工作与非工作边界相互渗透的方向性和不对称性对工作倦怠的影响

摘要基于工作与非工作相互渗透与工作倦怠的关系假设,研究渗透的方向性和不对称性对工作倦怠影响的差异。结果表明:工作向非工作渗透与工作倦怠正相关;非工作向工作渗透与工作倦怠呈正U形关系;非工作向工作渗透与工作向非工作渗透完全匹配与完全不匹配时构成的两条曲线把工作向非工作渗透、非工作向工作渗透与工作倦怠三者之间的U形曲面划分为四个区域,在区域Ⅰ和区域Ⅲ中,两者相互渗透的程度由趋近渐变为偏离时,工作倦怠先降后升;在区域Ⅱ中,两者偏离程度越高,工作倦怠越高;在区域Ⅳ中,两者偏离程度越高,工作倦怠越低。本研究结论为企业设计管理工作与非工作边界以降低员工的工作倦怠的对策建议提供了理论基础。

	Service

	把本文推荐给朋友
	加入我的书架
	加入引用管理器
	Email Alert
	RSS
	作者相关文章
	孙会
	陈红

关键词：工作与非工作边界工作倦怠边界渗透方向性不对称性

Abstract： This paper proposes the relationship hypothesis between the directionality of work and non-work penetration and job burnout, and using polynomial regression studies the influence of infiltration direction on job burnout. The research results show that: work to non-work penetration is positively related to job burnout. Non-work to work penetration and job burnout have a positive U-shaped relationship. There is a U-shaped surface relationship between work to non-work penetration, non-work to work penetration and job burnout. The two curves formed by non-work to work penetration and work to non-work penetration completely match and completely mismatch divide the U-shaped surface into four regions. In area I and area III, when non-working to work penetration and work to non-working penetration gradually change from approaching to deviation, job burnout is first reduced and then increased. In area II, the higher the degree of deviation, the higher job burnout, and in area IV, the higher the degree of deviation, the lower job burnout. The conclusion of this study provides a theoretical basis for the design and management of work and non-work boundaries to reduce employee burnout.

Keywords： Work and Non-working Boundary Job Burnout Boundary Penetration Directionality Asymmetry

收稿日期 2018-10-23; 接受日期 ;

基金资助:国家社会科学基金重大项目(16ZDA056);国家自然科学基金项目 (71673271);江苏省高校哲学社会科学一般项目(2019SJA1564)

通讯作者 陈红(1969— ),女,山东宁阳人,博士,教授,博士生导师,主要从事企业管理理论与方法研究

作者简介: 孙会(1981— ),女,江苏徐州人,博士研究生,副教授,主要从事组织与人力资源管理研究。

引用本文:

孙会, 陈红.工作与非工作边界相互渗透的方向性和不对称性对工作倦怠的影响[J]. 经济经纬, 2020,1: 132-139

SUN Hui, CHEN Hong.The Influence of the Directionality and Asymmetry of Interinfiltration between Work and Non-work Boundaries on Job Burnout[J] Economic Survey, 2020,V37(1): 132-139

链接本文:

http://www.jjjw.org.cn/CN/ 或 http://www.jjjw.org.cn/CN/Y2020/V37/I1/132

胡利利,于瑞波.2011.工作倦怠理论研究评述[J].科技管理研究(3):235-239.
李超平,时勘,罗正学.2003.医护人员工作家庭冲突与工作倦怠的关系[J].中国心理卫生杂志(12):807-809.
李锡元,沈约.2019.绩效压力与职场欺骗行为:仁慈领导负面影响的研究[J].经济经纬(1):110-117.
刘洪,林彦梅,刘润刚.2016.工作与非工作相互渗透的不对称性对员工幸福感的影响[J].经济管理(12):89-99.
林彦梅,刘洪,王三银.2015.工作边界强度与工作压力的关系——基于个人-环境匹配理论[J].中国工业经济(3):122-134.
马璐,刘洪,杨书生.2014.现代员工工作与非工作边界渗透的内容、方式与原因研究[J].华东经济管理(2):110-115.
王颖,田思雨,江新会.2016.工作家庭冲突与工作倦怠:心理资本的调节作用[J].经济研究导刊(23):51-53.
韦慧民,刘洪.2013.工作-非工作边界滲透及其管理研究[J].科学学与科学技术管理(5):160-171.
杨苏生.2014.工作与非工作边界渗透性对员工主观幸福感的影响[D].南京:南京大学.
赵慧军,吕静.2019.信任对员工情绪耗竭的双路径影响研究[J].经济经纬(5):120-127.
ALLEN T D,CHO E,MEIER L L.2014.Work-family boundary dynamics[J].Annual Rreview of Organizational Psychology &Organizational Behavior,1 (1) : 99-121.
ALLEN T D,JOHNSON R C,KIBURZ K M.2013.Work-family conflict and flexible work arrangements: Deconstructing flexibility[J].Personnel Psychology,66(2) : 345-376.
ASHFORT H B E,KREINER G E,FUGATE M.2000.All in a day’s work: Boundaries and micro role transitions[J]. Academy of Management Review,25(3) : 472-491.
CARLSON D.2014.Work-family enrichment and satisfaction mediating processes and relative impact of originating and receiving domains[J].Journal of Management, 40(3):845-865.
CLARK S C.2000.Work /family border theory: A new theory of work /family balance[J].Human Relations, 53(6):747-770.
CLARK S C.2002.Communicating across the work /home border[J]. Community Work&Family, 5(1): 23-48.
CROPANZANO R,MITCHELL M S.2005.Social exchange theory: An interdisciplinary review[J].Journal of Management: Official Journal of the Southern Management Association,31(6): 874-900.
DESROCHERS S,HILTON J M,LARWOOD L.2005.Preliminary validation of the work-family integration-blurring scale[J]. Journal of Family Issues,26(4) : 442-466.
GAJENDRAN R S,HARRISON D A.2017.The good,the bad,and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences[J].Journal of Applied Psychology,92(6):1524-1541.
GREENHAUS J H, POWELL G N.2006.When work and family are allies: A theory of work-family enrichment[J].Academy of Management Review, 31(1):72-92.
HAHN V.2011.Learning How to recover from job stress: Effects of a recovery training program on recovery,recovery-related self-efficacy and well-being[J].Journal of Occupational Health Psychology, 16(2):202-216.
HOEVEN C L,ZOONEN W.2015.Flexible work designs and employee well-being: Examining the effects of resources and demands[J].New Technology Work and Employment,30(3): 237-255.
HUANG, M.2012.The effects of inter-role conflicts on turnover intention among frontline service providers: Does gender matter? [J].The Service Industries Journal, 32(3):367-381.
JANSSEN O, LAM C K, HUANG X. 2010. Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect [J]. Journal of Organizational Behavior, 31(6):787-809.
KOSSEK E E,THOMPSON R J,LAUTSCH B A.2015.Balanced workplace flexibility[J].California Management Review,57(4):5-25.
MASLACH C,SCHAUFELI W B, LEITER M P.2001.Job burnout [J].Annual Review of Psychology, 20(3):397-422.
MOORE J E.2002.Why is this happening?A casual attribution approach to work exhaustion consequence[J].Academy of Management Reviw, 5(2):18-22.
OLSON-BUCHANAN J B,BOSWELL W R.2006.Blurring boundaries: Correlates of integration and segmentation between work and nonwork [J].Journal of Vocation Behavior, 68(3):432-445.
REB J, NARAYANAN J, CHATURVEDI S, et al. 2017. The mediating role of emotional exhaustion in the relationship of mindfulness with turnover intentions and job performance[J]. Mindfulness,8(3):707-716.
RUDERMAN M N,OHLOTT P J,PANZER L.2002.Benefits of multiple roles for managerial women[J].Academy of Management Journal, 45(2):369-386.
SCHAUFELI W.2004.Job demands, job resources and their relationship with burnout and engagement: A multi-sample study [J]. Journal of Organizational Behavior,25(3):293-315.
SHOCKLEY K M,ALLEN T D.2010.Investigating the missing link in flexible work arrangement utilization: An individual difference perspective[J].Journal of Vocational Behavior,76(1):131-142.
STURGES J.2008.All in a day’s work? Career self-management and the management of the bounder between work and non-work[J].Human Resource Management Journal, 18(2):118-134.
VOYDANOFF P.2002.Link ages between the work-family interface and work,family,and individual outcomes[J].Journal of Family Issues, 23 (1):138-164.
WEBSTER J.2011.Extending the challenge-hindrance model of occupational stress: The role of appraisal [J].Journal of Vocational Behavior, 79(2):505-516.