Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy
Why does organizational identification relate to reduced employee burnout? The mediating influence of social support and collective efficacy
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为什么组织认同与员工倦怠的减少有关？社会支持和集体效能的中介作用
DOI：
10.1080/02678373.2015.1004225
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发表时间：
2015-01-02
期刊：
影响因子：
6.1
通讯作者：
van Dick, Rolf
中科院分区：
文献类型：
--
作者：
Avanzi, Lorenzo;Schuh, Sebastian C.;van Dick, Rolf
虽然先前的研究一直表明，组织认同可以减少员工的压力和倦怠，很少有人知道这种关系的中介过程。在此背景下，最近的理论工作的压力的社会认同模型的基础上，本研究测试了两步中介模型的组织认同，倦怠的联系。具体来说，它是假设，员工谁强烈认同他们的组织特别有可能得到他们的同事的社会支持。反过来，这应该会促进集体效能感，因此，与倦怠呈负相关。一项对192名意大利高中教师的研究数据支持了这一假设。
Although prior studies have consistently shown that organizational identification can reduce employees' stress and burnout, little is known about the mediating processes that underlie this relationship. Against this backdrop and building on recent theoretical work on the social identity model of stress, the present research tests a two-step mediation model for the organizational identification-burnout link. Specifically, it is hypothesized that employees who strongly identify with their organization are particularly likely to receive social support from their colleagues. This, in turn, should promote a sense of collective efficacy and, as a consequence, negatively relate to burnout. Data from a study with 192 Italian high schoolteachers supported the hypotheses.