工作投入的概念、测量、前因与后效

工作投入是个体在工作中的一种积极的、完满的融入状态, 它是连接个体特质、工作因素和工作绩效的完美纽带, 是组织创造竞争优势的重要途径。通过梳理工作投入概念的起源和发展, 并将其与工作卷入、心流、专念等相似概念进行了比较, 提出了工作投入的整合概念, 即个体面对工作时产生的一种同时包含积极的情绪体验、谨敏的认知和高度激发的体能状态在内的、持久的心理行为状态。介绍了UWES量表、SMVM量表等主要的工作投入量表以及相应关于工作投入因素结构的不同理论观点, 并根据近年来的实证研究对工作投入的前因和后效变量进行了梳理和表格化呈现, 由此进一步对未来的研究方向提出了三点思考。     

特殊教育教师工作家庭冲突、情绪智力与工作投入的关系

在积极心理学视野下探讨特殊教育教师情绪智力对工作家庭冲突与工作投入之间关系的调节作用。采用工作家庭冲突量表、情绪智力量表和工作投入量表,通过整群取样选取河南省7所特殊教育学校共256名教师进行调查。结果表明：（1）特殊教育教师工作家庭冲突和工作投入在性别、有无孩子及年龄方面差异显著。就工作家庭冲突水平而言,女教师显著高于男教师,有孩子的教师显著高于没孩子的教师,30-40岁的教师冲突水平最高,30岁及以下教师次之,41岁及以上教师最低;在工作投入水平上,女教师显著低于男教师,有孩子的教师显著低于没孩子的教师,41岁及以上教师投入水平最高,30岁及以下教师次之,31-40岁教师最低。（2）特殊教育教师工作家庭冲突与情绪智力、工作投入均呈负相关;情绪智力与工作投入呈正相关。（3）特殊教育教师情绪智力对工作家庭冲突与工作投入之间的关系有显著的调节作用。     

Work engagement,performance, and active learning: The role of conscientiousness

The present study examines whether the relationship between work engagement and job performance is moderated by the extent to which individuals are inclined to work hard, careful, and goal-oriented. On the basis of the literature, it was hypothesized that conscientiousness strengthens the relationship between work engagement and supervisor ratings of task and contextual performance as well as active learning. The hypotheses were tested on a sample of 144 employees from several occupations. Results of moderated structural equation modeling supported the hypotheses. Work engagement was positively related to task performance, contextual performance, and active learning, particularly for employees high in conscientiousness.     

中小学教师职业人格与主观幸福感的关系:工作投入的中介作用

采用问卷调查法,以692名中小学教师作为被试,探讨教师职业人格和主观幸福感的关系及其机制。结果发现：（1）专家型教师在职业人格得分上显著高于新手、熟手型教师,体现出与教师职业更匹配、更具适应性的人格特点;（2）职业人格与主观幸福感正相关显著,职业人格可通过影响工作投入程度进而影响主观幸福感,工作投入在二者之间起部分中介作用;（3）新手、熟手和专家型教师职业人格影响主观幸福感的作用机制存在差异：新手职业人格直接影响主观幸福感,熟手大部分通过工作投入影响主观幸福感,而专家完全通过工作投入影响主观幸福感。研究表明,教师职业人格可通过提高工作投入程度,进而提升其主观幸福感。     

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

Proactive personality has been demonstrated to be positively correlated with individual’s job satisfaction in addition to big five traits. However, what is less clear are the intervening mechanisms underlying this relationship, the present study examined the mediating effects of self-efficacy and work engagement on the association between proactive personality and job satisfaction. Three hundred and fifty-two (194 females and 158 males) primary and middle school teachers completed the proactive personality scale, the teachers’ self-efficacy scale, the work engagement scale and the short-form Minnesota job satisfaction questionnaire. Results revealed that proactive personality was positively related to teachers’ job satisfaction. In addition, mediation analyses showed that the relation between proactive personality and teachers’ job satisfaction was simple mediated by self-efficacy and work engagement and sequentially mediated by self-efficacy–work engagement. These findings contribute to the complex nature of the relationship between proactive personality and job satisfaction. The possible explanations and limitations are briefly discussed.     

Hardiness Promotes Work Engagement,Prevents Burnout,and Moderates Their Relationship

We examined the relationships between hardiness, work engagement, and burnout. Participants were Belgian service members involved in the International Security and Assistance Force (ISAF) operation. They completed a questionnaire containing hardiness items from the revised Norwegian Hardiness Scale, items concerning vigor and dedication from the Utrecht Work Engagement Scale, and those tapping cynicism and emotional exhaustion from the Utrecht Burnout Scale. Results showed that hardiness was positively related to dedication and vigor, and negatively to cynicism and emotional exhaustion. Our results further suggest that work engagement and burnout are the opposite ends of a continuum. However, analyses concerning the moderation effect of hardiness suggest that individual differences could imply different processes in the relationship between work engagement and burnout.     

The Development and Validation of a Personological Measure of Work Drive

Using six studies based on 23,823 individuals in diverse settings, we developed and validated a personality measure of Work Drive—a disposition to work long hours and extend oneself for one's job. The factor structure was confirmed in four settings. Work Drive was related to job performance showing incremental validity beyond cognitive aptitude and Big Five personality traits in five validation studies. It predicted academic performance at six different grade levels, even beyond Big Five traits. Construct validity was examined via work values, job involvement, normal personality scales, satisfaction measures, and cognitive ability. Little adverse impact was found. Occupational groups differed on Work Drive. Overall validity and areas of application were discussed.     

Work engagement during life-span: The role of interaction outside the organization and task significance

Growing proportion of older employees in the workforce has pushed scholars and managers to examine the changes of individual work-related attitudes and behavior during the life-span and accordingly reconsider work design to sustain the engagement of aging workforces. This study contributes to ambiguous previous findings by investigating age–work engagement linkage and moderating effects of such job characteristics as employees' perceived task significance and interaction outside organization. Survey of bank employees revealed an overall positive linear effect of age on work engagement; task significance was further positively related to work engagement. Although the direct impact of interaction outside the organization to work engagement was not found, the interaction outside the organization moderated the relationship between age and work engagement: older employees with more external interactions reported higher engagement levels than older employees with fewer interactions. Work engagement was highest for older employees who experienced more interaction outside the organization, or perceived their work as significant or both. There was no positive effect of age on work engagement for employees with both lower levels of interaction outside organization and lower task significance.     

工作-家庭支持对员工创造力的影响探讨

采用问卷调查法, 以773对上级-下属配对数据为样本, 探讨了工作-家庭支持对员工创造力的影响及其内在作用机制。结果表明, 在我国文化背景下, 工作-家庭支持由组织支持、领导支持、情感性支持和工具性支持四个因素组成, 其中组织支持和领导支持统称为工作领域支持, 情感性支持和工具性支持统称为家庭领域支持; 工作投入中介工作领域支持对员工创造力的影响; 创造性人格在工作投入与员工创造力关系之间起调节作用。     

Complex Relationships Among Personality Traits,Job Characteristics,and Work Behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction.     

Measurement invariance of the Utrecht Work Engagement Scale for Students: A study across secondary school pupils and university students

School engagement is a multidimensional construct characterized by vigour, dedication, and absorption towards academic work that is related to school achievement. This study aimed to examine the measurement invariance of a school engagement measure – the Utrecht Work Engagement Scale-Students (UWES-S) – across secondary school pupils and university students. Two samples of secondary school pupils (n = 251) and university students (n = 229) were used. The results supported the original three-factor structure (vigour, dedication and absorption) of the UWES-S instead of a two- or a one-factor structure in both samples. Evidence for the metric and scalar invariance of the measure across secondary school pupils and university students was also found. The university sample had higher scores in vigour and absorption but not in dedication. These findings demonstrate that the UWES-S can be used for developmental studies where school engagement and its relation with other variables needs to be compared across distinct educational levels.     

Self-efficacy,Work, and Psychological Outcomes in a Public Service Context

The study examined the prediction of psychological outcomes (conceptualized as psychological well-being and engagement) by general self-efficacy (GSE) and work context (conceptualized as job demands and job resources). The role of GSE as a moderator between work context and psychological outcomes was also examined in a cross-sectional survey of a sample of public sector employees (N = 459: males = 151, females = 273, and age ranging between 25 and 55). Multiple regression analyses showed that job demands and resources and GSE significantly predict both psychological well-being (positive affect, negative affect and satisfaction with life) and engagement (vigour and dedication). GSE moderated the relationship between work context and psychological outcomes. Work contexts characterised by a preponderance of job resources appear to facilitate both satisfaction with life and dedication.     

Work Values and Their Effect on Work Behavior and Work Outcomes in Female and Male Managers

A longitudinal sample of over 800 MBA graduates surveyed across a 16-year period was recruited to investigate the relationship of work values to work effort, salary levels, and other work outcomes. As predicted, certain work values were related to higher salary levels and to the number of hours worked. Changing companies more often and receiving more promotions were also significantly related to work values. Work values did not differ for women and men in the sample, except that women were higher in the value of wanting to do an excellent job. Controlling for work values did not explain significantly higher salaries for men as compared to women. Implications of these data are discussed.     

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

IntroductionWork engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind.ObjectivesIn this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity.MethodFor this purpose, 661 French-speaking workers (M_age = 40.86, SD_age = 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17, the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised (NEO-FFI-R).ResultsResults showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others.DiscussionThus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.     

工作倦怠和工作投入的整合

工作投入是近期组织心理学家引入的一个新概念,这是一种重视员工职业发展的积极心理学视角的工作追求,它与传统职业健康心理学工作倦怠的整合研究,越来越引起人们的关注。积极心理学研究取向推动了整合研究的实施;能量和认同量表为整合研究提供了测量工具;员工健康的积极和消极双过程模型是整合研究的主要模型;整合研究具有重要的理论和实践价值,更有利于提高员工的身心健康。今后的整合研究应当在研究方法上增加访谈研究、个案研究和追踪研究;在研究内容上多研究积极心理因素;在研究范围上加强跨文化的比较研究;在整合途径上进一步对现有的整合模型进行改进和创新。     

科研技术人员核心自我评价与工作倦怠、工作投入的结构方程分析

目的：探讨在中国文化背景下公司内技术部门人员核心自我评价是否包括集体自尊的维度及其与工作投入、工作倦怠的关系。方法：在人力资源部门人员的指导下,301名公司技术部门人员填写了工作倦怠量表（MBI—GS）、工作投入量表（UWES）、经典核心自我评价4个分量表、集体自尊量表以及核心自我评价集成量表（CSES）,并以密封信封方式提交。结果：（1）集体自尊对核心自我评价的载荷为0．68,是核心自我评价的重要因素。（2）加入集体自尊维度的核心自我评价对工作投入和工作倦怠路径系数分别达到了0．79和-0．54。（3）采用集成核心自我评价量表测量也支持了这一结果,对工作投入和工作倦怠各维度的回归系数均达到了显著水平。结论：集体自尊是中国文化背景下技术部人员的核心自我评价重要成分,且加入集体自尊维度的核心自我评价对工作投入和工作倦怠均有较好的预测作用。     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

中学生良心与学业成就的关系:学习投入的中介作用

采用青少年良心问卷、学业成就量表和学习投入量表,对 1028名中学生进行调查,探讨学习投入在中学生良心与学业成就之间的中介作用。结果发现:(1)良心及各维度与中学生学业成就、学习投入均呈显著正相关;(2)学习投入在良心及其责任心、孝敬心、宽恕心、诚信心、是非心维度与学业成就之间起完全中介作用,表明中学生良心及其上述维度可通过学习投入间接影响其学业成就。     

工作疏离感研究述评

工作疏离感指的是工作情境不能满足员工的需要或与期望不符导致的员工与工作分隔的心理状态。首先分析了工作疏离感的概念内涵, 介绍了相应的测量工具, 然后着重分析了工作疏离感的影响因素, 包括人口学变量与个人特质、组织与工作特征、上级领导方式以及社会文化等, 并探讨了工作疏离感的影响效果。最后指出了以往研究的缺陷以及未来在中国组织情境下的研究方向, 比如以家文化为背景, 由工作疏离感扩展分析中国员工对组织的疏离感。     

The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement,Satisfaction and General Health

This study explores the associations among job insecurity, occupational self-efficacy, work engagement, job satisfaction and health and the mediation role of occupational self-efficacy. Two hundred and forty-one workers, were asked to fill in the Occupational Self-Efficacy Scale, the Utrecht Work Engagement Scale, the Satisfaction Scale of Occupational Stress Inventory and the General Health Questionnaire. Mediation analysis was performed using the boot-strapping method. Job insecurity was negatively related to work engagement, job satisfaction and general health. Occupational self-efficacy mediated the relationship between job insecurity, work engagement, job satisfaction and health on employees in the private and public sectors. The originality of this work is that it shows the effect of job insecurity on engagement, satisfaction and health, and the mediational role of occupational self-efficacy. In a time of economic crisis, when it is not possible to guarantee permanent contracts, Human Resource managers might consider occupational self-efficacy as a resource when planning interventions.