个人一环境交互视角下主动性人格对工作幸福感的影响研究
文献类型：学位论文
| 作者 | 张岚 |
| 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 | 陈祉妍 |
| 关键词 | 主动性人格 工作幸福感 心理资本 教练型领导 领导-下属匹配 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | A Study of the Impact of Proactive Personality on Workplace Well-Being from the Perspective of Person-Environment Interaction |
| 中文摘要 | Workplace well-being is an important topic of research in psychology and management. Experiencing a sense of well-being at work not only has a positive impact on employees' own performance and career success, but also contributes to overall organizational performance and well-being. Individual personality traits are important factors influencing well-being, and proactive personality, as a positive personality trait, has attracted much research attention for its role in workplace well-being. Previous studies have mainly focused on the effects of personality traits themselves on workplace well-being, neglecting the interaction between individuals and their environment. However, the interaction between the individual and the environment has an important impact on employees' psychological state and personal development, and the fit between the individual and the environment also affects employees' psychological feelings. Therefore, this study takes proactive personality as an entry point, combines Ecological system theory and Person-Environment Fit theory, and explores the mechanism of proactive personality's influence on workplace well-being from the perspective of person-environment interaction. This study consists of two sub-studies. Study 1 examined 633 employees using a questionnaire survey method to examine the effect of proactive personality on workplace well-being, including the mediating influence of psychological capital and the moderating effect of coaching leadership. Study 2 focused on 414 employees and their 43 immediate supervisors as participants to investigate the mechanism of how proactive personality fit affects workplace well-being from a leader-follower fit perspective. The results of Study 1 showed that: (1) Proactive personality positively predicted workplace well-being. (2) Psychological capital partially mediated the relationship between proactive personality and workplace well-being. (3) Coaching leadership played a cross-level moderating role in the relationship between proactive personality, psychological capital, and workplace well-being. The results of Study 2 showed that: (1) Leader-follower proactive personality fit significantly affects follower workplace well-being. When leader and follower proactive personalities are congruent, the “high-high” combination produces higher levels of follower workplace well-being than the “low-low” combination. (2) Psychological capital mediates the relationship between leader-follower proactive personality fit and follower workplace well-being. (3) Coaching leaders play a moderating role in the relationship between leader-follower proactive personality fit and follower’s workplace well-being and psychological capital. This study is innovative in terms of research perspectives, theoretical application and research methods. First, it goes beyond the limitation of considering only individual factors in influencing workplace well-being by exploring the mechanisms through which proactive personality affects workplace well-being from the perspective of individual-environment interactions and leader-follower fit. Second, it extends the application of Bronfenbrenner’s ecological theory in the occupational domain by incorporating individual factors such as proactive personality, psychological capital, and environmental factors such as coaching leadership into the ecological system of the workplace. In addition, in terms of research methods, this study constructs a multilevel linear model to examine the cross-level moderating effect of coaching leadership in team contexts. It also uses polynomial regression and response surface analysis methods to test the mechanism of how leader-follower proactive personality fit affects workplace well-being. This study also makes several theoretical contributions. First, it verifies the positive effect of proactive personality on workplace well-being and reveals the mediating role of psychological capital in it, further enriching theoretical research in related fields. Second, it explored the mechanism of leader-follower proactive personality fit on workplace well-being and clarified the issue of the optimal effect of proactive personality matching between leader and follower. Third, the study found a moderating effect of coaching leadership between proactive personality and workplace well-being, and between leader-follower proactive personality fit and follower workplace well-being, and found that it had a more positive effect on individuals with high proactive personality. In addition, this study suggests management practices to promote employee well-being at work. These include measures such as creating a proactive culture, considering the appropriate match between the proactive personalities of leaders and followers when staffing teams, developing and training employees' psychological capital in daily work, and advocating a coaching leadership style. |
| 英文摘要 | 工作幸福感是心理学和管理学界研究的重要议题。在工作中体验到的幸福感不仅对员工自身的工作表现和职业成功有积极影响，也有助于提升组织整体绩效和幸福感。个体的人格特质是影响幸福感的重要因素，而主动性人格作为一种积极的人格特质，其对工作幸福感的作用备受关注。以往的研究主要集中在人格特质自身对工作幸福感的影响，忽视了个体与环境之间的相互作用。然而个体和环境之间的交互对员工的心理状态和个人成长具有重要影响，并且个人与环境的匹配也会影响员工的心理感受。本研究以主动性人格为切入点，结合社会生态系统理论和个人-环境匹配理论，从个体与环境相互作用的视角探讨主动性人格对工 作幸福感的影响机制。 本研究包括两个子研究。研究一以 633 名企业员工为研究对象，采用问卷调查方法收集数据，探讨主动性人格对工作幸福感的影响，以及心理资本的中介作用和教练型领导的调节作用。研究二以414名员工及其直属上级43名领导为研 究对象，从领导与下属之间匹配的角度探讨主动性人格匹配对工作幸福感的影响机制。 研究一的结果显示：(1) 主动性人格正向预测工作幸福感。(2) 心理资本在主动性人格与工作幸福感之间起部分中介作用。(3) 教练型领导在主动性人格、 心理资本与工作幸福感关系之间发挥跨层调节作用。 研究二的结果表明：(1) 领导与下属主动性人格的匹配对下属的工作幸福感有显著影响。在一致的情况下，当领导和下属的主动性人格都高时，下属的工作幸福感更高；而在主动性人格为不一致时，领导的主动性人格较低且下属的主动性人格较高时，下属的工作幸福感更高。(2) 心理资本在领导-下属主动性人格匹 配与工作幸福感之间起中介作用。(3) 教练型领导在领导-下属主动性人格匹配与下属工作幸福感、下属心理资本的关系间发挥调节作用。 本研究在研究视角、理论应用和研究方法等方面均具有创新性。研究从个体与环境交互以及领导-下属匹配的视角出发，超越了仅考虑个体因素对幸福感影响的局限。通过将研究变量纳入工作场所的社会生态系统，探讨个体与环境交互对工作幸福感的影响，拓展了社会生态系统理论在职业领域的应用。研究运用多层线性模型检验了团队情境下教练型领导的跨层调节作用，并采用多项式回归与响应面分析方法探讨了领导-下属主动性人格匹配对工作幸福感的影响。 本研究在理论上做出了一定的贡献。研究首先验证了主动性人格对工作幸福感的积极影响，并揭示了心理资本在其中的中介作用。其次探讨了领导-下属主动性人格匹配对工作幸福感的影响机制，明晰了领导和下属主动性人格匹配的最佳效果问题。研究还验证了教练型领导在主动性人格与工作幸福感之间，以及领导-下属主动性人格匹配与工作幸福感之间的调节作用，并且发现其对高主动性人格个体更能发挥积极效应。本研究对促进工作幸福感的管理实践也提出了建议，包括营造积极主动的文化氛围，在团队人员配置时考虑领导和下属主动性人格的适当匹配，在日常工作中开发、培训员工的心理资本，以及倡导教练型领导风格等措施。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48315]  |
| 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 | 张岚. 个人一环境交互视角下主动性人格对工作幸福感的影响研究[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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