社会与工程心理学研究室知识库

目的：研究企业员工经验性回避与心理资本、工作效率的关系,为开发企业员工的心理资本,提升工作效率提供新的思路。方法：选取2个外企和2个民企的员工共285人,采用接纳与行动问卷第二版（AAQ-Ⅱ）测量经验性回避程度、心理资本问卷（PCQ）测量工作场所的心理资本状态、工作效率问卷（PQ）测量企业员工工作效率水平。结果：偏相关分析表明,企业员工的AAQ-Ⅱ得分与PCQ总分、PQ得分负相关（r=-0.27、-0.21,P〈0.001或0.01）。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）。进一步的阶层回归分析表明,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仍有负向预测作用（β=-0.14,P〈0.05）。结论：本研究提示,降低企业员工的经验性回避能够提高员工的心理资本和工作效率。

Objective： To explore the relationship between experiential avoidance and psychological capital,experiential avoidance and productivity for w orkplace employee,provide new direction for developing of employees ＂psychological capital and promoting of employees＂ productivity. Methods： Totally 285 employees w ere selected in tw o foreign companies and tw o private companies. The Acceptance and Action Questionnaire-2nd Edition（ AAQ-II）w as applied to assess the employees＇ experiential avoidance. The Psychological Capital Questionnaire（ PCQ） w as used to measure the w orkplace psychological capital status. The Productivity Questionnaire（ PQ） w as used to measure the productivity level. Results： AAQ-II scores w ere negatively correlated w ith scores of PCQ and PQ（ r =- 0. 27,- 0. 21,Ps 0. 01）. Regression analysis show ed that the experiential avoidance scores in employee negatively predicted the scores of psychological capital and productivity（ β =- 0. 28,- 0. 20）. Further multiple hierarchical regression analysis indicated that after excluding the effects of psychological capital,the experiential avoidance scores negatively predicted productivity scores（ β =- 0. 14,P〈0. 05）. Conclusion： The study suggests thatreducing employees＇ experiential avoidance w ill correspondently improve the psychological capital and productivity of employee.