【作者】 周郡仪；

【导师】 崔丽娟；

【作者基本信息】 华东师范大学 ， 应用心理（专业学位）， 2022， 硕士

【摘要】 在疫情的大背景下,组织面临着恶劣的外部环境和剧增的竞争压力,对员工工作产出和工作状态都有着更高的标准和要求。员工的劳动时间不断延长,工作和生活的界限逐渐打破,身心都遭遇一定的危机。只有激发员工的工作投入,才能够让员工在工作时更专注高效地实现预期的工作目标。由于疫情造成的影响,员工面临着极大的不确定性,同时也有更大的可能和更多的机会进行工作重塑,工作重塑将会成为影响员工工作投入的重要因素。然而,随着进一步研究发现,并非所有的工作重塑行为都会产生预期的影响。以往工作重塑的研究结论由于理论和构念的不同造成研究结论的割裂,缺少整合的视角。此外,工作重塑行为如何影响员工工作投入的内部机制也不明确。为此,本研究基于最新的调节定向的工作重塑视角,在已有文献的基础上探讨着重探讨促进型工作重塑对工作投入的关系,将工作意义感作为其中的解释机制并引入个体的特质性调节定向作为调节变量,以期进一步加深对此机制的认识。研究一为横断研究,以286名全职员工为研究对象,通过问卷研究收集工作重塑、工作意义感、工作投入和调节定向的数据,借助SPSS和AMOS对数据进行实证分析。结果表明:促进型工作重塑正向预测工作投入;工作意义感在促进型工作重塑和工作投入间起中介作用;员工的促进定向可以调节工作意义感在促进型工作重塑和工作投入间的中介作用,防御定向不发挥调节作用。研究二为追踪研究,以365名全职员工为追踪对象,间隔一个月左右对被试进行一次追踪,共追踪三个时间点,最终有效被试290名。结果表明:员工的促进型工作重塑可以跨时间正向预测工作意义感和工作投入。本研究在理论上拓宽和深化了工作重塑和工作投入的研究内容,揭示了两者间的作用机制,在实践上为管理实践、员工培训提供更为针对性的建议,也为员工更好实现积极的工作状态指明未来的努力方向。主要创新点在于:一,采用新的调节定向工作重塑框架,为理论提供实证支持。二,提出工作意义感可以作为促进型工作重塑和工作投入间的作用机制。三,引入员工的调节定向人格特质,进一步揭示工作重塑作用的个体差异。更多还原

【Abstract】 In the context of the epidemic,organizations are facing a harsh external environment and increasing competitive pressure,therefore they have higher standards and requirements for employees’ work output and work status.At the same time,the working hours of employees are continuously extended,the boundaries between work and life are gradually broken.Employees’ body and mind have encountered crises.Only by stimulating employees’ work engagement can employees be more focused and efficient at work to achieve the expected work goals.Due to the impact of the epidemic,employees are facing great uncertainty,and there are greater possibilities and opportunities for job crafting,it will become an important factor affecting employees’ work engagement.However,as further research found,not all job crafting has a positive impact.The previous research conclusions contradict due to differences in theoretical constructs,and lack an integrated perspective.In addition,the internal mechanisms of how job crafting affects employees’ work engagement are unclear.Based on the regulatory focus job perspective,this study takes the meaning of work as the explanatory mechanism behind it,and to deepen the understanding of the mechanism introduces the individual’s trait regulatory focus as a moderator variable.Study 1 is a cross-sectional study,taking 286 full-time employees as the participants,collecting data on job crafting,the meaning of work,work engagement and regulatory focus through questionnaire research,and using SPSS and AMOS to conduct empirical analysis of the data.The results show that promotion-focused job crafting can predict work engagement.The meaning of work plays a mediating role between promotion-focused job crafting and work engagement.Employee’s promotion focus can moderate the mediating effect of the meaning of work between promotion-focused job crafting and work engagement,while prevention focus does not play a moderating role.Study 2 was a longitudinal study,with 365 full-time employees as the participants,were followed up at intervals of about one month.A total of 290 participants completed all the three times measure.Results showed that job crafting can positively predict the meaning of work and work engagement across time.This study broadens and deepens the current state of job crafting and work engagement and reveals the mechanism between them,it provides more targeted suggestions for management practice and employee training in practice.And,the main innovations are as follows: first,a new promotion-focused job crafting framework is adopted and this study can provide empirical support for it.The second is to explore the specific impact and mechanism of job crafting in different dimensions on work engagement.The third is to introduce the promotion focus trait of employees to further reveal the individual differences in the role of job crafting.更多还原