工作重塑对工作绩效作用机制研究:被调节的中介效应

摘要

目的 基于自我决定理论与工作特征模型,建立并检验工作重塑对工作绩效的被调节的中介效应模型,并对植根于中国文化情境的包容性领导与权威性领导的作用进行对比分析.方法 采用Bootstrap、结构方程等方法对来自各类型企业的432名员工样本数据进行统计实证分析.结果 实证分析结果表明,工作重塑是员工自我赋能的工作设计方式.工作重塑对其工作绩效产生正向效用,且心理授权赋能在工作重塑与工作绩效间起部分中介作用;包容性领导强化工作重塑对心理授权赋能的作用,并正向调节心理授权赋能的中介作用.与之相对,权威性领导削弱工作重塑对心理授权赋能的作用,并负向调节心理授权赋能的中介作用.结论 员工通过工作重塑方式进行自我赋能,进而提升工作绩效.包容性领导与权威性领导在此中介效应过程中起到相反的调节作用.%Objective Based on theory Job characteristics model and self-determination theory,we developed a moderated mediation model to examine the mechanism between job crafting and job performance including the mediating effect of psychological empowerment and the moderating effect of inclusive leadership and authoritarian leadership.Methods By bootstrap method and SEM,data of questionnaire from 432 employees that from state-owned organization,private enterprise and foreign company are analyzed.Results Job crafting had a significant positive influence on employees'job performance;Employees'job crafting is a work design way that empowers and energizes themselves.Psychological empowerment partially mediated the relationship between job crafting and job performance;Inclusive leadership not only enhance the influence of job crafting on psychological empowerment,but also positively moderated the mediating effect of psychological empowerment;In contrast,authoritarian leadership not only weaken the influence of job crafting on psychological empowerment,but also negatively moderated the mediating role of psychological empowerment.Conclusion The present study offered robust evidence for the role of employees'job crafting in facilitating psychological empowerment and job performance,the positively effect of inclusive leadership in the process of employees empowering themselves by job crafting and the negatively effect of authoritarian leadership in the same process.