) 中央财经大学商学院, 北京 100081
收稿日期:2020-07-03出版日期:2021-05-15发布日期:2021-03-30通讯作者:林琳E-mail:linlin@cufe.edu.cn基金资助:国家自然科学基金面上项目(71971227)Crafting for the changing workplace: A dual pathway model of job crafting and leisure crafting based on self-identity theory
LIN Lin() Business School, Central University of Finance and Economics, Beijing 100081, China
Received:2020-07-03Online:2021-05-15Published:2021-03-30Contact:LIN Lin E-mail:linlin@cufe.edu.cn摘要/Abstract
摘要： 工作非一成不变。即使组织借助工作设计设定了特定职位的工作内容和工作方式, 员工也会出于维护积极自我形象、控制感和与人建立联结的核心需求而开展工作塑造——主动调整对工作的认识、工作任务和人际交往——从而获得自我价值感和意义感。尽管工作塑造的前因后效研究已较充分, 但较少研究触及自我认同这一核心。鉴于此, 本研究以自我认同理论为主线, 探寻当个体面临重大外部挑战时, 如何通过自我提升与自我防御两种机制应对环境变革, 进而借助工作塑造及工余塑造完成自我认同的重构。通过4个研究探讨消除自我认同威胁作为自我防御机制, 把握自我成长机会作为自我提升机制, 揭示工作环境重大变革激发个体自我塑造行为的中介机制; 基于压力应对的认知评价模型, 探讨个体特征在初级评估阶段, 组织情境特征在次级评价阶段的调节效应; 开展现场干预研究, 探讨结合自我建构进行工作塑造的效果。本项目将工作塑造和自我认同重新连结起来, 构建了工作环境变革情境下个体自我塑造的双路径模型, 以望对两个领域均有贡献。
图/表 1
图1工作环境变革情境下个体自我塑造的双路径模型
图1工作环境变革情境下个体自我塑造的双路径模型参考文献 87
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