自我效能感与工作资源匹配模型的实证研究——对工作要求—资源模型的扩展

工作要求—资源模型的缓压效应受到组织与学者的关注,文章就该模型以压力主体无差异性为前提下实证结果的不一致性,引入个体能力信念变量——自我效能感,从个体与环境匹配的角度,提出自我效能感与工作资源的匹配,扩展工作要求—资源模型。问卷分析结果显示,自我效能感与工作资源对工作要求与工作压力关系的联合调节效应显著,进而得出以下结论:高自我效能感员工有能力且有意愿利用丰富的工作资源积极应对压力刺激;低自我效能感员工对自身能力缺乏信心且态度消极,在低工作资源情境即组织对工作资源代为控制下,更能有效缓解压力刺激。

Empirical Study of the Fit Model between Self-Efficacy and Job Resource-an Extension to Job Demand-Resource Model

The stress relieving effect of job demand-resource model has won attention by organizations and scholars .T he empirical results of job demand-resource model are inconsistent and in w hich the people w ho have work stress are in homogenization ,so the paper introduces self-efficacy as variable of individual capacity be-liefs .From the perspective of individual and environment fit ,we suggest the fit between self-efficacy and job resource to extend the job demand-resource model .Based on the data questionnaires ,self-efficacy and job re-source can moderate the relationship between job demand and work stress .It is concluded that people who have high self-efficacy are capable and willing to respond to stress stimulation actively by using rich job resources , while people who have low self-efficacy are not confident of their capability and have negative attitude ;they will relieve work stress effectively in the situation of less job resource ,i .e .when the organization help workers con-trol the job resource .