PSYCH OpenIR  > 健康与遗传心理学研究室
我国公务员工作投入与心里幸福感的关系研究:有中介的调节模型
Alternative TitleThe Relation ship between Work Engagement and Psychological Well-being of Chinese Civil Servants: A Mediated Moderation Model
王羽
Subtype硕士
Thesis Advisor史占彪
2017-05
Degree Grantor中国科学院大学
Place of Conferral中国科学院心理研究所
Degree Name理学硕士
Degree Discipline健康心理学
Keyword工作投入 家长式领导 心理韧性 心理幸福感 公务员
Abstract

目的:本研究探讨了我国公务员工作投入与心理幸福感的关系,检验仁慈、德行、威权三类家长式领导风格在其中的调节效应,并考察该调节是否通过心理韧性的中介效应实现;通过揭示我国公务员工作投入对心理幸福感的作用机制,为在公务员管理制度改革的大背景下,提升公务员工作投入程度、改善部门领导体制、增强公务员心理幸福感、优化公务员心理干预策略,提升其心理健康水平提供参考。

方法:选取来自全国各地区各部门的4}1名公务员样本,采用问卷调查法,通过中文版Utrecht工作投入量表(UWES )测量工作投入水平;通过家长式领导量表测量公务员所在本部门主管领导的三类家长式领导风格水平;通过Connor-Davidso“心理韧性量表(CD-RISC)中文版测量心理韧性水平;通过Ryff心理幸福感量表中文修订版测量心理幸福感水平。通过同一问卷收集被试性别、年龄等人口学变量数据。

首先使用Mplus 7.3对各量表进行验证性因素分析,完成共同方法偏差的检验;使用SPSS 22.0完成描述性统计、对工作投入、心理韧性和心理幸福感的人口学变量方差分析,并根据单因素方差分析和事后检验结果筛选进入结构方程模型的人口学变量。在对有关变量进行相关和回归分析后,提出一个以工作投入为自变量、三类家长式领导风格为调节变量、心理韧性为中介变量,心理幸福感为因变量的有中介的调节模型。最后,使用Mplus 7.3,在控制与中介变量和因变量显著相关的人口学变量的基础上,通过结构方程模型的观察变量路径分析,考察变量间的路径系数,分别检验仁慈、德行和威权三类家长式领导风格下的模型拟合度和有效性,完成有中介的调节模型检验。

结果:描述性统计表明,我国公务员工作投入、公务部门三类家长式领导风格、心理韧性和心理幸福感均处于中等偏上水平,但个体差异较大。人口学变量的方差分析和事后检验表明,对我国公务员,显著影响工作投入的变量为:婚姻状况(己婚高于单身)、政治面貌(党员高于非党员)、业务类别(行政高于业务):职务级别的影响为:处级以上的公务员工作投入程度显著高一于科员及以下人员,也显著高于科级非领导职务人员,但与科级实职人员的差异不显著;收入水平方面,月收入8000元以上者,显著高于5000元及以下者,但与5001-8000元收入水平者无显著差异。显著影响心理韧性的变量为:婚姻状况(己婚高于单身)、政治面貌(党员高于非党员)、宗教信仰(不信教高于信教)、工作类别(行政高于业务);月收入也对心理韧性有显著影响,但限于月收入8000元以上者显著高于5000元以下者, 50018000元组与其他两组的事后比较无显著差异。显著影响心理幸福感的变量为:性别(女性高于男性)、婚姻状况(已婚高于单身)、政治面貌(党员高于非党员)、工作类别(行政高于业务)、年龄C40岁以上显著低于40岁以下的两组)、职务级别(处级及以上显著低于处级以一下的三组);工作资历对心理幸福感的影响为:工作5年及以下组显著低于6一10年组,6一10年组显著高于1620年组,1115年组和20年以上组与其他组比较无显著差异。

相关分析表明,我国公务员工作投入与心理韧性(γ=0.692, p<0.01)及心理幸福感(γ=0.297, p<0.01)显著正相关;仁慈领导风格与心理韧性(γ=0.433, p<0.01)及心理幸福感(γ=0.158, p<0.01)显著正相关;德行领导风格与心理韧性(γ= 0.401, p<0.01)及心理幸福感(γ=0.330, p<0.01)显著正相关;威权领导风格与心理韧性间的相关不显著,与心理幸福感(γ=-0.435,p<0.01)显著负相关;心理韧性与心理幸福感(γ=0.470, p<0.01)显著正相关。

回归分析表明,在控制相关人口学变量的情况下,工作投入对心理韧性(β=0.683 , p<0.001 )和心理幸福感(β=0.284, p<0.001)具显著正向预测作用;仁慈领导风格对一心理韧性(β=0.406, p< 0.001)和心理幸福感(β=0.147,p<0.01)具显著正向预测作用;德行领导风格对心理韧性(β=0.354, p<0.001)和心理幸福感(β=0.288, p<0.001)具显著正向预测作用;威权领导风格对心理幸福感具显著负向预测作用(β=0.363, p<0.001),心理韧性对威权领导风格的回归不显著;心理韧性对心理幸福感具有显著正向预测作用(β=0.465,p<0.001)。

有中介的调节效应模型检验表明,德行领导风格对我国公务员工作投入与心理幸福感的关系具显著正向调节效应(γ=0.084 y p<0.05 ),而威权领导风格具显著负向调节效应(γ=0.170, p<0.001),仁慈领导风格的直接调节效应不显著;心理韧性是德行领导风格调节效应的完全中介,是威权领导风格调节效应的部分中介(经由中介的间接调节效应为-0.04,占总调节效应的23.5% ) 。

结论:我国公务员工作投入可以正向预测其心理幸福感,但公务员工作投入和心理幸福感的关系受到了德行和威权领导风格的影响,表现为高德行领导或低威权领导风格下的公务员能在更大程度上通过工作投入促进心理幸福感,且该影响需通过公务员自身的心理韧性发挥作用。因此在现实情境下,可以在以提高公务员工作投入促进其心理幸福感的同时,提升德行领导水平,并遏制威权领导的危害。

Other Abstract

Objective: This study was conducted to explor0c the relationship between work engagement and psychological well-being of Chinese civil servants. The moderations to this relationship by three different paternalistic leadership styles: benevolent, moral, and authoritarian leadership were examined, and whether these moderations were mediated by the resilience was also investigated. By the research of the impact mechanism of work engagement on psychological well-being, this study aims to provide suggestion for enhancing work engagement, improving leadership systems, strengthening psychological well-being, optimizing psychological intervention strategies, and promoting the mental health level of Chinese civil servants under the general background of Civil service system reform.

Methods: 411 Chinese civil servants from all over China and serving at different departments were surveyed by a questionnaire. The questionnaire consisted of four pars: Utrecht Work Engagement Scale (UWES) was used to measure the level of their work engagement,Paternalistic Leadership Style Scale was used to measure the level of three paternalistic leadership styles of the leaders in charge of their departments, Connor-Davidson Resilience Scale (CD-RISC) was used to measure the level of their resilience, and Ryff's Psychological Well-Being Scale was used to measure the level of their psychological well-being (All the scales were the Chinese version); Demographic variables such as gender and age were also asked in the same questionnaire.

Firstly, confirmatory factor analyses of the scales used in this study and test of common method variance wart conducted by Mplus 7.3, while the descriptive statistics, the one-way ANOVA and post hoc of demographic variables to work engagement, the resilience, and psychological well-being, by which the covariates were filtered to enter the SEM were conducted by SPSS 22.0. After the Pearson's analysis and the regression analysis of the concerning variables wart conducted, a mediated moderation model was established with work engagement as independent variable, three paternalistic leadership styles as moderators, the resilience as mediator, and psychological well-being as dependent variable. Finally, with controlled demographic variables which had significant impact on the mediator and (or) the dependent variable, the path coefficients in the SCM were reviewed by the path analyses of observation variables in order to the fits and the validities of the models. Three paternalistic leadership styles were tested respectively.

Results: The descriptive analysis showed: the work engagement, three paternalistic leadership styles of civil service departments, the resilience, and psychological well-being of Chinese civil servants were all in the upper level, but the individual differences were large. The one-way ANOVA and the post hoc of demographic variables showed: the variables that had significant impact on the engagement included: Marital status (those married were higher than the singles), political (Communist party members were higher than the non Communist party members), Division of labor (those in administrative service departments were higher than those in operating departments); The impact of Ranks was: those whose ranks were above director were higher than those whose ranks were clerks or below clerks, and were also higher than the principle section members or assistant principle section members, but were not significant different from the section chiefs; The impact of monthly income was: those with income over RMB 8000 per month were significantly higher than those with income less than RMB 5000 per month, but were not significantly different from those with incomes between RMB 5001-8000.

The variables that had significant impact on the resilience included: Marital status (those married were higher than the singles), Political (Communist party members were higher than the non Communist party members), Religion (those of no religion were higher than the religious), Division of labor (those in administrative service departments were higher than those in operating departments); Monthly income was also a factor of influence, but only those with income over RMB 8000 per month were significantly higher. than those with income less than IZMB 5000 per month, those with incomes between RMB 5001.8000 were not significantly different from the other two groups according to the post hoc. Variables that had significant impact on psychological well.bcing included: Cicndcr (females were higher than males), Marital status (those married were higher than the singles), Political (Communist party members were higher than the non Communist party members), Division of labor (those in administrative service departments were higher than those in operating departments), Age( those over 40 were lower than the other two groups who were under 40), Rank (those whose ranks were above director were lower than the other three groups whose ranks were below director). The impact of years of working was as follows: those with 5 years of work experience or less were lower than those with 6-10 years of work experience; 6-10 years were significantly higher than 15-20 years, while 11-15 years and over 20 years were not significantly differ0ent from the other groups.

The Pearson's analysis of correlation showed: for Chinese civil servants, work engagement was positively and significantly correlated with the resilience(γ=0.692,p <0.01) and psychological well-being(γ=0.297,p<0.01); the benevolent leadership style was positively and significantly correlated with the resilience(γ=0.43 3,p<0.01) and psychological well-being(r=0.158,p<0.01);the moral leadership style was positively and significantly correlated with the resilience(γ=0.401,p<0.01) and psychological well-being(γ=0.330,p<0.01); the authoritarian leadership style was not correlated with the resilience significantly, while was negatively and significantly correlated with psychological well}being(γ=0.43,p<0.01); the resilience was positively and significantly correlated with psychological well-being (γ=0.470,p<0.01).

The regression analysis showed: with controlled demographic variables, work engagement could predict the resilience(γ=0.683,p<0.001) and psychological wellpbeing(γ=0.284,p<0.001)positively and significantly; the benevolent leadership style could predict the resilience(β=0.406, p<0.001)and psychological well-being(β=0.147,p<0.01)positively and significantly; the moral leadershipstyle could predict the resilience(β=0.354,p<0.001) and psychological well-being(β=0.288,p<0.001) positively and significantly; the authoritarian leadership style could predict psychological welldbeing(,(β= -0.363,p<0.001) negatively and significantly, while the regression from the resilience to the authoritarian leadership style was not significant; the resilience could predict psychological wellebeing(β=0.465,p<0.001) positively and significantly. The test of the mediated moderation model showed: The moral leadership could moderate the relationship between work engagement and psychological well-being positively(β=0.084, p<0.05) while the authoritarian leadership could moderate the relationship negatively(β=-0.170, p<0.001), the moderation of the benevolent leadership was not significant; The resilience could mediate the moderation of the moral leadership style completely or the moderation of the authoritarian leadership style partly (the mediated moderation was -0.04, or 23.5% of the whole moderation).

Conclusion: For Chinese civil servants, their work engagement could predict psychological well-being positively, while the relationship between work engagement and psychological well-being was moderated by the moral or authoritarian leader0ship style. The positive effect of work engagement on psychological well-being, mediated by the resilience, will be stronger for those civil servants whose leaders possess high-level moral leadership style or low-level authoritarian leadership style. In real situation, besides improving the psychological well-being of Chinese civil servants by enhancing their work engagement, it is also desirable to advance the moral leadership style and suppress the authoritarian leadership level.

Pages93
Language中文
Document Type学位论文
Identifierhttp://ir.psych.ac.cn/handle/311026/28460
Collection健康与遗传心理学研究室
Recommended Citation
GB/T 7714
王羽. 我国公务员工作投入与心里幸福感的关系研究:有中介的调节模型[D]. 中国科学院心理研究所. 中国科学院大学,2017.
Files in This Item:
File Name/Size DocType Version Access License
王羽-硕士学位论文.pdf(7019KB)学位论文 限制开放CC BY-NC-SAView Application Full Text
Related Services
Recommend this item
Bookmark
Usage statistics
Export to Endnote
Google Scholar
Similar articles in Google Scholar
[王羽]'s Articles
Baidu academic
Similar articles in Baidu academic
[王羽]'s Articles
Bing Scholar
Similar articles in Bing Scholar
[王羽]'s Articles
Terms of Use
No data!
Social Bookmark/Share
File name: 王羽-硕士学位论文.pdf
Format: Adobe PDF
All comments (0)
No comment.
 

Items in the repository are protected by copyright, with all rights reserved, unless otherwise indicated.