基于工作需求-控制-支持模型(JDCS),对包含239个效应值、60 158个独立样本的94个独立实证研究进行了Meta分析,探讨了员工幸福感的影响因素和主要结果变量.研究结果表明,在工作场域内,员工感知的社会支持对其幸福感的影响较大,且其幸福感更多反映为情感关系类的效能;工作控制/自主权、社会支持对幸福感有显著的促进作用,工作需求的作用则相反;幸福感不仅能促进员工的工作绩效、组织承诺及组织公民行为,还能降低员工离职倾向;幸福感对关系情感型结果变量的作用更为突出,不仅对组织公民行为促进作用最强,而且相比于任务绩效、规范承诺,更能促进关系绩效、情感承诺;另外,测量方式和地区文化是影响员工幸福感与其前因、结果变量之间关系的重要因素,使用心理幸福感测量方式或在东亚文化环境下,相关性更强.尽管获得阶段性结论,但鉴于现阶段任务规范类结果变量在管理实践中的主导地位,员工幸福感的管理实践效用仍需引起足够关注和更多思考.%Based on Job Demand-Control-Support (JDCS) Model,this paper explores the antecedents of employee well-being (EWB) and dependent variables of EWB.By conducting a meta-analysis review consisting of 92 independent empirical researches,239 effect sizes,and 60158 independent samples,we conclude that social support has a stronger effect on EWB,which in turn leads to more affecrive efficacy in the workplace.Specifically,we find that (1) control/autonomy and social support can promote EWB,but an opposite effect of job demand is observed.(2) EWB not only promotes employees' job performance,organizational commitment,and organizational citizenship behavior,but also reduces turnover intention.(3) EWB has positive relationships with affective outcomes and effectively promotes organizational citizenship behavior more.Compared with task performance and normative commitment,EWB is a stronger factor that promotes contextual performance and affective commitment.(4) In addition,the measurement used,as well as regional-cultural contexts,can significantly affect the relationship between EWB and both its antecedents and consequences.The relationship turns stronger when using measurement of Psychological Well-being or in Eastern culture context.
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