工作投入的概念、测量、前因与后效
Concept, Measurements, Antecedents and Consequences of Work Engagement
查看参考文献64篇
|
文摘
|
工作投入是个体在工作中的一种积极的、完满的融入状态,它是连接个体特质、工作因素和工作绩效的完美纽带,是组织创造竞争优势的重要途径。通过梳理工作投入概念的起源和发展,并将其与工作卷入、心流、专念等相似概念进行了比较,提出了工作投入的整合概念,即个体面对工作时产生的一种同时包含积极的情绪体验、谨敏的认知和高度激发的体能状态在内的、持久的心理行为状态。介绍了UWES量表、SMVM量表等主要的工作投入量表以及相应关于工作投入因素结构的不同理论观点,并根据近年来的实证研究对工作投入的前因和后效变量进行了梳理和表格化呈现,由此进一步对未来的研究方向提出了三点思考。 |
|
其他语种文摘
|
Work engagement is a positive, fulfilling state in which people can be highly focused and immersed within their tasks. High frequency of engagement at work contributes significantly to people’s well-being. The construct of work engagement has garnered attention both in business contexts and academic settings, and several approaches for understanding work engagement have been developed. The purpose of this paper is to synthesize the current status of theory and research on work engagement. The origin and development of its various conceptualizations are summarized and comparisons are made with similar constructs, such as job involvement, flow, and mindfulness. Selected measures of work engagement, including the Utrecht Work Engagement Scale and the Shirom-Melamed Vigor Measure, and different theoretical perspectives, including models with various factor structures, are presented. Antecedents and consequences of work engagement identified in recent studies are also discussed. An integrated approach to work engagement is presented, as are three directions for future research. |
|
来源
|
心理科学进展
,2014,22(12):1975-1984 【核心库】
|
|
关键词
|
工作投入
;
工作卷入
;
因素结构
;
工作投入量表
;
前因变量
;
结果变量
|
|
地址
|
中国科学院心理研究所, 北京, 100101
|
|
语种
|
中文 |
|
文献类型
|
研究性论文 |
|
ISSN
|
1671-3710 |
|
学科
|
社会科学总论 |
|
基金
|
中国科学院知识创新工程重要方向项目
;
北京市重点学科建设项目(应用心理学, 2008~ 2013)资助
;
中科院心理所创新项目"国民幸福感指数的建构与影响因素识别"
|
|
文献收藏号
|
CSCD:5302593
|
参考文献 共
64
共4页
|
|
1.
董浩.
员工主动性人格、工作投入与幸福感关系研究(硕士学位论文),2011
|
被引
1
次
|
|
|
|
|
2.
江红艳. 工作资源对企业研发人员工作投入影响的实证研究-心理资本的中介作用.
科技进步与对策,2012,29(6):137-141
|
被引
3
次
|
|
|
|
|
3.
刘得格. 挑战-阻碍性压力源与工作投入和满意度的关系.
管理科学,2011,24(2):1-9
|
被引
8
次
|
|
|
|
|
4.
任俊. Flow研究概述.
心理科学进展,2009,17(1):210-217
|
被引
3
次
|
|
|
|
|
5.
孙敏.
员工投入现象的本质,特征和机制研究 (博士学位论文),2012
|
被引
1
次
|
|
|
|
|
6.
王婷. 科研技术人员核心自我评价与工作倦怠,工作投入的结构方程分析.
应用心理学,2009,15(2):148-154
|
被引
1
次
|
|
|
|
|
7.
张轶文. 中文版Utrecht工作投入量表(UWES)的信效度检验.
中国临床心理学杂志,2005,13(3):268-270
|
被引
76
次
|
|
|
|
|
8.
Akiva T. Youth belonging and cognitive engagement in organized activities: A large-scale field study.
Journal of Applied Developmental Psychology,2013,34(5):208-218
|
被引
1
次
|
|
|
|
|
9.
Alarcon G M. The relationship of engagement, job satisfaction and turnover intentions.
Stress and Health,2011,27(3):e294-e298
|
被引
2
次
|
|
|
|
|
10.
Airila A. Is work engagement related to work ability beyond working conditions and lifestyle factors?.
International Archives of Occupational and Environmental Health,2012,85(8):915-925
|
被引
1
次
|
|
|
|
|
11.
Bakker A B. Work engagement, performance, and active learning: The role of conscientiousness.
Journal of Vocational Behavior,2012,80(2):555-564
|
被引
2
次
|
|
|
|
|
12.
Barber L. Are better sleepers more engaged workers? A Self-regulatory approach to sleep hygiene and work engagement.
Stress and Health,2012,29(4):307-316
|
被引
2
次
|
|
|
|
|
13.
Bledow R. The affective shift model of work engagement.
Journal of Applied Psychology,2011,96(6):1246-1257
|
被引
5
次
|
|
|
|
|
14.
Britt T W. Engaging the self in the field: Testing the triangle model of responsibility.
Personality and Social Psychology Bulletin,1999,25(6):698-708
|
被引
1
次
|
|
|
|
|
15.
Britt T W. Black hawk down at work: When your most motivated employeescan't do their job, get ready for an exodus.
Harvard Business Review,2003,81:16-17
|
被引
1
次
|
|
|
|
|
16.
Britt T W. Self-engagement, stressors, and health: A longitudinal study.
Personality and Social Psychology Bulletin,2005,31(11):1475-1486
|
被引
4
次
|
|
|
|
|
17.
Brown K W. The benefits of being present: Mindfulness and its role in psychological well-being.
Journal of Personality and Social Psychology,2003,84(4):822-848
|
被引
108
次
|
|
|
|
|
18.
Cotter E W. Examining burnout and engagement in layoff survivors: The role of personal strengths.
Journal of Career Development,2012,40(5):424-444
|
被引
2
次
|
|
|
|
|
19.
Czikszentmihalyi M.
Flow: The psychology of optimal experience,1990
|
被引
3
次
|
|
|
|
|
20.
Chang H T. Psychological contracts and innovative behavior: A moderated path analysis of work engagement and job resources.
Journal of Applied Social Psychology,2013,43(10):2120-2135
|
被引
1
次
|
|
|
|
|
了解气象卫星更多信息，请访问