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企业员工积极情绪的作用机制与干预效果研究
其他题名Positive emotions of Employees: Mechanism of Action and Intervention Effect
宫准
学位类型博士
导师王詠
2012-06
学位授予单位中国科学院研究生院
学位授予地点北京
学位专业心理学
关键词积极情绪 心理资本 工作态度与行为 中介作用
摘要积极情绪是积极心理学理论思潮兴起以来的热点研究领域之一。学术界在该领域的研究已取得一定进展,尤其是在心理学及认知神经科学领域。但是,在组织行为学领域,当前关于积极情绪的研究尚显不足。积极情绪如何影响员工的态度和行为,它的作用机制是什么,针对员工的积极情绪进行干预有怎样的效果,当前这些问题还存在很多争议。本研究针对上述问题,以积极心理学、积极组织行为学的相关理论作为基础,以企业员工为样本,采用文献分析、问卷调查、实验设计等研究方法,通过三个研究,系统探讨了积极情绪与心理资本的相互作用及其对企业员工工作态度与行为的影响效果,并尝试对企业员工的积极情绪进行干预,重点考察积极情绪干预对员工工作态度与行为的促进作用。得到研究结论如下: 第一,在概念辨析方面,本研究通过问卷调查,对各测量要素的独立性运用验证性因素分析的方法进行了检验,数据拟合合乎要求。说明积极情绪与心理资本、工作满意度属于不同的概念。 第二,本研究检验了积极情绪对员工工作态度与行为的主效应,研究发现积极情绪对员工的工作满意度有正向的预测作用,对员工的情绪衰竭、压力知觉、压力反应有负向的预测作用。 第三,本研究提出了工作场条件下的积极情绪的扩展与建构模型。检验了心理资本在员工积极情绪和工作态度与行为之间的中介作用,研究发现心理资本在员工积极情绪和情绪衰竭之间起中介作用;心理资本在员工积极情绪和压力反应之间起中介作用;而对于工作满意度这一结果变量,只有部分的研究结果表明,心理资本在其中起到中介作用。 第四,通过实验组对照组的干预实验设计,本研究考察了积极情绪干预对员工工作态度与行为的影响。研究发现,积极情绪事件记录法干预能够有效提升员工的积极情绪,降低员工的消极情绪,促进员工的心理健康。员工积极情绪的增加能够预测其心理资本的增加。 以上研究发现表明,积极情绪是员工工作态度与行为的有效预测变量,它既可以直接作用于员工的工作态度与行为,也可以通过心理资本的中介作用间接影响员工的工作态度与行为。本研究不仅提出并检验了工作场所条件下的积极情绪的扩展与建构模型。根据员工积极情绪的干预效果,研究也提示我们,未来进行员工压力管理、心理健康促进时应充分考虑积极情绪的作用。
其他摘要Positive emotion has been one of the hot research issues since the rise of Positive Psychology and great progress has been obtained, especially in Psychology and Cognitive Neuroscience research. However, insufficient studies of positive emotions were conducted in Organizational Behavior field. How do positive emotions affect employees’ attitudes and behaviors? What is the action mechanism? These issues together with the effects of positive emotional intervention remain controversial. Aimed at above problems, three further studies on company employees were done in this thesis, through literature analysis, questionnaire survey and experimental design. With theories of Positive Psychology and Positive Organizational Behavior as the theoretical basis, the thesis first explored the interaction between positive emotions and Psychological Capital (hereafter referred as PsyCap); Then investigated the effect of positive moods on work attitudes and behaviors of enterprise workers; And last examined the role of positive emotions in promoting the employees’ attitudes and behaviors by intervening. The main conclusions are as follows: First, in terms of conception discrimination, this thesis showed that positive emotions, PsyCap and job satisfaction were different concepts, because the independence tests by confirmatory factor analysis fulfilled the statistical requirements. Second, the thesis found a significant main effect of positive emotions on workers’ attitudes and behaviors: a, positive emotions could predict job satisfaction significantly; b, meanwhile, it was also a negative predictor for emotional exhaustion, perceived stress and work stress reaction. Third, this thesis proposed the broaden-and-build theory of positive emotions in the workplace conditions and examined PsyCap’s possible mediating effect between workers’ positive emotions and their job attitudes and behaviors. The results showed that PsyCap mediated the relationship between positive emotions and emotional exhaustion as well as the one between positive emotions and work-related stress action. However, only part research evidence in this thesis showed that PsyCap served as a significant mediator between positive emotions and job satisfaction. Fourth, this thesis investigated the effects of emotional interference on employees’ job attitudes and behaviors through a comparative study of intervention and non-intervention group. The results indicated that the intervention method of recording happy events could effectively: a, raise positive mood of the staff; b, reduce negative emotion; c, and improve their mental health. And the increase of employees’ positive emotions could forecast the increase of PsyCap. The above findings suggested that positive emotion was an effective predictor for employees’ attitudes and behaviors. It could not only act on the attitudes and behaviors directly, but also through the mediator of PsyCap. This thesis had also proposed and examined the broaden-and-build theory model of positive emotions in the workplace conditions. And finally, as the intervention effectiveness had shown, we could never ignore the role of positive emotions in future practice of employees’ stress management counseling and mental health promotion. 
学科领域应用心理学
语种中文
文献类型学位论文
条目标识符http://ir.psych.ac.cn/handle/311026/20268
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
宫准. 企业员工积极情绪的作用机制与干预效果研究[D]. 北京. 中国科学院研究生院,2012.
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