石油石化央企员工反刍思维、工作投入、情绪智力的追踪研究
文献类型：学位论文
| 作者 | 陈敏 |
| 答辩日期 | 2024-06 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 胡理 |
| 关键词 | 反刍思维 工作投入 情绪智力 追踪研究 |
| 学位名称 | 理学硕士 |
| 学位专业 | 健康心理学 |
| 其他题名 | A Tracking Study on Rumination, Work Engagement, and Emotional Intelligence of Employees in Petroleum and Petrochemical Central Enterprises |
| 中文摘要 | With the rapid development of society, the competition of enterprises is increasing. Enhancing employees’ work engagement to strengthen enterprise competitiveness has become a common focus of psychology, organizational management, and the business community. Work engagement is a key factor in measuring employee value and influencing corporate competitiveness. Although studies have explored the effects of individual traits and work situations on work engagement, there are few studies that consider rumination, a tendency to repeat thoughts after negative life events, as an individual trait, and investigate its effects on work engagement. In addition, emotional intelligence, an individual’s ability to manage emotions, has been believed to potentially modulate the effect of rumination on work engagement. However, its role in the triple relationship has not been systematically investigated. Therefore, this study aims to fill this gap by exploring in depth the interrelationships among rumination, emotional intelligence, and work engagement so as to provide relevant management suggestions in the real corporate practice. Based on the comprehensive model of work engagement, this study explores the impact of rumination as a personal trait on work engagement. Based on the Job Requirements-Resources Model, it is hypothesized that emotional intelligence may modulate the relationship between rumination and work engagement. The study innovatively constructs a model which incorporates rumination, emotional intelligence, and work engagement, and which analyses the cross-temporal influence relationships among these variables through cross-sectional and tracer research methods, thus providing new data and insights for understanding the relationship among the three. In this study, self-reported data on rumination, emotional intelligence, and work engagement have been collected using questionnaires from employees of a top-ranked petroleum and petrochemical central company among the Fortune 500. The study is divided into two parts: Study 1 selected 930 employees and used a cross-sectional study to measure the basic status of rumination, emotional intelligence, and work engagement through questionnaires, to compare the differences in demographic variables among the three, to analyze the relationship between the effects of rumination on work engagement, and to validate whether emotional intelligence has a moderating role in the effects of rumination on work engagement. In Study 2, two follow-up questionnaires were administered to 300 employees at three-month intervals, and a cross-lagged model of rumination and work engagement was constructed to further explore the relationship between the effects of rumination on work engagement across time, and to test whether emotional intelligence still plays a moderating role in the effects of rumination on work engagement across time. Both studies focused on analyzing the differences in the moderating role of emotional intelligence among employees in different positions. The results of the studies have showed that rumination has a negative intertemporal effect on work engagement; the symptom rumination dimension has the greatest effect on the intertemporal prediction of work engagement, followed by the reflective pondering, and the brooding dimension has the smallest effect; emotional intelligence plays a moderating role in the intertemporal effect of rumination on work engagement, and compared to the frontline operational employees with lower emotional intelligence, employees in managerial positions with higher emotional intelligence, they are more likely have a negative impact on work engagement through rumination. With the support of the results from the study, the proposed management recommendations are of positive significance for enterprise managers to carry out targeted efforts to promote the mental health and work engagement of employees in central enterprises. |
| 英文摘要 | 随着社会高速发展，企业竞争日益加剧。提升员工工作投入以增强企业竞争力成为心理学、组织管理学和企业界的共同焦点。工作投入是衡量员工价值和影响企业竞争力的关键因素。尽管已有研究探讨了个体特质和工作情境对工作投入的影响，但将反刍思维——一种个体经历负性生活事件后出现的重复思考倾向，视为个体特质，研究其对工作投入的影响尚不多见。此外，情绪智力，即个体管理情绪的能力，也被认为可能调节反刍思维对工作投入的影响，但其在三者关系中的作用尚未得到系统研究。本研究旨在填补这一空白，深入探讨 反刍思维、情绪智力与工作投入之间的相互关系，进而从企业实践层面，提出相关管理建议。 本研究基于工作投入综合模型，将反刍思维作为个人特质，探讨其对工作投入的影响。基于工作要求—资源模型，推测情绪智力可能调节反刍思维与工作投入之间的关系。研究创新地构建了一个包含反刍思维、情绪智力和工作投入的模型，并通过横断与追踪研究方法，分析这些变量间的跨时间影响关系，为理解三者关系提供新的数据和见解。 本研究以世界 500 强中排名前列的石油石化央企员工为对象，采用问卷调查法收集了关于反刍思维、情绪智力和工作投入的自我报告数据。研究分为两部分：研究一选取 930 名员工，采用横断研究方式，通过问卷测量反刍思维、情绪智力、工作投入基本状况，比较三者之间在人口学变量上的差异，分析反刍思维对工作投入的影响关系，验证情绪智力在反刍思维对工作投入的影响中是否具有调节作用。研究二对 300 名员工进行了间隔3个月的2 次追踪问卷调 查，构建了反刍思维与工作投入的交叉滞后模型，进一步探寻反刍思维对工作入的跨时间影响关系，检验情绪智力在反刍思维对工作投入的跨时间影响中是否仍具有调节作用。两个研究均重点分析了不同岗位员工情绪智力调节作用的差异。 研究结果显示，反刍思维对工作投入有负向影响，并且这种负向影响具有跨时间效应；反刍思维的症状反刍维度对工作投入的跨时间影响最大，其次是反省深思维度，影响最小是强迫思考维度；情绪智力在反刍思维对工作投入的跨时间影响中起调节作用，相较于情绪智力较低的一线操作岗位员工，情绪智力较高的管理岗位员工，其反刍思维更容易负向影响工作投入。根据研究结果，本研究还提出了管理建议，为企业管理者有针对性地开展工作，促进员工心理健康水平和工作投入水平提升提供了参考。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48268]  |
| 专题 | 心理研究所_健康与遗传心理学研究室 |
| 推荐引用方式 GB/T 7714 | 陈敏. 石油石化央企员工反刍思维、工作投入、情绪智力的追踪研究[D]. 中国科学院心理研究所. 中国科学院大学. 2024. |
入库方式： OAI收割
来源：心理研究所
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