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论文编号：	14096
作者编号：	2120213307
上传时间：	2023/6/9 8:51:00
中文题目：	远程工作挑战对工作绩效的影响研究
英文题目：	Research on the Influence of Remote Work Challenges on Job Performance
指导老师：	于斌
中文关键字：	远程工作；专业隔离；角色模糊；工作倦怠；自我效能感
英文关键字：	Remote Work；Professional Isolation；Role Ambiguity；Work Burnout； Self-Efficacy
中文摘要：	相关研究发现，中国远程工作渗透率较低主要是受到高语境和集体主义文化的影响。高语境意味着非语言线索和环境设置对事件意义的确定很重要，而集体主义文化则使得个人认为自己与他人相互依赖，个人行为受群体观点、目标、社会规范和职责的影响。此外，基于团体的自我认同也与相对孤立的远程办公方式产生了冲突。尽管面临重重挑战，但疫情爆发使得大量中国员工转向远程办公。根据以上背景，本研究提出了中国工作环境下远程工作的三大挑战：角色模糊、专业隔离和同事支持需求。其中角色模糊是指个体在组织中所感知的与工作相关的角色定位、责任和期望等相关信息的不确定性。专业隔离是指由于远程工作使得员工感到缺乏发展、学习和晋升机会。同事支持需求用来描述员工在远程工作状态下对同事非正式交往、社会支持和沟通的渴望。研究试图解答以下问题：远程工作挑战对工作绩效的三个维度（任务绩效、职业奉献和人际促进）会产生怎样的影响？工作倦怠是否在其中发挥中介作用？具备高自我效能的个体能否更好的应对远程工作的挑战？ 基于系统的文献梳理，从资源保存理论、工作要求-资源理论和自我归类理论出发，研究构建了一个有调节的中介模型。回归结果表明，角色模糊和专业隔离显著正向影响工作倦怠及其三个维度：情绪耗竭、玩世不恭和成就感低下。同事支持需求越强，员工的情绪耗竭感越强。此外，角色模糊对工作绩效的三个维度：任务绩效、职业奉献和人际促进都有显著的负向影响，而同事支持需要则相反，对工作绩效及三个维度都显著正相关。专业隔离程度越高，员工的任务绩效越低。进行中介检验发现，工作倦怠在角色模糊和工作绩效的关系中充当部分中介作用，在专业隔离和任务绩效的关系中充当完全中介作用。研究发现当员工具备高自我效能感时，能够缓解角色隔离对工作绩效的负向影响。
英文摘要：	Research indicates that the low penetration rate of remote work in China is mainly due to two reasons. First, as a high-context country, nonverbal cues and environmental settings are important in determining the meaning of events. Second, the collectivist nature of Chinese culture, where individuals tend to view themselves as interdependent with others, and their behavior is influenced by group perspectives, goals, social norms, and duties. Additionally, the relatively isolated nature of remote work conflicts with the group-based self-identity commonly found in collectivistic cultures. Despite the barriers to telework in China, the COVID-19 outbreak has led to a rapid, dramatic rise in telework among Chinese workers. Therefore, this study proposes three major challenges of remote work in the Chinese work environment: Role Ambiguity, Professional Isolation, and Colleague Support Needs. Role ambiguity refers to the uncertainty individuals perceive regarding their role positioning, responsibilities, and expected relevant information in the organization. Professional isolation refers to the lack of development, learning, and promotion opportunities. Colleague support needs describe the desire of employees for informal communication, social support, and communication when working remotely. The study attempts to answer the following questions: What kind of impact will remote work challenges have on the three dimensions of work performance （Task Performance, Job Dedication, and Interpersonal Facilitation）? Does work burnout play an intermediate role? Can individuals with high self-efficacy better cope with remote work challenges? Based on systematic literature reviews, this research builds a moderated mediation model from the theories of resources conservation, job demands-resources, and self-categorization. Regression results show that role ambiguity and professional isolation positively impact work burnout and its three dimensions: emotional exhaustion, cynicism, and reduced personal accomplishment. The stronger the demand for colleague support, the stronger the employee's feeling of emotional exhaustion. Additionally, role ambiguity has a significant negative impact on the three dimensions of work performance: task performance, job dedication, and interpersonal facilitation, while the need for colleague support has the opposite effect and is significantly positively correlated with work performance and its three dimensions. The higher the degree of professional isolation, the lower the employee's task performance. Mediation testing reveals that work burnout plays a partially mediating role in the relationship between role ambiguity and work performance and a fully mediating role in the relationship between professional isolation and task performance. When employees have a high sense of self-efficacy, they can alleviate the negative impact of role ambiguity on work performance.
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