摘要
采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。
This study mainly investigates the mediating effect and the moderating effect of career competencies in the Job Demands-Resources Model （JDR Model）. Career competeneies are a kind of knowledge accumulation （including knowing why, how and whom） which influences employee careers. The basic assumption of the JDR Model is that every work environment is characterized by occupation specific job resources and job demands, and includes two processes for the development of burnout. First, long-term excessive job demands from which employees do not adequately recover may lead to sustained activation and overtaxing, eventually resulting in exhaustion. Second, job resources lead to increased levels of motivation in the tbrm of work engagement （Demerouti, Bakker, Nachreiner, ＆ Schaufeli, 2001）. Previous studies have shown that personal resources may act as a mediator in motivational processes, and can stimulate employees＇ work engagements （Xanthopoulou, Bakker, Demerouti, ＆ Schaufeli, 2007）, and may also act as a moderator in health impairment processes, and can reduce burnout. Career eompetencies may be expected to act in a similar way as personal resources in stimulating employees work engagements and reducing emotional exhaustion in the JDR Model （Akkermans, Schaufeli, Brenninkmeijer, ＆ Blonk, 2013）. Based on the JDR Model and conservation of resources theory, our focus is to investigate the mediating and the moderating effects of career competencies in the JDR Model. 201 employs were measured with the professional competence measurement scale, the questionnaire of career development, the Job Content questionnaire, the questionnaire on the experience and assessment of work, the MBI - GS Scale and the Utrecht Work Engagement Scale. The Mplus and SPSS were used to analyze the data. The results showed that： （1） Job demands statistically significantly affected emotional exhaustion; and career competencies acted a moderator on the relationship between job demands and emotional exhaustion（β= -.49,p〈 .01; △ R^2= .03）, and the relationship between job demands and emotional exhaustion were weaker for employees in high career competencies condition than in low career competencies condition. We used the Johnson- Neyman＇s method to test the simple slopes, the result showed that when the mean-centered moderator M （career competencies） in [-2.18, .45], simple slope a＋cM= .65- .49M were significant. （2） Career competencies significantly affected work engagement. （3） Career competencies acted a mediator on the relationship between job resources and work engagement （c= .48,p〈 .001; a= .56,p〈 .001; b= .30,p〈 .001; c＇= .31,p〈 .001）. In summary, Career competencies are adaptable abilities, and it is important and useful for employees to promote their work engagements, and then to achieve their career goals. Studies of career competencies in the Asian culture are still in its infancy. By placing more emphasis on career competencies, HR programs may benefit from this insight by simultaneously increasing job resources and career competencies to increase employee engagement and reduce their exhaustion. On the one hand, HR programs should provide the sufficient job resources to employees, such as social support, opportunities of development and autonomy, and job demands should be controlled within a certain range to avoid exhaustion. On the other hand, HR programs should use some relevant career management measures to strengthen employees＇ career competencies, such as the career management skills training courses.
出处
《心理科学》
CSSCI
CSCD
北大核心
2017年第4期822-829,共8页
Journal of Psychological Science
基金
国家自然科学基金项目(31271116
31400909)资助
关键词
职业胜任力
工作资源
工作要求
工作投入
情感衰竭
career competencies, job resources, job demands, work engagemen, emotional exhaustion
