企业员工经验性回避与心理资本和工作效率的关系研究

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	企业员工经验性回避与心理资本和工作效率的关系研究
其他题名	A relationshipstudy among experiential avoidance, psychological capital and productivity of workplace employee
	黄胜
	2016-04
摘要	目的：研究企业员工经验性回避与心理资本、工作效率的相关关系，研究经验性回避对心理资本和工作效率的预测作用，检验企业员工心理资本在经验性回避与工作效率之间的中介效应，为企业开发员工的心理资本，提升工作效率提供新的思路，从而为企业管理人员有效地进行员工心理资本干预，提升工作效率开拓新的方法和途径。方法：在江苏和广东两省选取两个外资企业和两个民营企业的员工共285 人，通过问卷调查方法，采用接纳与行动问卷第二版（AAQ-Ⅱ）用来测量企业员工的经验性回避程度、心理资本问卷（PCQ）用来测量企业员工的心理资本状态、工作效率问卷（PQ）用来测量企业员工的工作效率水平。采用Spss20.0 软件。在控制样本的性别、年龄、受教育程度、服务年限、职级等变量后，采用偏相关分析探讨经验性回避与心理资本、工作效率的关系，心理资本和工作效率的关系；在控制相关人口学变量的回归效应后，以AAQ-II 得分为自变量，以PCQ 得分、PQ得分为因变量进行多重线性回归分析，来探讨经验性回避对心理资本和工作效率的预测作用；将人口学变量作为控制变量，以PCQ 得分、AAQ-II 总分为自变量分层纳入回归方程，进行阶层回归分析，来分层探讨心理资本对工作效率的预测作用和在排除心理资本对工作效率的影响之后经验性回避对工作效率的预测作用；将心理资本总分作为中介变量，将年龄和服务年限作为控制变量，以经验性回避作为自变量，工作效率作为因变量，用偏差校正的非参数百分位Bootstrap 方法，来检验心理资本在经验性回避和工作效率之间的中介作用。结果：偏相关分析表明，企业员工的经验性回避得分与心理资本得分、工作效率得分负相关（r=-0.27、-0.21，P<0.001 或0.01），心理资本得分与工作效率得分呈正相关（r=0.26，P<0.001）；回归分析表明，企业员工的经验性回避得分对心理资本得分、工作效率得分有负向预测作用（β=-0.28、-0.20，P<0.001）；进一步的阶层回归分析表明，如未投入经验性回避自变量，心理资本得分对工作效率得分有正向预测作用（β=-0.27， P<0.001），进一步投入经验性回避自变量时，在排除心理资本的影响后，经验性回避得分对工作效率得分有负向预测作用（β=-0.14，P<0.05）；偏差校正的非参数百分位Bootstrap 方法进行中介检验的结果显示，心理资本在经验性回避与工作效率间的中介效应值是-0.0013(95%CI：-0.0027~-0.0005)，起到22.03%的部分中介效应。结论：本研究提示，经验性回避低的员工，其心理资本和工作效率较高，心理资本高的员工，其工作效率较高。心理资本对工作效率有正向预测作用，在排除心理资本的影响后，经验性回避对员工的工作效率依然有负向预测作用，降低企业员工的经验性回避能够提高企业员工的心理资本，提高工作效率。Bootstrap中介效应检验的结果表明，在控制人口学变量对工作效率的影响后，经验性回避可以通过心理资本的中介作用来影响工作效率，企业员工的经验性回避部分通过心理资本影响工作效率。即较高的心理资本既可以直接导致较好的工作效率，也可以由经验性回避的减少，提高心理资本来促进工作效率。研究表明，通过接纳承诺疗法（ACT）提高企业员工的心理灵活性，降低经验性回避，可能成为企业进行员工的心理资本干预和开发、提高员工工作效率的新途径。在相关心理资本提升的研究目前为止比较有限状况下，对Luthans 提出的 “考虑到变量之间的关系在干预实施时存在语境性，对语境性预测变量、调节变量和结果变量的研究可能成为心理资本领域有益的和补充性的研究方向”的研究建议，以经验性回避、心理资本、工作效率为研究变量，进行了相应的回应和验证。
其他摘要	Objective: To explore the relationship among experiential avoidance, psychological capitaland productivity of workplace employee, provide new direction for developing of employees' psychological capital and promoting of employees' productivity. so as to develop new method and approach for workplace management team to effectively carry out psychological capital intervention to improve work productivity. Methods: Totally 285 employees were selected in two foreign companies and two private companies from Jiangsu province and Guangdong province. The Acceptance and Action Questionnaire-2nd Edition (AAQ-II) was applied to assess the employees' experiential avoidance. The Psychological Capital Questionnaire (PCQ) was used to measure the workplace psychological capital status. The Productivity Questionnaire (PQ) was used to measure the productivity level. Using Spss20.0 software.Put gender, age, education level, years of service, job levelas control variables, using partial correlation analysis to explore the relationship of experiential avoidance to psychological capital and productivity of workplace employee;control the regression effectiveness of demographic variables, put AAQ-II score as independent variables, PCQ score, PQ score as the dependent variable, perform multiple linear regression analysis to investigate the predictive effect of experiential avoidance to psychological capital and productivity; put demographic variables as a control variable, put PCQ score and AAQ-II score as independent variable into layered variables in the regression equation, perform hierarchical regression analysis to explore the effect of psychological capital toproductivity, and after exclude the impact of psychological capital on productivity,explore the predictive effect of experiential avoidance to productivity. Put psychological capital as mediating variable, put age and years of service as control variables, putexperiential avoidance as independent variable,productivity as dependent variable, use nonparametric percentile Bootstrap bias correction method to test the mediateeffectiveness of psychological capital to experiential avoidance and productivity. Results: partial correlation analysis showedAAQ-II score was negatively correlated with PCQ score and PQ score(r=-0.27, -0.21. P<0.001, 0.01) of the employee.psychological capital scorewas positively correlated with productivity score (r = 0.26, P<0.001),regression analysis showed that the experiential avoidance score of employee could negatively predict the psychological capital score and productivity score (β=0.28,-0.20,P<0.001). Further multiple hierarchical regression analysis indicated that after excluding the effects of psychological capital, the experiential avoidance score of employeecould negatively predict productivity score (β=-0.14,P<0.05). If experiential avoidance independent variableis not put in, scores on psychological capital could positively predict productivityscore(β = -0.27, P<0.001), further put experiential avoidance as independent variable, after exclude the impact of psychological capital, experiential avoidance score still could negative predict productivity score (β = -0.14, P<0.05). Results of nonparametric percentile method Bootstrap bias correction mediates tests showed mediating effect value of psychological capital score to experiential avoidance score and productivity score is -0.0013 (95% CI: -0.0027 ~ -0.0005), play 22.03 % partial mediating effect. Conclusion: This study suggests that the employee with lower experiential avoidance will be with higher psychological capital and higher productivity; the employee with higher psychological capital will be with higher productivity. Psychological capital can predict productivitypositively, after exclude the influence of psychological capital, experiential avoidance still can predict productivity of workplace employeenegatively. Study suggests by decreasing employees' experiential avoidance will correspondently improve the psychological capital and productivity of employee.Results of Bootstrap mediating effect test showed that after control the influence of demographic variables on productivity,experiential avoidance givesinfluence to productivity by intermediaryeffect of psychological capital, employees'experiential avoidance gives influence to productivity in part by psychological capital. That is higher psychological capital either directly cause better productivity,can also promote productivity by reduce experiential avoidance. Studies have shown that improving the psychological flexibilityof employee by Acceptance and Commitment Therapy (ACT), to reduceemployees' experiential avoidance, may become a new approachto intervene and develop workplace employees' psychological capital, to improveemployee's productivity.In circumtance of related research on psychological capital improvement far more limited so far, to Luthans'suggestion of "given that relationships between variables do not occur absent the context in which interventions are being implemented, we propose contextualpredictors, moderators, and outcomes may be a beneficial, additive next stepin pursuing this line of research ", gives corresponding response and verification by study variables ofexperiential avoidance, psychological capital, productivity.
学科领域	应用心理学
关键词	经验性回避心理资本工作效率中介效应接纳承诺疗法
学位类型	硕士
语种	中文
学位专业	心理学
学位授予单位	中国科学院研究生院
学位授予地点	北京
文献类型	学位论文
条目标识符	http://ir.psych.ac.cn/handle/311026/19860
专题	社会与工程心理学研究室
作者单位	中国科学院心理研究所
推荐引用方式 GB/T 7714	黄胜. 企业员工经验性回避与心理资本和工作效率的关系研究[D]. 北京. 中国科学院研究生院,2016.

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