上海师范大学心理学系, 上海 200234
收稿日期:
2017-09-11出版日期:
2018-11-15发布日期:
2018-09-26基金资助:
* 国家自然科学基金青年项目(71701129);教育部人文社会科学研究青年项目(14YJC190017);上海市教育科学研究一般项目资助(C17001)Role overload in organizations
LI Qinglei, WANG HuaiyongDepartment of Psychology, Shanghai normal University, Shanghai 200234, China
Received:
2017-09-11Online:
2018-11-15Published:
2018-09-26摘要/Abstract
摘要: 角色超载是指当个体缺乏必要的能力与技能或足够的时间而无法顺利完成各种角色需求时所体验到的一种角色压力。角色超载不仅影响员工的身心健康, 而且对组织和社会也有消极影响。本文在对角色超载的定义梳理及与相关概念比较的基础上给出了新的界定, 完善了角色超载的概念, 并对维度划分与测量, 以及影响因素与作用结果进行了分析。未来研究应致力于:清晰的界定角色超载的内涵, 合理的维度划分与量表编制, 深入研究其影响因素并关注角色超载的本土化研究。
图/表 3
表1角色超载内涵总结
定义内涵 | 侧重点 | 研究 |
---|---|---|
角色发送者间冲突与个人角色冲突的结合。 | 角色冲突的一种 | |
相对于需要满足的多种角色期待来说缺乏必要的时间。 | 时间维度 | |
相对需要满足的多种角色期待来说缺乏必要的训练与技能。 | 资源维度 | |
相对需要满足的多种角色期待来说缺乏必要的时间与资源。 | 时间维度与资源维度 | |
个体所拥有的个人资源不足以完成定性或定量的工作要求。 |
表1角色超载内涵总结
定义内涵 | 侧重点 | 研究 |
---|---|---|
角色发送者间冲突与个人角色冲突的结合。 | 角色冲突的一种 | |
相对于需要满足的多种角色期待来说缺乏必要的时间。 | 时间维度 | |
相对需要满足的多种角色期待来说缺乏必要的训练与技能。 | 资源维度 | |
相对需要满足的多种角色期待来说缺乏必要的时间与资源。 | 时间维度与资源维度 | |
个体所拥有的个人资源不足以完成定性或定量的工作要求。 |
表2角色超载的影响因素
员工个体因素 | 领导者因素 | 情境因素 |
---|---|---|
人口统计学变量( | 领导风格( | 组织支持( |
时间人格( | 领导成员交换( | 全面质量管理( |
人格特质(个人/集体主义、权力距离) ( | 组织公民行为( | |
自我效能感( | 工作量/时间( |
表2角色超载的影响因素
员工个体因素 | 领导者因素 | 情境因素 |
---|---|---|
人口统计学变量( | 领导风格( | 组织支持( |
时间人格( | 领导成员交换( | 全面质量管理( |
人格特质(个人/集体主义、权力距离) ( | 组织公民行为( | |
自我效能感( | 工作量/时间( |
表3角色超载的影响结果
影响效应 | 研究 | ||
---|---|---|---|
工作 态度 | 离职意向 | 正向 | |
工作倦怠 | |||
组织承诺(情感承诺) | 负向 | ||
工作满意感 | |||
工作压力 | |||
工作嵌入 | |||
工作 行为 | 角色内绩效/任务绩效 | 负(正)向 | |
角色外绩效/组织公民行为 | 负向 | ||
工作重塑行为 | |||
旷工行为 | 正向 | ||
工作 场所 溢出 | 工作家庭冲突 | 正向 | |
工作家庭平衡 | 负向 | ||
身心健康(紧张、焦虑、抑郁) |
表3角色超载的影响结果
影响效应 | 研究 | ||
---|---|---|---|
工作 态度 | 离职意向 | 正向 | |
工作倦怠 | |||
组织承诺(情感承诺) | 负向 | ||
工作满意感 | |||
工作压力 | |||
工作嵌入 | |||
工作 行为 | 角色内绩效/任务绩效 | 负(正)向 | |
角色外绩效/组织公民行为 | 负向 | ||
工作重塑行为 | |||
旷工行为 | 正向 | ||
工作 场所 溢出 | 工作家庭冲突 | 正向 | |
工作家庭平衡 | 负向 | ||
身心健康(紧张、焦虑、抑郁) |
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