identity difference on employee work engagement.From the perspective of psychological contract theory,we retrieved 530 valid questionnaires,in order to reveal the impact of employee work identity difference on work engagement after leadership replacement and explore the intermediary function of job satisfaction.It proves that employee work identity difference has a significant negative effect on employees’work engagement;job satisfaction partially has an intermediary function on the relationship between employee work identity difference and work engagement.