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题名	员工真实性与工作投入的关系研究：心理资本的中介作用
作者	王金光
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	王詠
关键词	员工真实性 工作投入 心理资本
学位名称	理学硕士（同等学力硕士）
其他题名	The Relationship Between Employee Authenticity and Work Engagement: The Mediating Role of Psychological Capital
学位专业	应用心理学
中文摘要	In the background of global competition, work engagement of employees has become a key factor for enterprises to win in competition. Work engagement is regarded as a positive, pleasant and work-related psychological state, including three dimensions of vitality, dedication and concentration, which have positive influences on both individual and organizational level. Study has shown that work engagement is mainly affected by personal characteristics and job situation. Previous studies have found that organizational equity, emotional intelligence, psychological resilience, authenticity, and psychological capital are positively correlated with work engagement. More and more attention has been paid to the research of authenticity and psychological capital on work engagement. However, previous studies were mostly cross-sectional studies, which could not reveal the cause and effect. Meanwhile, the mechanism of authenticity on work engagement remains to be explored. The employee authenticity refers to a positive quality that employees display the most authentic and core oneself without any obstacles. Previous studies have found that employees with higher authenticity will show stronger sense of happiness, work engagement and voice behavior.This thesis mainly discussed the relationship among individual authenticity, psychological capital appreciation and work engagement. Study 1 adopted cross-section study method. Survey questionnaires were conducted among employees of a large biomedical manufacturing company in Shandong province. A total of 656 questionnaires were issued and 611 were collected, with an effective recovery rate of 93.14%. In study 1, IAM Work (Individual authenticity measure at work), UWES (Utrecht Work Engagement Scale) and PCQ (PsyCap Questionnaire) were used for evaluation. The results show that employee’s authenticity is positively correlated with work engagement, employee authenticity is positively correlated with psychological capital, and psychological capital is positively correlated with work engagement. The mediating effect test shows that psychological capital appreciation plays a full mediating role in employee authenticity and work engagement. Study 2 adopted a longitudinal study method. The data comes from a total of 231 service counter staff of a large telecom operator in Shandong province. It was collected for three times at one-month interval. The first test is about the basic information of demography and employee authenticity and the second test is about psychological capital appreciation, and the third is about work engagement and job satisfaction. A total of 231 questionnaires were distributed. After removing invalid samples (including those who did not answer carefully and could not match before and after), 204 questionnaires that could be matched with three measurements were finally obtained, with an effective recovery rate of 88.31%. Consistent with the results of study 1, employee authenticity is positively correlated with work engagement and psychological capital.; Psychological capital is positively correlated with work engagement. The mediating effect test shows that psychological capital plays a full mediating role in employee authenticity and work engagement.This thesis explores the relationship among employee authenticity, work engagement and psychological capital, which also enriches the research of employee authenticity and deepens the research on the mechanism of authenticity on work engagement. In addition, this thesis verified that employee authenticity can promote work engagement by psychological capital, which fills in gaps in the research of mechanism on employee authenticity and work engagement. It offers an effective intervention method for enterprises to carry out employee authenticity and work engagement and it also has a certain reference significance for development of human resources and practice of management. Enhancing the real performance of employees can strengthen psychological capital, thus improve work engagement.
英文摘要	在竞争全球化的时代背景下，员工工作投入已越来越成为企业赢得竞争优势的关键要素。工作投入被看作是一种积极的、令人愉快的（fulfilling）、与工作相关的心理状态，包括活力、奉献和专注三个维度，对个体和组织层面因素有积极影响。工作投入主要受到个性特征和工作情景因素的影响，已有研究证明, 组织公平、情绪智力、心理韧性 、真实性、心理资本等与工作投入正相关。其中真实性和心理资本对工作投入的研究越来越受到关注。但以往研究多是横向研究不能揭示因果关系，且真实性影响工作投入的机制还尚待探索。员工真实性则是指员工在工作中毫无障碍地展示最真切、最核心的自我的一种积极品质，以往的研究发现，真实性较高的员工会表现出更强的工作幸福感、工作投入和建言行为。本研究主要探讨员工真实性、心理资本与工作投入之间的关系。研究一：对山东省某一大型生物医药制造公司的员工进行了问卷调查。共发放问卷656份，回收611份，有效回收率93.14 %。采用员工真实性量表、工作投入量表、心理资本量表进行测评。结果显示，员工真实性与工作投入正相关，员工真实性与心理资本正相关，心理资本与工作投入正相关。通过中介作用检验显示，心理资本在员工真实性和工作投入中起完全中介作用。由于研究一是横断研究，研究二采用纵向的方式对山东省某一大型电信运营商的231名服务柜台员工进行三轮的纵向问卷测量。每轮间隔一个月。第一次测的是员工的人口学基本信息和真实性，第二次为心理资本，第三次为工作投入。共发放231份问卷，最终获得204份三次测量可对应匹配的问卷，有效回收率88.31 %。同研究一的结果一致：员工真实性与工作投入正相关，员工真实性与心理资本正相关，心理资本与工作投入正相关。通过中介作用检验显示，心理资本在员工真实性和工作投入中起完全中介作用。本研究对员工真实性与工作投入、心理资本之间的关系的探讨，丰富了员工真实性相关研究成果，深化了真实性对工作投入影响在作用机制上的研究。另外，本研究验证了员工真实性可以通过心理资本中介作用提高工作投入，填补了在员工真实性影响工作投入的机制研究方面的空白，为在企业内开展员工真实性和工作投入干预提供了有效方法，对企业人力资源开发和管理实践具有一定的参考借鉴意义。提升员工真实性能增强心理资本，从而有助于工作投入。
语种	中文
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/41656]
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	王金光. 员工真实性与工作投入的关系研究：心理资本的中介作用[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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