员工何以蓬勃旺盛?影响工作旺盛感的组织情境与理论模型

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刘玉新¹(

), 朱楠¹, 陈晨¹, 张建卫², 王帅¹

¹ 对外经济贸易大学国际商学院, 北京100029
² 北京理工大学人文与社会科学学院, 北京100081

收稿日期:2019-02-18出版日期:2019-12-15发布日期:2019-10-21
通讯作者:刘玉新E-mail:liuyuxin@uibe.edu.cn

基金资助:* 国家自然科学基金项目(71373020);* 国家自然科学基金项目(71271055);北京市教育科学“十三五”规划重点课题(BAEA18043);对外经济贸易大学国内外联合培养研究生项目(JS20190202);对外经济贸易大学研究生科研创新基金(201832);对外经济贸易大学研究生科研创新基金(201931)

How do employees thrive at work? Impacts of organizational context and a theoretical model

LIU Yuxin¹(

), ZHU Nan¹, CHEN Chen¹, ZHANG Jianwei², WANG Shuai¹

¹ Business School, University of International Business and Economics, Beijing 100029, China
² School of Humanities and Social Science, Beijing Institute of Technology, Beijing 100081, China

Received:2019-02-18Online:2019-12-15Published:2019-10-21
Contact:LIU Yuxin E-mail:liuyuxin@uibe.edu.cn

摘要/Abstract

摘要： 工作旺盛感是个体在工作中同时感受活力和学习一种心理状态。组织情境中领导、组织支持和公平、工作特征和同伴均影响工作旺盛感。基于特质激活和自我决定理论, 构建“组织情境影响工作旺盛感的心理机制”模型：“全景式”和“离散式”组织情境能直接影响基本心理需求的满足, 或者先激活特质, 再影响基本心理需求满足, 进而影响工作旺盛感。未来应加强“全景式”组织情境及其中介机制研究, 开展个体和组织情境变量以及社会层和任务层等多层次整合研究, 并运用动态研究方法研究组织情境与工作旺盛感之间的联动变化规律, 预测工作旺盛感。

图/表 2

图1现有组织情境对工作旺盛感的影响因素

图2“组织情境影响工作旺盛感的心理机制”模型

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