工作弹性能否促进员工工作投入?——一个并行三重中介模型

Can Work Flexibility Improve Employees’Work Engagement?--A Parallel Triple Mediation Model

弹性工作安排的初衷是帮助员工兼顾非工作需求,然而管理者却担心员工会因脱离监督而降低工作投入。在弹性工作安排日趋流行的现实环境下,这一问题就显得更加突出。本文基于主动动机模型,探讨工作弹性对员工投入会产生怎样的影响,并剖析工作自主性(能力动机)、工作-家庭冲突(原因动机)、和谐劳资关系氛围(能量动机)在其中的中介作用。研究结果表明,两种工作弹性均有利于提升员工的工作投入,但作用机制不同。其中,时间弹性通过“二提一降”,即提高员工的工作自主性与和谐劳资关系氛围、降低工作-家庭冲突来提升工作投入,地点弹性通过提高工作自主性来提升工作投入,但对和谐劳资关系氛围、工作-家庭冲突则影响不显著。本文研究厘清了两种工作弹性对工作投入的影响及其不同作用机制,对于弹性工作安排实施及员工激励具有一定的启示。

Flexible work arrangements(FWAs)are designed to help employees balance work and non-work needs;however,supervisors are concerned that it may damage employees’work engagement due to the lack of supervision.This issue becomes more important in the real world,where FWAs are becoming increasingly popular.Thus,based on the proactive motivation model,this paper examines how work flexibility affects employees’engagement,and analyzes the mediation of job autonomy(can-do motivation),work-family conflicts(reason-to motivation),and harmonious labor-management relationship climate(energized-to motivation).The results show that both time and location flexibility can improve employees’engagement,but through different mechanisms.Among them,time flexibility enhances work engagement by increasing work autonomy and harmonious labor-management relationship climate and reducing work-family conflicts,while location flexibility improves work engagement by increasing work autonomy,but has no significant effect on harmonious labor-management relationship climate and work-family conflicts.This study clarifies the effects of both time and location flexibility on work engagement and their mechanisms,which may provide implications for FWAs implementation and employee motivation.