| 其他摘要 | In the historical period of the development of economic globalization, the knowledge-based employees have become the core force of economic development, and they are facing unprecedented work pressure and challenge. It is particularly important to investigate the influencing factors and mechanism of knowledge-based employees' subjective well-being. This study was aimed at examining the effect and mechanism of integrated relationships (that is, the formal organization relationship and informal relationship) on subjective well-being in workplace, which was based on the Resource Conservation Theory. Data was collected by using a sample of 627 knowledge-based employees via an online survey. The differences of the main variables among demographic groups were investigated. The relationships among perceived organizational support, social network brokerage, work engagement and subjective well-being were examined through a moderated mediation model via SEM method. Subjective well-being includes life satisfaction, positive affect and negative affect. The results are as follows:Firstly, the results of the differences analysis of the main variables among demographic groups indicated that: perceived organizational support had significant difference among the groups of organizational tenure, the score of perceived organizational support decreased with the increase of organizational tenure; work engagement had significant difference among the groups of gender, the score of male employees was higher than that of female employees; positive affect had significant difference among groups of gender, age and organizational tenure, the score of male employees was higher than that of female employees, the score of positive affect decreased with the increases of age and organizational tenure; negative affect had significant difference among gender and organizational tenure groups, the score of male employees was higher than that of female employees , 7-9 organizational tenure group was lower than other groups. Secondly, the hypothesis testing results of the relationships among perceived organizational support, work engagement and subjective well-being indicated that: perceived organizational support positively predicted subjective well-being, perceived organizational support had an indirect positive effect on subjective well-being partly through work engagement, and work engagement mediated the above relationship to a large extent. Finally, the moderating effect of brokerage was tested which was taken as the focus of the study, the results indicated that: first, brokerage positively moderated the relationship between perceived organizational support and work engagement, the relationship between perceived organizational support and work engagement was strengthened when brokerage was higher; second, brokerage positively moderated the indirect relationship between perceived organizational support and subjective well-being through work engagement, the indirect effect was strengthened when brokerage was higher; brokerage negatively moderated the relationship between perceived organizational support and subjective well-being; third, the relationship between perceived organizational support and subjective well-being was weakened when brokerage was higher. In addition, further analysis found that the above factors and mechanisms had significant effects on the life satisfaction and positive affect of subjective well-being.By using a sample of domestic knowledge-based employees, this study verified the applicability of the conclusion that perceived organizational support has a positive predictive effect on subjective well-being among domestic samples. The discovery of the mediation effect of work engagement enriched and expanded the mechanism of relevant research. From the perspective of relationship integration, this study clarified the different roles of formal organizational relationship resources (perceived organizational support) and informal relationship resources (social network brokerage) in the effect on outcomes, which enriched the social network research in this field. In addition, this study provided a theoretical basis for managers to attach importance to organizational support and employees’ social relationships building, and provided references for future targeted intervention. |
修改评论