工作要求-资源理论视角下企业-工会耦合关系归因对员工适应性绩效的影响研究

How Do Enterprise-Union Coupling Relationship Attributions Affect Employee Adaptive Performance from the Perspective of Job Demands-Resources Theory

基于工作要求-资源理论,以346个企业员工为调研对象,探究和检验了企业-工会耦合关系归因对员工适应性绩效的影响及其作用机理。研究表明:企业-工会耦合关系的不同归因对员工适应性绩效的影响存在差异,企业-工会耦合关系的绩效提升归因会对员工适应性绩效产生显著负向影响,而企业-工会耦合关系的福祉实现归因则有助于提高员工适应性绩效;工作紧张感在企业-工会耦合关系绩效提升归因与员工适应性绩效之间起中介作用,而在企业-工会耦合关系福祉实现归因与员工适应性绩效之间的中介作用未得到验证;此外,工作自主性在不同的企业-工会耦合关系归因与员工适应性绩效之间均起到中介作用,即企业-工会耦合关系的绩效提升归因能通过抑制员工工作自主性进而降低员工适应性绩效水平,而企业-工会耦合关系的福祉提升归因会通过增强员工的工作自主性进而提高员工适应性绩效。

Based on job demands-resources theory(JD-R),this study exploreed and analyzeed the influence mechanism of enterprise-union coupling relationship attributions on employee adaptive performance by questionnaire survey on 346 employees.The results are as follows:the different attributions of enterprise-union coupling relationship have different effects on employee adaptive performance.The performance attribution of enterprise-union coupling relationship has a significant negative effect on employee adaptive performance,while the well-being of enterprise-union coupling relationship can improve adaptive performance.Work strain mediates the performance attribution of enterprise-union coupling relationship and employee adaptive performance,but it doesn’t have a significant mediating effect on the relationship between the well-being attribution of enterprise-union coupling relationship and employee adaptive performance.In addition,job autonomy significantly mediated the relationships between both attributions of enterprise-union coupling relationship and employee adaptive performance;that is,the performance attribution of enterprise-union coupling relationship reduces adaptive performance by inhibiting job autonomy,while the well-being attribution of enterprise-union coupling relationship promotes adaptive performance by improving employees’job autonomy.