目的:探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系,以揭示其如何通过心理机制影响工作旺盛感,并阐明其间的作用路径。方法:采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表,对广东省某世界500...目的:探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系,以揭示其如何通过心理机制影响工作旺盛感,并阐明其间的作用路径。方法:采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表,对广东省某世界500强企业的2048名员工进行调查。结果:(1) 心理资本与组织承诺和工作旺盛感之间呈显著的正相关(r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p Objectives: To explore the relationship among psychological capital, organizational commitment, social dysfunction, and thriving at work of enterprise employees so as to reveal how they affect work flourishing through psychological mechanisms and clarify the action path between them. Methods: The Thriving at Work Scale, Positive Psychological Capital Questionnaire, General Health Questionnaire, and Organizational Commitment Scale were used to survey 2048 enterprise employees of a Fortune 500 enterprise in Guangdong Province. Results: (1) There was a significant positive correlation between psychological capital and organizational commitment and thriving at work (r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p < 0.01). (2) The direct effect of psychological capital on thriving at work was significant, with an effect value of 0.22;organizational commitment had an indirect effect between psychological capital and thriving at work, with an effect value of 0.034;social dysfunction had an indirect effect between psychological capital and thriving at work, with an effect value of 0.0038. Conclusion: Thriving at work can be improved by enhancing the psychological capital level of enterprise employees, increasing organizational commitment, and reducing adverse social functional behaviors.展开更多
为全面把握国内外工作旺盛感的研究热点及趋势变化。基于中国知网(2013—2022)与Web of Science(2005—2022)核心数据库相关文献,运用Citespace软件,通过对国内外该领域的学者发文量、核心作者合作、关键词共现、聚类、研究前沿及知识...为全面把握国内外工作旺盛感的研究热点及趋势变化。基于中国知网(2013—2022)与Web of Science(2005—2022)核心数据库相关文献,运用Citespace软件,通过对国内外该领域的学者发文量、核心作者合作、关键词共现、聚类、研究前沿及知识基础等方面进行比较分析。结果发现:在发文量上,2018年后国内外均呈上升趋势;在核心作者合作上,国内外形成小规模的团队,但联系较弱,应加强不同团队间跨域合作;在研究热点和前沿上,国内外具有趋同性,即国内外学者均持续关注旺盛感的前因与积极结果,而差异性在国内学者更关注多元领导风格的影响;在知识基础上,研究内容较为相似。未来国内学者可以从内容的多元化、情境的本土化、视角的层次化及方法的差异化四个方面继续深入探究。展开更多
文摘目的:探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系,以揭示其如何通过心理机制影响工作旺盛感,并阐明其间的作用路径。方法:采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表,对广东省某世界500强企业的2048名员工进行调查。结果:(1) 心理资本与组织承诺和工作旺盛感之间呈显著的正相关(r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p Objectives: To explore the relationship among psychological capital, organizational commitment, social dysfunction, and thriving at work of enterprise employees so as to reveal how they affect work flourishing through psychological mechanisms and clarify the action path between them. Methods: The Thriving at Work Scale, Positive Psychological Capital Questionnaire, General Health Questionnaire, and Organizational Commitment Scale were used to survey 2048 enterprise employees of a Fortune 500 enterprise in Guangdong Province. Results: (1) There was a significant positive correlation between psychological capital and organizational commitment and thriving at work (r = 0.65, 0.87, p r = −0.444, p r = −0.255, p r = 0.663, p r = −0.402, p < 0.01). (2) The direct effect of psychological capital on thriving at work was significant, with an effect value of 0.22;organizational commitment had an indirect effect between psychological capital and thriving at work, with an effect value of 0.034;social dysfunction had an indirect effect between psychological capital and thriving at work, with an effect value of 0.0038. Conclusion: Thriving at work can be improved by enhancing the psychological capital level of enterprise employees, increasing organizational commitment, and reducing adverse social functional behaviors.
文摘为全面把握国内外工作旺盛感的研究热点及趋势变化。基于中国知网(2013—2022)与Web of Science(2005—2022)核心数据库相关文献,运用Citespace软件,通过对国内外该领域的学者发文量、核心作者合作、关键词共现、聚类、研究前沿及知识基础等方面进行比较分析。结果发现:在发文量上,2018年后国内外均呈上升趋势;在核心作者合作上,国内外形成小规模的团队,但联系较弱,应加强不同团队间跨域合作;在研究热点和前沿上,国内外具有趋同性,即国内外学者均持续关注旺盛感的前因与积极结果,而差异性在国内学者更关注多元领导风格的影响;在知识基础上,研究内容较为相似。未来国内学者可以从内容的多元化、情境的本土化、视角的层次化及方法的差异化四个方面继续深入探究。
