I 非工作时间工作连通行为与员工工作满意度关系研究 摘要 信息技术的普及和发展，使得人们的工作和生活越来越离不开移动通信工 具。员工迫于生活压力和晋升需求，在非工作时间通过通信工具与工作保持连通 的现象愈发普遍，造成工作领域向家庭领域渗透成为一种社会常态，这一社会现 象带来的影响引发了众多学者的关注。目前研究更多关注非工作时间工作连通行 为（简称W_ICTs）对员工家庭界面相关变量的影响（如工作-家庭冲突、婚姻满 意度等），关于其对工作界面的直接影响的研究较少。工作满意度与企业绩效、 职业倦怠、离职倾向等工作界面的表现息息相关。因此，研究W_ICTs对员工工 作满意度的影响及作用机制具有重要的理论意义和实践应用价值。 W_ICTs作为从工作领域延伸的一种额外工作需求，一定程度上提高了工作 绩效，可视为一种有价值的工作资源。但是，该行为也造成了员工潜在的“新型 加班”模式，模糊了工作和家庭领域间的边界。因此，本研究基于工作-家庭边 界理论和工作需求-资源模型，分析W_ICTs与工作满意度之间的关系，并分别 引入心理脱离、可感知的组织分离规范作为中介变量和调节变量，探究心理脱离、 可感知的组织分离规范所发挥的中介作用和调节作用，以期能够从W_ICTs内容 性质方面破解提高员工工作满意度问题的方法。 本研究通过对不同地区、不同行业的全职员工进行发放问卷，运用SPSS22.0 对收集到的515份有效数据进行相关性分析和回归性分析，结果表明：（1） W_ICTs和员工工作满意度之间存在负相关关系；（2）心理脱离在W_ICTs与员 工工作满意度之间起部分中介作用；（3）可感知的组织分离规范正向调节了 W_ICTs和工作满意度之间的关系。 本研究结果有助于拓展W_ICTs的影响效果研究和丰富工作满意度影响机 制。在个体层面，为个体有效管理自身边界跨领域行为或调整个体边界渗透偏好 提供理论依据；在组织层面，为组织提高员工工作满意度和制定有利于提高员工 工作积极性方案提供实践建议。 关键词：非工作时间工作连通行为；工作满意度；心理脱离；可感知的组织 分离规范 ABSTRACT III RESEARCHONTHERELATIONSHIPBETWEEN WORK-RELATEDUSEOFINFORMATION COMMUNICATIONTECHNOLOGIESAFTERHOURS ANDEMPLOYEES'JOBSATISFICATION ABSTRACT Thepopularityanddevelopmentofinformationtechnologyhasmadepeople's workandlifemoreandmoreinseparablefrommobilecommunicationtools.Dueto thepressureoflifeandpromotionneeds,employees'communicationwithwork throughnon-workinghoursismoreandmorecommon,causingtheworkfieldto penetrateintothefamilyfieldasasocialnorm.Theimpactofthissocialphenomenon hascausedmanyScholars'attention.Thecurrentresearchpaysmoreattentiontothe impactofnon-workinghoursconnectedbehaviors(referredtoasW_ICTs)on employees'familyinterface-relatedvariables(suchaswork-familyconflict,marriage satisfaction,etc.),andlessresearchonitsdirectimpactontheworkinterface.Job satisfactioniscloselyrelatedtotheperformanceofworkinterfacessuchascorporate performance,jobburnout,andturnoverintention.Therefore,researchontheimpact andmechanismofW_ICTsonemployeejobsatisfactionhasimportanttheoretical significanceandpracticalapplicationvalue. W_ICTs,asanadditionalworkrequirementextendingfromtheworkarea,can beregardedasavaluableworkresource.AlthoughW_ICTshaveimprovedemployee performancetosomeextent,theyhavealsocreatedpotentialovertimepatternsand blurredtheboundariesbetweenworkandfamilyareas.Therefore,thisstudyanalyzes theimpactofW_ICTsonjobsatisfactionbasedonthework-familyboundarytheory andworkdemand-resourcemodel,andintroducespsychologicaldetachmentand perceptibleorganizationalseparationnormsasmediatingandmoderatingvariables, respectivelyexploringpsychologicaldetachment,Themediationandregulationeffect oftheperceptibleorganizationalseparationnorms,withaviewtocrackingthe methodsofimprovingemployeejobsatisfactionfromthenatureofW_ICTscontent. Thisstudyconductedquestionnairesforfull-timeemployeesindifferentregions 华北水利水电大学硕士学位论文 IV andindustries,andusedSPSS22.0toperformcorrelationandregressionanalysison 515validdatacollected.Theresultsshowthat:(1)W_ICTsandemployeejob satisfactionThereisanegativecorrelationbetweenthem;(2)Psychological disconnectionplaysapartofthemediatingrolebetweenW_ICTsandemployeejob satisfaction;(3)Theperceivedorganizationalseparationnormsregulatethenegative correlationbetweenW_ICTsandjobsatisfaction. Theresultsofthisstudyarehelpfultoexpandtheresearchontheimpactof W_ICTsandenrichtheimpactmechanismofjobsatisfaction.Attheindividuallevel, itprovidesatheoreticalbasisforindividualstoeffectivelymanagetheirown boundariesandcross-domainbehaviorsortoadjusttheirpersonalborderpenetration preferences;attheorganizationallevel,itprovidespracticalsuggestionsfor organizationstoimproveemployeejobsatisfactionandformulatepoliciesthatare conducivetoemployeeworkmotivation. KEYWORDS:Work-RelatedUseOfInformationAndCommunication TechnologiesAfterHours;JobSatisfaction;PsychologicalDetachment;Perceivable OrganizationalSeparationNorms 目录 I 目录 摘要...............................................................................................................................I ABSTRACT.................................................................................................................III 1绪论............................................................................................................................1 1.1研究背景.........................................................................................................1 1.2研究目的和研究意义.....................................................................................2 1.2.1研究目的..............................................................................................2 1.2.2研究意义..............................................................................................3 1.3研究综述.........................................................................................................4 1.3.1非工作时间工作连通行为..................................................................5 1.3.2心理脱离..............................................................................................8 1.3.3可感知的组织分离规范....................................................................11 1.3.4工作满意度........................................................................................12 1.3.5文献评述............................................................................................15 1.4研究内容、研究方法及技术路线...............................................................15 1.4.1研究内容............................................................................................15 1.4.2研究方法............................................................................................16 1.4.3技术路线............................................................................................16 1.5创新点...........................................................................................................17 2理论基础和研究假设..............................................................................................19 2.1理论基础.......................................................................................................19 2.1.1工作-家庭边界理论...........................................................................19 2.1.2工作需求-资源模型...........................................................................20 2.2研究假设.......................................................................................................20 2.2.1非工作时间工作连通行为与工作满意度的关系.............................20 2.2.2心理脱离的中介作用........................................................................21 2.2.3可感知的组织分离规范的调节作用............................................22 2.3理论模型构建...............................................................................................23 2.4本章小结.......................................................................................................23 3研究设计..................................................................................................................25 3.1初始问卷设计...............................................................................................25 3.2预调查与正式问卷设计...............................................................................25 3.3正式调查...........................