边界弹性能力对新生代员工个体繁荣的影响：工作家庭增益的中介作用和边界弹性意愿的调节作用
摘要
企业外部的竞争环境因科学技术的迭代更新而愈发激烈。在企业内部，新生代员
工逐渐成为企业的主力军。基于其特殊的时代背景与独特的成长环境，我国新生代员
工在面对激烈的市场竞争与纷繁复杂的职场环境的时候，他们的工作状态对企业发展
日益重要。抗压能力弱的新生代员工，在无法承受压力时，会出现工作懈怠，更有甚
者在工作时会犯错。近年来，工作繁荣的研究往往与减少员工的工作倦怠相关，引发
了越来越多人的关注。
我国新生代员工通常被认为是较难管理的一群人，他们非常自我，有着较强的自
尊心，注重生活与工作的平衡。大多数新生代员工都是追求工作与家庭兼顾的独生子
女。研究中国企业组织与员工时，不可忽视中国独特的文化与时代背景因素。因此，
新生代员工的家庭繁荣同样值得研究。
伴随着移动智能设备的发展与经济社会的进步，如今员工工作与家庭的界限变得
十分模糊，两领域间的联系也十分密切。本文依据自我决定理论与工作家庭边界理
论，将边界弹性能力作为前因变量，通过引入工作家庭增益作为中介变量、边界弹性
意愿作为调节变量来解释新生代员工个体繁荣的形成机制。
本研究对上述变量进行文献梳理后，以自我决定理论与工作家庭边界理论为理论
基础提出了研究假设及理论模型。后续进行问卷调查并通过 SPSS26.0与 AMOS21.0进
行统计分析。关于新生代员工，本研究得出的结论有：（1）边界弹性能力正向影响新
生代员工的个体繁荣；（2）工作家庭增益正向影响新生代员工的边界弹性能力和个体
繁荣；（3）边界弹性意愿正向调节新生代员工的边界弹性能力和工作家庭增益；（4）
边界弹性意愿正向调节边界弹性能力通过工作家庭增益促进新生代员工产生个体繁荣
的间接效应。
基于上述结论，本文提出了管理建议：（ 1）优先考虑边界弹性能力高的员工；
（2）培训新生代员工与家人之间的沟通技巧；（3）定期举办企业家庭日活动；（4）塑
造和谐的企业文化；（5）合理制定新生代员工的职业生涯规划；（6）提供新生代员工
适当的弹性工作时间；（7）考虑不同新生代员工的实际需求与真实意愿；（8）积极宣
传组织相关的工作家庭制度。
关键词：新生代员工；边界弹性；个体繁荣；工作家庭增益
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Abstract
Abstract
The competitive environment outside the enterprise is becoming increasingly intense
due to the constant renewal of science andtechnology. Within the enterprise, the new
generation of employees has gradually become the backbone of the enterprise. The new
generation of employees in our country are facing fierce market competition and complicated
workplace environment due to their special time background and unique growth environment.
Their working conditions are increasingly important to the development of enterprises. The
new generation of employees with weak pressure resistance will slack off when they cannot
bear the pressure, and even make mistakes at work. In recent years, the research on work
thriving is often related to the reduction of employees' job burnout, which has attracted more
and more attention.
The new generation of employees in our country are generally regarded as a group of
people who are difficult to manage. They are very self-centered, have high self-esteem and
pay attention to the balance between life and work. The majority of the new generation of
employees are only children. They believe that both work and family should be considered.
Therefore, it is also very important to study the thriving of the new generation of employees'
families. The localization research is a very important point in the research of Chinese
enterprise management practice. The unique cultural background of China is a factor that
cannot be ignored in the research of Chinese enterprise organization and staff.
With the development of mobile intelligent devices and the progress of economy and
society, the line between work and family has become very blurred, and the relationship
between the two fields is also very close. Based on self-determination theory and work-
family boundary theory, this thesis selects boundary flexibility as the antecedent variable of
this study, and explains the formation mechanism of individual thriving of new generation
employees byintroducingwork-family gainasthe mediatingvariable andboundary
flexibility willingness as the regulating variable.
Based on the self-determination theory and the work-family boundary theory, this thesis
puts forward the research hypothesis and theoretical model after combing the literature of the
above variables. Follow-up questionnaire survey and statistical analysis of the questionnaire
data collected through statistical analysis software. As for the new generation of employees,
the followingconclusionsare drawn:(1) theboundaryflexibility-ability ofthe new
generation has a positive impact on individual thriving; (2) Work family enrichment mediate
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边界弹性能力对新生代员工个体繁荣的影响：工作家庭增益的中介作用和边界弹性意愿的调节作用
betweenboundaryflexibilityandindividualthriving;(3)Theboundaryflexibility-
willingness moderates the relationship between boundary flexibility-ability and work family
enrichment. When the boundary flexibility-willingness is higher, the positive relationship
between the boundary flexibility-ability and the working family enrichment is stronger; (4)
boundary flexibility-willingness regulates the indirect effect of boundary flexibility-ability on
individual thriving through work family enrichment. With the increase of the degree of
boundary flexibility-willingness, the indirect effect value increases.
Based on the above conclusions, this thesis makes suggestions: (1) give priority to
employees with high boundary flexibility; (2) train the communication skills between the new
generation of employees and their families; (3) hold regular family day activities; (4) shape a
good corporate culture; (5) reasonable formulation of career planning for the new generation
of employees; (6) provide appropriate flexible working hours for the new generation of
employees; (7) considerthe actual needsand real wishes ofdifferent new generation
employees; (8) actively publicize and organize relevant work-family systems.
Key Words: boundary flexibility; thriving; work family enrichment; new generation of
employees
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