Only Time Can Tell: Whether and When the Improvement in Career Development Opportunities Alleviates Knowledge Workers' Emotional Exhaustion in the Chinese Context
Only Time Can Tell: Whether and When the Improvement in Career Development Opportunities Alleviates Knowledge Workers' Emotional Exhaustion in the Chinese Context
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只有时间才能证明：中国背景下职业发展机会的改善是否以及何时缓解知识型员工的情感疲惫
DOI：
10.1111/1467-8551.12336
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发表时间：
2020
影响因子：
5.6
通讯作者：
Xie Rongyan
中科院分区：
文献类型：
--
作者：
Gao Zhonghua;Zhao Chen;Cooke Fang Lee;Zhang Bo;Xie Rongyan
本研究通过扩展资源视角，借鉴时间比较理论，考察了职业发展机会（CDO），重点关注知识型员工，并考虑中国背景下CDO在工作变动前后的相对变化。对 379 名至少跳槽过一次的中国知识型员工的调查结果显示，CDO 的改善可能对知识型员工的幸福感产生双刃剑效应，在本研究中表现为情绪疲惫。尽管CDO的改善总体上对知识员工的情绪疲惫有负面影响，但三向互动的结果表明，当知识员工在当前职位工作了较长时间但没有获得加薪时，提供更多高质量的CDO会加剧情绪疲惫。这项研究通过引入边界条件并测试它们的相互作用影响做出了理论贡献。它有助于加深人们对 CDO 如何影响知识工作者情绪疲惫的理解。它还对提高知识工作者的福祉具有影响，特别是在存在严重技能短缺和保留问题的国家和组织背景下。
Through extending the resource perspective, drawing on the temporal comparison theory, this study examines career development opportunities (CDOs), focusing on knowledge workers and considering the relative changes in CDOs before and after their job change in the Chinese context. Findings from a survey of 379 Chinese knowledge workers who have transferred their jobs at least once reveal that the improvement of CDOs can have a double‐edged‐sword effect on knowledge workers’ well‐being, shown as emotional exhaustion in this study. Although the improvement of CDOs negatively predicts knowledge workers’ emotional exhaustion in general, findings of a three‐way interaction reveal that offering more high‐quality CDOs can aggravate emotional exhaustion when knowledge workers have been working in their present position for a relatively long period, but have not received a pay rise. This study makes a theoretical contribution by introducing boundary conditions and testing their interactive influence. It helps broaden understanding of how CDOs can affect knowledge workers’ emotional exhaustion. It also has implications for enhancing the well‐being of knowledge workers, particularly in national and organizational contexts where there are significant skill shortages and retention problems.