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Alternative TitleThe Buffering Effects of Job Resources on the Relationship Between Job Stressors and Job Satisfaction -- An Empirical Investigation of the Matching Hypothesis
林琳1; 宋莹1; 白新文1; 任孝鹏1; 郑蕊1
Contribution Rank2
Other AbstractThe matching hypothesis proposes that moderating or buffering effects could most likely exist when there is a match between the kinds of job resources and job stressors. Based on matching hypothesis, the current study compared the buffering effect of different types of job resources (cognitive job resources, emotional job resources) on the relationship between job stressors (cognitive job resources, emotional job resources) and job satisfaction using a large-scale representative sample (N-2637) in China. Consistent with matching hypothesis, results of hierarchical regression analyses indicated that: (a) Cognitive job resource only buffered the negative influence of cognitive job stressor, rather than emotional job stressor, on job satisfaction; (b) Likewise, emotional job resource only moderated the negative effect of emotional job stressor, rather than cognitive job stressor, on job satisfaction. Results were discussed in terms of the practical implications and theoretical contributions of the matching hypothesis to the stress management intervention.
Keyword匹配假设 工作压力源 工作资源 工作满意度 大规模代表性样本
Subject Area工业与组织心理学
Source Publication中国人力资源开发
Document Type期刊论文
Corresponding Author林琳
Recommended Citation
GB/T 7714
林琳,宋莹,白新文,等. 工作资源对压力源-工作满意度关系的缓冲效应——对匹配假设的检验[J]. 中国人力资源开发,2013(23):35-41.
APA 林琳,宋莹,白新文,任孝鹏,&郑蕊.(2013).工作资源对压力源-工作满意度关系的缓冲效应——对匹配假设的检验.中国人力资源开发(23),35-41.
MLA 林琳,et al."工作资源对压力源-工作满意度关系的缓冲效应——对匹配假设的检验".中国人力资源开发 .23(2013):35-41.
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