首页|分布式办公下工作无边界化与员工主动行为的"过犹不及"关系研究

分布式办公下工作无边界化与员工主动行为的"过犹不及"关系研究

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在越来越多企业实施分布式办公的背景下,工作和非工作领域间的边界愈发模糊,工作无边界化已经成为了一种普遍的工作特征.本研究基于情感认知评价理论,探究了工作无边界化影响员工主动行为的作用机制和边界条件.通过分析460份三时点匹配问卷发现:工作无边界化与员工主动行为之间存在倒U型关系,即工作无边界化对员工主动行为的影响存在"过犹不及"效应;工作无边界化与员工情感平衡之间存在倒U型关系,并通过情感平衡的中介作用对员工主动行为产生倒U型影响;员工的多任务处理倾向能够显著调节工作无边界化与情感平衡之间的倒U型关系,与低多任务处理倾向的员工相比,高多任务处理倾向的员工能够适应更高程度的工作无边界化和保持更高水平的情感平衡,工作无边界化对其情感平衡的负面影响也更低.本研究揭示了工作无边界化影响员工主动行为的内在机制和边界条件,研究结论有助于企业理解分布式办公下员工行为变化,也为企业进一步优化分布式办公模式提供了启发.
A Study on the Inverted U-Shaped Relationship between Boundarylessness and Employee Proactive Behavior in Distributed Office
In the context of more and more enterprises implementing distributed office,the boundaries between work and non-work areas are becoming increasingly blurred,and boundarylessness has become a common work feature.This study is based on the cognitive appraisal theory of emotion and explores the mechanism and boundary conditions of the impact of boundarylessness on employees'proactive behavior.Through analyzing 460 three time point matching questionnaires,it was found that:(1)There is an inverted U-shaped effect between boundarylessness and employee proactive behavior,meaning that the impact of boundarylessness on employee proactive behavior has a"too much of a good thing"effect;(2)The boundarylessness has an inverted U-shaped impact on employees'affective balance,and through the mediating effect of affective balance,it has an inverted U-shaped impact on proactive behavior;(3)The polychronicity of employees can significantly regulate the inverted U-shaped relationship between boundarylessness and affective balance.Compared with employees with low polychronicity,employees with high polychronicity are not only able to adapt to a higher degree of boundarylessness and maintain a higher level of affective balance,but also have a lower negative impact on their affective balance due to boundarylessness.This study reveals the internal mechanism and boundary conditions that boundarylessness affects employees'proactive behavior.The research findings provide insights for enterprises to understand the changes in employee behavior under distributed office,and provide theoretical guidance for enterprises to further optimize work patterns.

Distributed OfficeBoundarylessnessAffective BalanceProactive BehaviorPolychronicityCognitive Appraisal Theory of Emotion

徐燕、赵东东、张瑞娟、刘晓静

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新疆财经大学工商管理学院,乌鲁木齐 830012

中华女子学院管理学院,北京 100010

中国物流股份有限公司,北京 100073

分布式办公 工作无边界化 情感平衡 主动性行为 多任务处理倾向 情感认知评价理论

国家自然科学基金新疆财经大学项目新疆财经大学研究生科研创新项目中华女子学院重点科研项目

72272078XJWT202315XJUFE2023K0512023ND-0203

2024

10.16471/j.cnki.11-2822/c.2024.1.001

中国人力资源开发
中国人力资源开发研究会

中国人力资源开发

CSTPCDCHSSCD北大核心
影响因子：0.591
ISSN：1004-4124
年,卷(期)：2024.41(1)
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