论文部分内容阅读
匹配假设指工作资源与工作压力源在性质上匹配时,工作资源更可能调节工作压力源引起的压力反应。然而从已有研究来看,匹配假设并未得到一致的支持。本研究采用大规模代表性样本,基于匹配假设的理论框架,比较不同性质的工作资源对工作压力源-工作满意度间关系的调节作用的差异。结果表明:认知压力源对工作满意度的负面影响仅受认知资源的缓冲,而情绪压力源-工作满意度之间的关系则仅受情绪资源的调节;当工作资源与压力源的性质不匹配时,其缓冲作用不显著。本研究为匹配假设提供了实证依据,并在中国文化背景下检验了其适用性,研究结果可为实际部门开展压力管理提供指导。
The matching hypothesis means that when working resources match the working pressure sources in nature, the working resources are more likely to adjust the pressure response caused by the working pressure sources. However, from the existing research, the matching hypothesis has not got the same support. Based on the theoretical framework of matching hypothesis, this study uses a large-scale representative sample to compare the different regulatory roles of different types of work resources on the relationship between work stressors and job satisfaction. The results show that the negative impact of cognitive stressors on job satisfaction is only buffered by cognitive resources, while the relationship between emotional stressors and job satisfaction is only regulated by emotional resources. When the nature of working resources and stressors Not match, its buffer effect is not significant. This study provides an empirical evidence for the matching hypothesis and tests its applicability in the context of Chinese culture. The results of this study can provide guidance for the actual departments in stress management.