基于补偿理论的外派员工职业生涯延迟满足对工作适应的影响研究

The Influence of Expatriate’s Career Delay of Gratification on Work Adjustment Based on Compensation Theory

基于补偿理论,通过对320份调查问卷的统计分析,探究了外派情境下,员工职业生涯延迟满足对工作适应的影响过程及作用机理,并分析了情绪耗竭在其中的中介作用以及家庭→工作冲突和家庭支持型领导的调节作用。研究结论表明:外派员工的职业生涯延迟满足通过降低情绪耗竭进而提高工作适应。情绪耗竭的中介作用受到家庭支持型领导的调节,即当家庭支持型领导的行为水平较高且超过一定阈值时,情绪耗竭的中介作用不显著。家庭→工作冲突在职业生涯延迟满足与情绪耗竭间以及职业生涯延迟满足与工作适应间起到负向的调节作用,并且家庭→工作冲突的调节作用受到家庭支持型领导的调节,即在高水平的家庭支持型领导和低水平的家庭→工作冲突下,职业生涯延迟满足更有利于降低员工的情绪耗竭和提高员工的工作适应。

Based on compensation theory,this study investigated the influence and internal mechanism of career delay of gratification on work adjustment through the statistical analysis of 320 questionnaires,and analyzed the mediating role of emotional exhaustion,as well as the moderating role of family-work conflict and family supportive leadership.The results show that expatriates’career delay of gratification improves work adjustment by reducing emotional exhaustion.The mediating effect of emotional exhaustion is moderated by family supportive leadership,that is,when the level of family supportive leadership is higher than a certain threshold,the mediating effect is not significant.Family to work conflict negatively moderate the negative relationship between career delay of gratification and emotional exhaustion and the positive relationship between career delay of gratification and work adjustment.In addition,the moderating effect of family to work conflict is moderated by family supportive leadership,that is,at high(versus low)level of family supportive leadership,low(versus high)level of family to work conflict is more conducive to promote the negative impact between career delay of gratification and emotional exhaustion and the positive impact between career delay of gratification and work adjustment.