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题名	知识型员工组织支持感知对主观幸福感的影响：工作投入的中介作用和社会网络中介中心性的调节作用
作者	张玲
答辩日期	2021-01
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	张镇
关键词	主观幸福感 组织支持感知 工作投入 社会网络 中介中心性
学位名称	理学硕士（同等学力硕士）
其他题名	The effect of perceived organizational support on subjective well-being among knowledge-based employees：The mediation effect of work engagement and the moderation effect of social network brokerage
学位专业	健康心理学
中文摘要	In the historical period of the development of economic globalization, the knowledge-based employees have become the core force of economic development, and they are facing unprecedented work pressure and challenge. It is particularly important to investigate the influencing factors and mechanism of knowledge-based employees' subjective well-being. This study was aimed at examining the effect and mechanism of integrated relationships (that is, the formal organization relationship and informal relationship) on subjective well-being in workplace, which was based on the Resource Conservation Theory. Data was collected by using a sample of 627 knowledge-based employees via an online survey. The differences of the main variables among demographic groups were investigated. The relationships among perceived organizational support, social network brokerage, work engagement and subjective well-being were examined through a moderated mediation model via SEM method. Subjective well-being includes life satisfaction, positive affect and negative affect. The results are as follows:Firstly, the results of the differences analysis of the main variables among demographic groups indicated that: perceived organizational support had significant difference among the groups of organizational tenure, the score of perceived organizational support decreased with the increase of organizational tenure; work engagement had significant difference among the groups of gender, the score of male employees was higher than that of female employees; positive affect had significant difference among groups of gender, age and organizational tenure, the score of male employees was higher than that of female employees, the score of positive affect decreased with the increases of age and organizational tenure; negative affect had significant difference among gender and organizational tenure groups, the score of male employees was higher than that of female employees , 7-9 organizational tenure group was lower than other groups. Secondly, the hypothesis testing results of the relationships among perceived organizational support, work engagement and subjective well-being indicated that: perceived organizational support positively predicted subjective well-being, perceived organizational support had an indirect positive effect on subjective well-being partly through work engagement, and work engagement mediated the above relationship to a large extent. Finally, the moderating effect of brokerage was tested which was taken as the focus of the study, the results indicated that: first, brokerage positively moderated the relationship between perceived organizational support and work engagement, the relationship between perceived organizational support and work engagement was strengthened when brokerage was higher; second, brokerage positively moderated the indirect relationship between perceived organizational support and subjective well-being through work engagement, the indirect effect was strengthened when brokerage was higher; brokerage negatively moderated the relationship between perceived organizational support and subjective well-being; third, the relationship between perceived organizational support and subjective well-being was weakened when brokerage was higher. In addition, further analysis found that the above factors and mechanisms had significant effects on the life satisfaction and positive affect of subjective well-being.By using a sample of domestic knowledge-based employees, this study verified the applicability of the conclusion that perceived organizational support has a positive predictive effect on subjective well-being among domestic samples. The discovery of the mediation effect of work engagement enriched and expanded the mechanism of relevant research. From the perspective of relationship integration, this study clarified the different roles of formal organizational relationship resources (perceived organizational support) and informal relationship resources (social network brokerage) in the effect on outcomes, which enriched the social network research in this field. In addition, this study provided a theoretical basis for managers to attach importance to organizational support and employees’ social relationships building, and provided references for future targeted intervention.
英文摘要	在当今经济全球化深入发展的历史时期，知识型员工成为了经济发展的核心力量，但该群体正面临着空前的工作压力和挑战，深入并广泛地考察知识型员工主观幸福感的影响因素与作用机制显得尤为重要。研究以资源保存理论为基础，旨在考察工作情境下整合的“关系”（即组织内的正式关系、非正式关系）对员工主观幸福感的影响和机制。研究以627名知识型员工为样本进行在线问卷调查和数据分析，首先考察了主要研究变量在人口学分组间的差异，接下来采用结构方程模型技术，通过建立有调节的中介模型，考察了组织支持感知、社会网络中介中心性、工作投入及主观幸福感之间的关系。主观幸福感包含生活满意度、积极情绪和消极情绪三个因子。总体研究结果如下：首先，各主要研究变量在人口学分组间的差异分析结果显示：组织支持感知得分在司龄（即入职年限）分组间的差异显著，组织支持感知在一定程度上随司龄的增加呈逐渐递减趋势；工作投入得分在性别分组间差异显著，男性得分高于女性；积极情感得分在性别、年龄和司龄分组间的差异显著，男性得分高于女性，积极情感在一定程度上随年龄和和司龄的增加均呈逐渐递减趋势；消极情感得分在性别和司龄分组间的差异显著，男性得分高于女性，7-9年司龄组的得分显著低于其他各分组。接下来，研究检验了组织支持感知、工作投入与主观幸福感的关系，结果显示：组织支持感知正向预测了主观幸福感，组织支持感知部分地通过工作投入对主观幸福感产生了间接的正向影响，且工作投入在较大程度上中介了上述关系。最后，研究重点检验了中介中心性的调节效应，结果显示：第一，中介中心性正向调节了组织支持感知与工作投入的关系，中介中心性越高，组织支持感知对工作投入的正向效应越强；第二，中介中心性正向调节了组织支持感知通过工作投入与主观幸福感的间接关系，中介中心性越高，间接效应越强；第三，中介中心性负向调节了组织支持感知与主观幸福感的关系，中介中心性越高，组织支持感知对主观幸福感的正向效应越弱。此外，具体分析发现，上述影响因素与作用机制主要对主观幸福感中的生活满意度和积极情感因子具有显著效应。研究以国内知识型员工为样本，证实了组织支持感知对主观幸福感具有正向预测效应的结论在国内样本中的适用性。工作投入中介效应的发现充实和拓展了相关研究的机制。通过关系整合视角澄清了组织内的正式关系资源（组织支持感知）和非正式关系资源（社会网络中介中心性）在对结果的影响上发挥的不同作用，在一定程度上丰富了该领域的社会网络研究。另外，研究在一定程度上为企业管理者重视组织支持和员工的社会关系建构提供了理论依据，为有针对性的干预工作提供了一定参考。
语种	中文
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/41620]
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	张玲. 知识型员工组织支持感知对主观幸福感的影响：工作投入的中介作用和社会网络中介中心性的调节作用[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021.

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