变革疲劳与工作退缩行为：一个有调节的中介模型
文献类型：学位论文
| 作者 | 孙晓玲 |
| 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 | 李锋 |
| 关键词 | 组织行为 变革疲劳 消极情绪 工作退缩行为 主管支持感 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Change fatigue and work withdrawal behaviors: a moderated mediation model |
| 中文摘要 | Change fatigue is a new construct in the field of organisational change and stress, and in the last decade or so it has attracted many scholars’ attention. Change fatigue is often triggered by frequent changes and implicitly involves individuals' negative appraisals of change. Previous studies have found that change fatigue has various negative impacts on individuals and organisations, and it is one of the most important causes of change failure at the individual level. However, previous empirical studies on change fatigue have focused on its negative impacts on individual attitudes, i.e. job satisfaction, work engagement, organisational commitment, etc., and there is a lack of exploring the relationship between change fatigue and negative behaviors. As common negative slacking behaviors in the workplace, work withdrawal behaviors affect organisational performance and the success or failure of change. Although previous studies have explored the impact of change fatigue on the turnover intention, there is a lack of examination of the overall work withdrawal behaviors, so this study attempts to explore the mechanism of change fatigue's impact on the overall work withdrawal behavior. Based primarily on the Affective Events Theory, this study attempts to open the "black box" of change fatigue affecting work withdrawal behaviors from the perspective of emotion according to the chain of "affective event-emotion-behavior". In addition，supervisor is an important role in the organization as it represents the organization to impact the individual’s behavior and it leads the change process. When individuals experience change fatigue, can the perceived supervisor support play a moderating role? This paper mainly focuses to explore the mediating role of negative emotions between change fatigue and work withdrawal behaviors, as well as the moderating role of perceived supervisor support on the relationship between change fatigue and negative emotions, and finally establishes a moderated mediation model. In this study, the cross-sectional survey method was used with one-time survey and multi-wave time lagged survey respectively. One-time survey was used to collect valid questionnaire data from 525 full-time employees, while the multi-wave time lagged survey resulted in the collection of 313 valid questionnaires from full-time employees. The data were statistically analyzed and hypothesis tested using SPSS 26 and Amos 26. By analyzing the data from both the one-time survey and the multi-wave time lagged survey, the results consistently showed that 1) change fatigue significantly predicted negative emotions after controlling for demographic and neuroticism variables; 2) negative emotions promoted work withdrawal behaviors and played a fully mediating role between change fatigue and work withdrawal behaviors; and 3) Perceived supervisor support negatively moderated the relationship between change fatigue and negative emotions and the mediation model, i.e., the higher the sense of supervisor's support, the higher the change fatigue-induced negative emotions, the lower the negative emotions, and the less employees' work withdrawal behaviors occur. This study enriches the empirical research on change fatigue, reveals in depth the harm of change fatigue and its mechanism of action on work withdrawal behaviors; puts forward practical suggestions on how to intervene in change fatigue and its caused negative emotions and behaviors, which is of theoretical and practical reference significance for organisations to understand and intervene in members' change fatigue and its negative impact in a timely manner. |
| 英文摘要 | 变革疲劳是组织变革和压力领域的一个新构念, 最近十几年吸引了众多学者的关注。变革疲劳往往是由于频繁变革引发，隐含着个体对变革的负面评价。过往研究已经发现变革疲劳对个人和组织会造成各种负面影响，它也是个体层 面造成变革失败的重要原因之一。然而过往关于变革疲劳实证研究都集中在其对个体态度，例如工作满意度、工作投入、组织承诺等的负面影响，缺少对其和消极行为关系的探索。工作退缩行为作为职场常见的消极怠工行为，影响组织绩效和变革成败，前人研究虽有探寻过变革疲劳对离职倾向的影响，但缺乏 对其和整体工作退缩行为的考察，因此本研究试图探究变革疲劳对整体工作退缩行为的影响机制。 本研究主要以情感事件理论为核心，根据“情感事件-情绪-行为”逻辑链 条，从情感的角度，试图打开变革疲劳影响工作退缩行为的“黑匣子”。此外, 主管是工作环境中最突出的个体，他们往往代表着组织并影响下属的行为，亦 引领变革流程。当个体遭遇变革疲劳时，主管支持感是否能起到调节作用呢？ 本研究主要探讨了消极情绪在变革疲劳和工作退缩行为两者之间的中介作用， 以及主管支持感对变革疲劳与消极情绪关系的调节作用，最终建立了一个有调 节的中介模型。 本研究采用了横截面调查法，分别进行了一次性取样及分阶段取样。一次性取样收集得到 525名全职员工的有效问卷数据；分阶段取样则最终收集 313名全职员工有效问卷。运用 SPSS 26及 Amos 26对数据进行统计分析和假设检验。 一次性取样及分阶段取样的数据分析结果一致表明：1）在控制了人口学变 量和神经质变量后，变革疲劳对消极情绪有显著正向影响；2）消极情绪对工作 退缩行为有显著正向影响，并在变革疲劳与工作退缩行为之间起完全中介作用；3）主管支持感负向调节变革疲劳与消极情绪的关系及中介模型，即主管支持感 越高，变革疲劳引发的消极情绪越低，员工工作退缩行为越少发生。 本研究丰富了变革疲劳的实证研究，深入揭示了变革疲劳的危害及其对工作退缩行为的作用机制；提出了如何干预变革疲劳及其引发的负面情绪和行为的实践建议，对于组织及时了解和干预成员的变革疲劳及其负面影响具有理论和实践的参考意义。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48246]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 孙晓玲. 变革疲劳与工作退缩行为：一个有调节的中介模型[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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