摘要
办公场所提供的私密性越高越好吗?多高的私密性能够为员工带来最佳的工作场所体验?本研究基于人—环境匹配理论,认为员工在办公场所中不仅体验到组织实际提供的私密性,也具有个体期望的私密性,但是以往研究多关注实际私密性高低对员工的影响,忽视了实际私密性与期望私密性之间的匹配状态对员工的影响作用。本研究系统分析了办公场所实际私密性与期望私密性之间的一致性对员工消极工作态度的影响作用。基于290份两阶段问卷数据的统计分析结果表明:实际私密性与期望私密性的匹配状态会对情绪耗竭产生影响,并最终影响到员工的离职意愿。具体而言,实际私密性与期望私密性之间越不一致,员工的情绪耗竭越高;“实际低—期望低”情境比“实际高—期望高”情境导致更高的情绪耗竭;“实际低—期望高”情境比“实际高—期望低”情境导致更高的情绪耗竭;情绪耗竭在办公场所私密性供需匹配与员工离职意愿之间起中介作用。本研究揭示了实际私密性与期望私密性之间不同的匹配状态会对员工产生不同的影响。
Is more privacy better? What level of privacy leads to the best workplace experience? Based on the person-environment fit theory, this study proposes that employees not only experience achieved privacy in the workplace, but also have desired privacy. However, previous studies mostly focus on the influence of achieved privacy on employees, ignoring the influence of the match between achieved privacy and desired privacy on employees. This study explores the influence of the congruence between achieved privacy and desired privacy in the workplace on employees’ negative work attitudes. In this study, a two-stage questionnaire survey is adopted, and the analysis results based on 290 sample data show that the match between achieved privacy and desired privacy affects emotional exhaustion, and ultimately affects employees’ turnover intention. Specifically, the higher the incongruence between achieved privacy and desired privacy is, the higher employees’ emotional exhaustion will be. In the case of the congruence between achieved privacy and desired privacy, employees’ emotional exhaustion will be higher when "both achieved privacy and desired privacy are at low levels" than when "both achieved privacy and desired privacy are at high levels". In the case of the incongruence between achieved privacy and desired privacy, employees’ emotional exhaustion will be higher when "achieved privacy is lower than desired privacy" than when "achieved privacy is higher than desired privacy". Emotional exhaustion mediates the relationship between the workplace privacy needs-supplies fit and employees’ turnover intention. This study shows that different matching states between achieved privacy and desired privacy make different influence on employees.
作者
王淑红
王怡扬
汤一鹏
黄昇
Shuhong WANG;Yiyang WANG;Yipeng TANG;Sheng HUANG(School of Business Administration,Zhongnan University of Economics and Law,Wuhan 430073)
出处
《中国人力资源开发》
CSSCI
北大核心
2023年第3期65-80,共16页
Human Resources Development of China
基金
教育部人文社会科学研究规划基金项目(19YJA630081)
国家自然科学基金项目(71802194
72272151)。
