变革疲劳与工作退缩行为:一个有调节的中介模型

Change Fatigue and Work Withdrawal Behaviors:a Moderated Mediation Model

目的探讨变革疲劳通过消极情绪对工作退缩行为的影响机制以及主管支持感的调节机制。方法通过微信朋友圈及见数问卷平台共收集了525名全职员工作为研究样本进行匿名问卷调查,采用共同方法偏差检验、验证性因子分析及回归分析等数据分析方法来验证假设。结果(1)变革疲劳与工作退缩行为呈显著正相关;(2)消极情绪在变革疲劳与工作退缩行为之间起完全中介作用;(3)主管支持感负向调节变革疲劳与消极情绪的关系及中介模型,即主管支持感越高,变革疲劳引发的消极情绪越低,员工工作退缩行为越少发生。结论变革疲劳通过正向影响消极情绪进而对工作退缩行为产生正向作用,主管支持感能弱化该作用路径。

Objective To explore the mechanism of change fatigue on work withdrawal behaviors through negative emotions and the moderating mechanism of perceived supervisor support.Methods Five hundred and twenty-five full-time employees were randomly selected as the research sample for an anonymous questionnaire survey through the Wechat network and Credemo platform,and data analysis methods such as common method bias test,confirmatory factor analysis and regression analysis were used to test the hypotheses Results(1)There was a significant positive correlation between change fatigue and work withdrawal behaviors.(2)Negative emotions play a complete mediating role between change fatigue and work withdrawal behaviors.(3)Perceived supervisor support negatively moderates the relationship between change fatigue and negative emotions and the mediating model,that is,the higher the perceived supervisor support,the lower the negative emotions caused by change fatigue,and the less the employee's work withdrawal behaviors.Conclusion Change fatigue has a positive effect on work withdrawal behaviors through negative emotions,and perceived supervisor support can weaken this effect.