新生代矿工资质过剩感对安全绩效的影响

Influence of perceived overqualification of new generation of miners on safety performance

为探究新生代矿工资质过剩感对安全绩效的影响机制,提高新生代矿工的安全绩效水平;基于相对剥削理论、自我验证理论和社会交换理论,构建新生代矿工资质过剩感、组织自尊、心理权利、个性化契约和安全绩效的关系假设模型;通过来自山西省3家国有煤矿企业的401份有效样本数据,采用层次线性回归和Bootstrap等方法来验证假设模型。结果表明:新生代矿工资质过剩感对安全绩效有显著负向影响;组织自尊和心理权利均在资质过剩感与安全绩效的负向关系之间起着中介作用;资质过剩感对安全绩效的直接作用以及组织自尊和心理权利在两者关系中的中介作用均会受到个性化契约的调节。

In order to explore the influence mechanism of the perceived overqualification of the new generation of miners on safety performance and improve the safety performance level of the new generation of miners,based on the theory of relative exploitation,self-verification theory and social exchange theory,we construct a hypothetical model of the relationship between perceived overqualification,organization-based self-esteem,psychological rights,idiosyncratic deals and safety performance of the new generation of miners.Based on 401 valid sample data from three state-owned coal mining enterprises in Shanxi Province,the hypothetical model was verified by hierarchical linear regression,Bootstrap and other methods.The results show that perceived overqualification of the new generation of miners has a significant negative impact on safety performance.Both organization-based self-esteem and psychological rights play a mediating role between perceived overqualification and safety performance.The direct effect of perceived overqualification on safety performance and the mediating role of organization-based self-esteem and psychological rights in the relationship between the two are regulated by idiosyncratic deals.