摘要
非工作时间工作电子通讯作为一种典型的工作对非工作的边界跨越行为,可能引发的个体反应并不确定。基于情绪认知评价理论,本研究检验了来自领导的非工作时间工作电子通讯的双刃剑模型,包括工作幸福感的提升路径和削弱路径。基于449份员工调查问卷的实证结果表明,来自领导的非工作时间工作电子通讯一方面可能通过激发员工的被信任感而实现员工工作幸福感的提升,另一方面可能通过引发员工的角色超载导致员工工作幸福感的下降。另外,员工的工作身份可能强化来自领导的非工作时间工作电子通讯经由被信任感影响工作幸福感的提升路径,而缓冲非工作时间工作电子通讯借由角色超载影响工作幸福感的削弱路径,即工作身份越强,非工作时间工作电子通讯越能通过提高被信任感而促进工作幸福感的提升,而工作身份越弱,非工作时间工作电子通讯越能通过提高角色超载而导致工作幸福感的降低。本研究有助于更全面地理解非工作时间工作电子通讯的影响效应,同时也对企业的非工作时间工作电子通讯管理实践有所启迪。
With the development of information technology, great changes have taken place in the pattern of work communications. Supervisors increasingly rely on E-mail, Wechat and QQ to communicate with their subordinates. As a typical kind of work-to-nonwork boundary-spanning behavior, supervisors’ work-related electronic communications during non-working time will incur what kind of reaction from subordinates is still uncertain. Therefore, based on the cognitive appraisal theory of emotion, this paper examines the double-edged sword model of supervisors’ work-related electronic communications during non-working time, involving promoting path and weakening path, so as to explain why and to what extent supervisors’ work-related electronic communications during nonworking time affects subordinates’ feelings more clearly.By using the questionnaire survey, this paper adopts the procedure controlling method to avoid the impact of common-source bias, and obtains a total of 449 valid questionnaires. Then, the hypothesis is empirically tested by common-source bias testing, confirmatory factor analysis, descriptive statistical analysis, and structural equation model. The results indicate that: On the one hand, supervisors’ workrelated electronic communications during non-working time can advance subordinates’ work-related well-being via feeling trusted. On the other hand, supervisors’ work-related electronic communications during non-working time can result in the decline of subordinates’ work-related well-being via role overload. In addition, subordinates’ work identity can intensify the promoting effect of supervisors’ work-related electronic communications during non-working time on subordinates’ work-related wellbeing via feeling trusted, and buffer the weakening effect of supervisors’ work-related electronic communications during non-working time on subordinates’ work-related well-being via role overload.When subordinates’ work identity is stronger, supervisors’ work-related electronic communications during non-working time will improve subordinates’ work-related well-being via feeling trusted more greatly. When work identity is weaker, supervisors’ work-related electronic communications during non-working time will weaken work-related well-being via role overload more greatly. The study helps to understand the influencing effect of work-related electronic communications during non-working time comprehensively, and provides some implications for management practices about work-related electronic communications during non-working time.The contributions of this paper are as follows: First, it examines the oppositive influencing effect of supervisors’ work-related electronic communications during non-working time on subordinates’ workrelated well-being, which leads to comprehensively understand the differential effect of work-tononwork boundary-spanning on subordinates’ work domain. The literature on the impact of work-related electronic communications during non-working time on work domain is scarce, and a little pays more attention to the possible positive impact on work. This study is a remedy for this deficiency. Second, it examines the moderating effect of work identity within the influencing effect of work-related electronic communications during non-working time, which helps to reconcile the contradictory findings of existing studies on the impact of work-related electronic communications during non-working time.From the view of role identity, this paper focuses on work identity that is more directly related with selfrole definition in work domain and examines the boundary role of work identity on the influencing mechanism of supervisors’ work-related electronic communications during non-working time in work domain.
作者
潘清泉
韦慧民
Pan Qingquan;Wei Huimin(School of Economics and Management,Guangxi University of Science and Technology,Liuzhou 545006,China;School of Business,Guangxi University,Nanning 530004,China)
出处
《外国经济与管理》
CSSCI
北大核心
2022年第7期64-81,共18页
Foreign Economics & Management
基金
国家自然科学基金项目(72062005,71862004)
关键词
非工作时间工作电子通讯
被信任感
角色超载
工作身份
工作幸福感
work-related electronic communications during non-working time
feeling trusted
role overload
job identity
work-related well-being
作者简介
潘清泉(1968—),男,广西科技大学经济与管理学院教授;通讯作者:韦慧民(1975—),女,广西大学工商管理学院教授,weihm66@163.com。
