Because enterprise competition is fierce and market changes are accelerating, both enterprises and individuals are in an environment where opportunities and challenges coexist, and pressure and hope coexist. Under such conditions, companies hope to maintain good competitiveness, while individuals desire to live out their lives. These requirements are in line with the core of corporate survival and the instinct of human growth. However, non-compliance tasks bring huge pressure and challenges to enterprises and individuals, and their short-term and long-term effects are worthy of our attention. In short, exploring the relationship between the two and finding more possible paths and mechanisms to achieve a sense of exuberance at work will not only help reduce and respond to illegitimate tasks, but also contribute to the positive development of enterprises and individuals.
To explore possibilities for dealing with illegitimate tasks. This study established a research model on illegitimate tasks and thriving at work based on resource conservation theory, explored the relationship between illegitimate tasks and thriving at work in the workplace, and further explored the mediating role of organization-based self-esteem and inclusiveness, and the moderating role of leadership.
The study used four research tools: the Illegitimate tasks Scale, the Thriving at Work Scale, the Organization-Based Self-Esteem Scale and the Inclusive Leadership Scale. It took 612 full-time employees as the research subjects and collected the results through a questionnaire survey and hypothetical test. The results showed that there is a negative correlation between illegitimate tasks and thriving at work. Organizational self-esteem plays a mediating role between illegitimate tasks and thriving at work. Inclusive leadership mediates the relationship of illegitimate tasks-organizational self-esteem and thriving at work, and mediated forward and backward paths. Highly inclusive leadership buffers the negative impact of nonconforming tasks on organizational self-esteem and weaken the positive relationship between organizational self-esteem and thriving at work.
This study expands the academic research on illegitimate tasks and thriving at work, actively explores the mediating role of organizational self-esteem between illegitimate tasks and thriving at work, and the moderating role of inclusive leadership in illegitimate tasks and psychological exuberance. , enriches the interaction between psychology and management, and also proves the importance of corporate compliance in improving individual thriving at work.
The research results provide a theoretical basis for enterprises to strengthen the management of illegitimate tasks and enhance individual thriving at work. For example, we can standardize tasks, develop long-term and effective skills training, provide psychological counseling services to employees, improve the company's inclusive atmosphere, and increase leadership inclusiveness.
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