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题名	工作幸福感对员工工作绩效的影响：一个有调节的中介作用模型
作者	刘倩
答辩日期	2020-01
文献子类	硕士
授予单位	中国科学院心理研究所
授予地点	中国科学院心理研究所
其他责任者	陈毅文
关键词	工作幸福感 留职意愿 工作嵌入 关系绩效 任务绩效
学位名称	理学硕士（同等学力硕士）
其他题名	Effects Of Work Well-Being On The Job Performance : A Model Of Moderated Mediation
学位专业	应用心理学
中文摘要	The new generation employees have become the main force of the workplace, with distinctive features different from previous generations of employees. Its research is still in its infancy in China, far from meeting the needs of society and practice. With the changes in the domestic and international environment in the social and economic fields, the external environment for the survival and development of enterprises is also changing. How to better manage and guide the behavior of this special group of new generation employees, improve the level of human resources management, and produce high-level job performance, the times have presented us with new challenges.In today's society where the economy is developing at a high speed and competition is becoming increasingly fierce, people has shown a growing pursuit of happiness in the work, and happiness brought by work is increasingly valued by enterprises. The happier employees were, the more engaged, creative and resilient they were at work. The domestic academic community’s research on work well-being started late, and mainly focus on the mechanism of reason, and the discussion on the effect mechanism is not enough. It might be of practical significance to explore the mechanisms of work well-being and job performance at all levels.In this study, a convenient sampling method was used to collect information by filling in the online form. A questionnaire survey was conducted on 319 new generation employees, and data analysis was performed through SPSS statistical software analysis to test the model hypothesis. At the end of the study, based on empirical analysis results, the author puts forward corresponding management suggestions and countermeasures on how to improve employees' work well-being and job performance.The study results show that the work well-being of the new generation employees significantly affects job performance, that is, the higher the work well-being is, the higher the new generation employees’ job performance output will be; the willingness to stay on the job has partly intermediate function between work well-being and job performance. Improving the employee’s willingness to stay on the job is conducive to improving their performance. Work embedding has a regulating effect on the relationship between retention intention and job performance. The higher the level of work embedding, the effect of willingness to stay on job performance is greater.This study found out the mechanism and boundary conditions of the work well-being on the new generation employees’ job performance, enriched the research on the new generation employees, the work well-being and job performance of and provided certain opinions and suggestions for the human resources management and organizational management development of the enterprise.
英文摘要	新生代员工已经成为职场的主力，具有区别于以往代际员工的显著特征，对其研究在我国目前还处于起步阶段，远不能满足社会和实践的需要。随着国内外社会经济的变迁，企业的生存与发展的外部环境也在改变，如何更好的管理和引导新生代员工这一特殊群体的行为，提高人力资源管理水平，产出高水平的工作绩效，时代给我们提出了新的挑战。在经济高速发展，竞争日趋激烈的当今社会，人们显示出对工作带来的幸福感的愈发追求，日益受到企业重视。幸福感越强的员工,在工作中越积极投入,富有创造力和工作韧性，国内学术界对工作幸福感的研究起步较晚，且多集中在原因机制方面，对效应机制的探讨还不够，在所有水平上探讨工作幸福感与工作绩效的机制可能很有现实意义。本研究采用方便取样法，通过在线填写的方式征集信息，对319名新生代员工进行问卷调查，并通过SPSS统计软件分析进行数据分析，检验模型假设。最后根据实证分析结果，就组织如何提升员工的工作幸福感和工作绩效，提出相应的管理建议和对策。研究结果显示：工作幸福感显著影响新生代员工的工作绩效，即工作幸福感越高，新生代员工的工作绩效产出就越高；留职意愿在工作幸福感与工作绩效之间起到部分中介作用，提高员工的留职意愿有利于提高员工的工作绩效；工作嵌入对留职意愿和工作绩效关系有调节作用，工作嵌入水平越高，留职意愿对工作绩效的影响越大。 本研究发现了工作幸福感对新生代员工工作绩效的作用机制和边界条件，丰富了新生代员工、工作幸福感和工作绩效的相关研究，为企业人力资源管理和组织管理提供了一定的意见建议和理论支持。
语种	中文
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/41568]
专题	心理研究所_社会与工程心理学研究室
推荐引用方式 GB/T 7714	刘倩. 工作幸福感对员工工作绩效的影响：一个有调节的中介作用模型[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2020.

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