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论文编号：	14677
作者编号：	2120223688
上传时间：	2024/6/5 22:39:57
中文题目：	工作-家庭关系、心理资本与员工内创业意向的关系研究
英文题目：	The research of the relationship among work-family relationship, psychological capital and employees'' intrapreneurial intention
指导老师：	胡望斌
中文关键字：	工作-家庭冲突；工作-家庭增益；内创业意向；心理资本；高管支持
英文关键字：	work-family conflict; work-family enrichment; intrapreneurial intention; psychological capital; management support
中文摘要：	当今，企业在急剧变化的市场中面临着可持续竞争优势问题，因此创新对企业的成长至关重要。越来越多的企业开始寻求提高员工内创业的方法，然而被观察到的内创业活动仍然与企业需求存在差距。学者多从组织因素和个体特征方面探究内创业意向的形成，但少将组织与家庭领域结合。因此，本研究关注员工的工作家庭关系对内创业意向的影响，并探索了中国文化背景下员工工作家庭关系的亚类型。 资源保存理论对个体对压力源的反应进行了解释。当员工在工作与家庭中的经历能够提高彼此的角色绩效时，其将投入资源来获得回报来抵消损失，而当员工在工作与家庭中的角色经历降低了其在两个领域中的表现时，其会避免资源消耗。由于内创业活动往往意味着风险承担与对付出的承诺，内创业意向意味着未来对资源的消耗，因此应用资源的方式会影响员工内创业意向的水平。本研究选择积极心理资源心理资本作为中介变量，并具体探究其四个组成维度的变化。同时，由于内创业处于组织情境中，不可避免地将会受到来自组织的影响，本研究将高管支持作为调节变量，研究组织因素与个体特征对内创业意向的共同影响。 本研究采用两阶段问卷调查的方式，间隔三个月，共收集185份有效问卷。研究结果表明：（1）中国语境下员工的工作家庭关系存在三种特征，分别是工作与家庭冲突，工作与家庭增益，和工作与家庭轻微增益。（2）与轻微增益下的员工相比，工作-家庭冲突下的员工内创业意向更低，工作-家庭增益下的员工内创业意向更高。（3）冲突通过降低自我效能、希望和韧性水平，降低了内创业意向程度。增益通过提高员工的自我效能、希望和韧性水平，增强了内创业意向。（4）高管支持调节了希望与内创业意向的关系，高管支持水平越高，希望对内创业意向的预测作用不显著，高管支持水平低时，希望对员工内创业意向的预测作用更强。 在理论层面，本研究采用个体为中心的视角，探索了中国企业员工的工作-家庭界面的具体特征分类。同时，基于资源保存理论补充了工作家庭关系与内创业意向的关系的相关研究，并将积极心理学与内创业促进结合，验证了心理资本具体维度在其中的作用机制。最后，本研究将个体资源和组织资源整合，探讨高管支持作为心理资本和内创业意向关系中的边界条件。在实践层面，结论为企业从个人和组织层面促进内创业意向提供了指导。首先，员工的工作家庭关系存在多样性，企业应根据不同群体有针对性地实施家庭友好型政策。其次，企业应重视支持性工作-家庭文化、家庭支持型主管行为的提供，并增加员工的希望和韧性这两种心理状态水平。最后，管理者通过支持创新思想、提供所需的内创业资源等有利于对处于工作-家庭冲突的员工进行引导，激发内创业意向。
英文摘要：	Currently, enterprises face the issue of sustainable competitive advantage in a rapidly changing market environment, so innovation is crucial to their growth. The pursuit of improving intrapreneurial activities among employees has become increasingly prevalent in enterprises; however, a disparity still exists between the observed intrapreneurial activities and the needs of organizations. The majority of scholars have examined the development of intrapreneurial intention through the lens of organizational factors and individual characteristics, with limited integration of the family domain. Therefore, this study aims to examine the impact of employees' work-family relationships on their intrapreneurial intention and investigate the latent types of these relationships within the Chinese cultural context. The conservation of resource theory elucidates individuals' responses to stressors. When the experiences of employees in both work and family fields complement each other, they will invest resources in order to gain rewards that can offset potential losses. However, the avoidance of resource consumption occurs when employees' roles at work and family negatively impacts their performance in both domains. The presence of risk-taking and commitment in intrapreneurial activity implies that intrapreneurial intention involves future resource consumption, thus the allocation of resources will impact employees' intrapreneurial intention level. As a positive psychological resource, psychological capital is selected as a mediating variable, and the changes of its four dimensions are specifically explored. Since the intrapreneurial intention within an organizational context is inevitably influenced by the organization, this study examines management support as a moderating variable to investigate the combined impact of organizational factors and individual characteristics. This study collected a total of 185 valid questionnaires in two stages, with a three-month interval between each stage. The result indicates that in the Chinese context, employees' work-family relationship exhibits three distinct characteristics: work-family conflict, work-family enrichment, and work-family slight enrichment. Secondly, compared to employees experiencing slight enrichment, those facing work-family conflict exhibit lower intrapreneurial intention, while those experiencing enrichment demonstrate higher intention. Thirdly, conflict diminishes intrapreneurial intention by reducing self-efficacy, hope and resilience, whereas enrichment enhances intrapreneurial intention by bolstering self-efficacy, hope, and resilience. Finally, management support moderates the relationship between hope and intrapreneurial intention. A higher level of management support weakens the predictive effect of hope on intrapreneurial intention, whereas a lower level of management support strengthens this prediction on intrapreneurial intention. At the theoretical level, this study adopts an individual-centered perspective to investigate the latent classification of work-family interface among employees in Chinese enterprises. Meanwhile, drawing on the conservation of resource theory, this study supplements existing researches by examining the relationship between work-family interface and intrapreneurial intention. Furthermore, combining the positive psychology with intrapreneurship, this study investigates the underlying mediating mechanisms of specific dimensions of psychological capital. Finally, this study integrates individual and organizational resources to explore management support as a moderating factor in the relationship between psychological capital and intrapreneurial intention. The conclusions offer guidance for enterprises to enhance intrapreneurial intention at both individual and organizational levels. First, there is a range of diversity in employees' work-family relationships, therefore, it is imperative for enterprises to implement tailored family-friendly policies based on different groups. Then, enterprises should prioritize the establishment of a supportive work-family culture and foster family-supportive supervisor behavior, and attach importance to enhance employees' levels of hope and resilience. Last but not least, by facilitating innovative ideas and providing essential resources for intrapreneurship, managers can effectively guide employees in managing work-family conflict and foster their intention to engage in intrapreneurial activities.
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