一、工作投入的概念界定工作投入(work engagement)这一概念最早由Kahn于1990年提出,他认为工作投入是“组织成员通过自我管理使自我与工作角色相匹配[1]”。当个体工作投入较高时,自我会通过躯体、认知和情绪三方面在工作中展现出来;当个体工作投入较低时,自我会从躯体、认知和情绪三方面进行防御从而使个体的在工作时产生退缩行为。在他看来,工作投入程度是个体自我与工作角色相匹配的程度,也就是说,工作投入是个体自我进入工作角色的 I. THE CONCEPT OF JOB INPUT The concept of work engagement was first proposed by Kahn in 1990 and considers work input as “The members of the organization match themselves to the role of the job through self-management [1] ”. When self-work involves a high level of self, self will be manifested in work through three aspects: body, cognition and emotion. When self-work is low, self defends in three aspects of body, cognition and emotion so that individual Produce retreat at work. In his view, job involvement is the degree to which an individual’s self matches a job’s role, that is, job involvement is the individual’s self-employment role