职业妥协对工作脱离行为的作用机制:消极情感与组织认同的链式中介模型

Relationship between career compromise and work disengagement:Achain mediator model between negative emotion and organizational identity

目的:探讨职业妥协对工作脱离行为的作用机制,以及消极情感和组织认同在其中的作用。方法:建立链式中介模型,采用职业妥协量表、消极情感量表、组织认同量表和工作脱离行为量表,通过对317位员工的调查研究。结果:职业妥协与消极情感、工作脱离行为呈现显著正相关(r=0.594,0.620;P<0.01),与组织认同呈负相关(r=-0.411;P<0.01);组织认同与消极情感呈负相关(r=-0.414;P<0.01),与工作脱离行为呈现显著负相关(r=-0.437;P<0.01);消极情感与工作脱离行为呈正相关(r=0.629;P<0.01)。结论:职业妥协不仅可以直接影响工作脱离行为还可以分别通过消极情绪、组织认同以及消极情绪与组织认同的链式中介作用间接影响工作脱离行为。

Objective:To explore the effect of job compromise on job disengagement and the role of negative emotion and organizational identity.Methods:A chain mediation model was established,and 317 employees were investigated by using the occupational compromise scale,negative emotion scale,organizational identity scale and job disengagement behavior scale.Results:There was a significantly positive correlation between career compromise and negative emotion and job disengagement behavior(r=0.594,0.620;P<0.01)was negatively correlated with organizational identity(r=-0.411;P<0.01);There was a negative correlation between organizational identity and negative emotion(r=-0.414;P<0.01),and there was a significantly negative correlation between organizationd identity and job disengagement behavior(r=-0.437;P<0.01);Negative emotion was positively correlated with job disengagement behavior(r=0.629;P<0.01)Conclusion:Job compromise not only directly affects job disengagement behavior,but also indirectly affects job disengagement behavior through negative emotion,organizational identity and the chain mediating effect of negative emotion and organizational identity respectively.