【摘要】：工作狂(workaholics)是指那些投入大量時(shí)間和精力到工作上的個(gè)體,其行為或癥狀被學(xué)術(shù)界稱為“工作成癮”或“工作沉迷”(workaholism)。隨著社會(huì)背景的變遷和科學(xué)技術(shù)的進(jìn)步,這種現(xiàn)象在各類職業(yè)人群中已屢見(jiàn)不鮮,人們開(kāi)始正視工作成癮的危害,并將其當(dāng)作一類社會(huì)頑疾來(lái)加以看待和解決。對(duì)于工作成癮的有效干預(yù)依賴于對(duì)其全面而深入的理解,盡管學(xué)術(shù)界已經(jīng)知道工作成癮可能既受到個(gè)體特征的促發(fā)又受到外在環(huán)境的誘導(dǎo),但對(duì)于二者的聯(lián)合作用(joint impact)卻知之甚少。組織作為工作狂誕生的主要場(chǎng)所,其與成員工作成癮的養(yǎng)成和發(fā)展關(guān)系密不可分,因而成為人們研究的焦點(diǎn)。眼下該領(lǐng)域的研究更多只是停留在理論的推理與假設(shè)中,缺乏實(shí)證研究的有力支撐,無(wú)論是國(guó)內(nèi)還是國(guó)外,更是鮮有研究探究到工作成癮形成過(guò)程中組織情景因素與個(gè)體內(nèi)在特征交互影響的作用機(jī)理。工作狂到底是與生俱來(lái),還是后天養(yǎng)成?這一問(wèn)題一直掩蓋在組織工作特征及文化氛圍與個(gè)體心理活動(dòng)及個(gè)性特質(zhì)互動(dòng)交織作用的“黑箱”之中。本研究基于工作要求-資源模型(JD-R)理論,將組織工作特征視作影響個(gè)體工作成癮行為的前因變量,以組織工作特征和個(gè)體個(gè)性特征影響工作壓力感知的中介過(guò)程,以及論證組織工作氛圍和個(gè)體個(gè)性特征的調(diào)節(jié)作用作為研究重點(diǎn),對(duì)全國(guó)范圍內(nèi)30家單位的489名員工進(jìn)行了調(diào)查,使用多層線性模型(HLM)分析工作場(chǎng)所中組織情景因素與個(gè)體個(gè)性特征對(duì)組織成員工作成癮的解釋力。研究結(jié)果如下：1.影響因素的直接作用機(jī)制(1)組織層影響因素的直接效應(yīng)：組織工作要求對(duì)于個(gè)體工作成癮的形成不存在顯著影響,但對(duì)個(gè)體過(guò)度工作行為存在顯著正向效應(yīng)：組織工作支持對(duì)于個(gè)體工作成癮具有顯著正向效應(yīng)；而組織工作控制的影響效應(yīng)未達(dá)到顯著水平；組織過(guò)度工作氛圍對(duì)于個(gè)體工作成癮具有顯著正向效應(yīng),主要體現(xiàn)在對(duì)于其過(guò)度工作行為的影響。(2)個(gè)體層影響因素的直接效應(yīng)：個(gè)體心理狀態(tài)中的工作壓力感知對(duì)其工作成癮存在顯著正向效應(yīng),但影響效應(yīng)組間變異顯著,即工作壓力作用的發(fā)揮受到組織情景的限制；個(gè)體個(gè)性特征中完美主義人格和自我效能感對(duì)于工作成癮具有顯著正向效應(yīng),且不受情景影響；責(zé)任心對(duì)于工作成癮不存在顯著影響,但對(duì)于過(guò)度工作行為的作用受組織情景影響；成就動(dòng)機(jī)對(duì)于個(gè)體工作成癮存在顯著正向效應(yīng),其作用發(fā)揮受組織情景影響。2.影響因素的中介作用機(jī)制個(gè)體工作壓力感知對(duì)組織工作特征與個(gè)體工作成癮的關(guān)系不產(chǎn)生中介作用；組織工作氛圍通過(guò)個(gè)體工作壓力感知的完全中介作用對(duì)其工作成癮及過(guò)度工作行為產(chǎn)生顯著影響；個(gè)體完美主義人格通過(guò)工作壓力感知的部分中介作用對(duì)其工作成癮產(chǎn)生顯著影響。3.影響因素的調(diào)節(jié)作用機(jī)制組織過(guò)度工作氛圍與組織工作控制產(chǎn)生顯著的調(diào)節(jié)效應(yīng)影響個(gè)體工作成癮；組織工作要求與支持的交互作用對(duì)于個(gè)體工作成癮具有顯著正向預(yù)測(cè)作用；組織工作要求與控制的交互對(duì)于個(gè)體強(qiáng)迫工作感受具有顯著負(fù)向預(yù)測(cè)作用；組織過(guò)度工作氛圍調(diào)節(jié)成就動(dòng)機(jī)與個(gè)體工作成癮之間的關(guān)系,以至于越強(qiáng)烈的過(guò)度工作氛圍,越會(huì)降低成就動(dòng)機(jī)與工作成癮之間的相關(guān)性；組織工作控制顯著調(diào)節(jié)個(gè)體工作壓力與工作成癮之間的關(guān)系。以上研究結(jié)果為組織成員工作成癮全面干預(yù)體系的構(gòu)建提供了有力而可靠的實(shí)證數(shù)據(jù)支撐。
[Abstract]:Workaholics refers to individuals who devote a lot of time and energy to their work. Their behavior or symptoms are called "work addiction" or "work addiction" in academic circles. Effective intervention in work addiction depends on a comprehensive and in-depth understanding of it. Although academia has known that work addiction may be triggered by both individual characteristics and external environment, it is a joint impact between the two. As the main place of workaholism's birth, organization is closely related to the formation and development of workaholism and becomes the focus of people's research. At present, the research in this field only stays in the theoretical reasoning and hypothesis, and lacks the strong support of empirical research, whether at home or abroad, it is rare. Some studies have explored the mechanism of interaction between organizational situational factors and individual intrinsic characteristics in the formation of work addiction. Is workaholism inherent or acquired? This problem has been masked in the "black box" of the interaction between organizational work characteristics and cultural atmosphere, individual psychological activities and personality traits. Based on the Job Requirement-Resource Model (JD-R) theory, this study regards organizational work characteristics as the antecedent variables influencing individual job addiction behavior, and takes organizational work characteristics and individual personality characteristics as the mediating factors influencing job stress perception, and demonstrates the moderating effect of organizational work atmosphere and individual personality characteristics as the research focus. A survey of 489 employees from 30 companies across the country was conducted to analyze the explanatory power of organizational situational factors and individual personality traits on job addiction in the workplace. The results were as follows: 1. The direct mechanism of influencing factors (1) the direct effect of organizational factors: organizational job requirements There is no significant effect on the formation of individual work addiction, but there is a significant positive effect on individual overwork behavior: organizational work support has a significant positive effect on individual work addiction; organizational work control has no significant effect; organizational overwork atmosphere has a significant positive effect on individual work addiction (2) The direct effect of individual factors: job stress perception in individual mental state has a significant positive effect on job addiction, but the effect group varies significantly, that is, the exertion of job stress is limited by organizational situation; Perfectionist personality and self-efficacy have significant positive effects on work addiction, and are not affected by the situation; sense of responsibility has no significant effect on work addiction, but the role of overwork behavior is affected by organizational situation; achievement motivation has significant positive effects on individual work addiction, and its role is played. 2. Intermediation mechanism of influencing factors Individual job stress perception has no mediating effect on the relationship between organizational work characteristics and individual job addiction; Organizational work atmosphere has a significant effect on job addiction and overwork behavior through the complete mediating effect of individual job stress perception; Aesthetic personality has a significant effect on work addiction through part of the mediating role of job stress perception. 3. The mediating mechanism of influencing factors has a significant moderating effect on individual work addiction by organizational overwork atmosphere and organizational work control; and the interaction between organizational work requirements and support has an effect on individual work addiction. The interaction of organizational work requirements and control has a significant negative predictive effect on individual compulsive work feeling; the organizational overwork atmosphere regulates the relationship between achievement motivation and individual work addiction, so that the stronger the overwork atmosphere, the lower the relationship between achievement motivation and work addiction. Relevance; Organizational job control significantly regulates the relationship between job stress and job addiction. The above results provide a strong and reliable empirical support for the construction of a comprehensive intervention system for job addiction among organizational members.
【學(xué)位授予單位】：浙江師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：B848

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相關(guān)期刊論文 前1條

1 劉杰;石偉;;工作狂的研究述評(píng)[J];心理科學(xué)進(jìn)展;2008年04期

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本文編號(hào)：2221246