家族企业职业经理工作投入的“双刃剑”效应及其影响过程与改善机制研究

Whether professional manager engaging in jobs can gain effective feedback and active support from family business or not, is a vital factor impacting their willingness to continuously engage in jobs and effectively integrate into family business thus promoting the sustainable growth of family business. However, previous research has not paid enough attention to what kinds of cognitive and emotional change can be triggered by job engagement as well as what kinds of support should be provided by private family business. This research project focuses on:①the change of mood, emotion and cognition in the process of job engagement;②the theoretical connotation of double-edged sword effect of job engagement as well as its impact;③the influence mechanism of job engagement on territorial behavior as well as proactive behavior;④the influence mechanism of job engagement on constructive voice and defensive voice;⑤the mechanism to improve the double-edged sword effect of job engagement. The contributions of this research project would be:①deepen the theoretical implication of job engagement through the analysis of cognitive, mood and emotional changes in it;②expand and improve the theoretical framework of job engagement through exploring into the influence mechanism of job engagement on positive and negative work behaviors;③integrate and build the mechanism for improvement of job engagement by seeking the situational variables that simultaneously impact the negative and positive behavior in the same theoretical framework. The research project hopes to provide family business with micro-theory basis on strengthening the continuity, proactivity and initiative of professional managers’ job engagement, which in turn helps family business to break through their bottleneck of management resources and to achieve sustainable development.

职业经理工作投入能否得到家族企业的有效反馈与积极支持是影响其是否愿意在工作中持续投入并有效融入企业进而促进其持续成长的关键因素。但目前就工作投入会带来何种情绪、情感和认知的变化以及企业应该提供何种支持还尚未得到学界足够的关注。本课题重点探讨：①工作投入过程中情绪、情感及认知的变化；②工作投入“双刃剑”效应的理论内涵及影响；③工作投入对领地性及主动性等行为的影响机制；④工作投入对回避及进取型谏言的影响机制；⑤工作投入“双刃剑”效应的改善机制。创新点：①通过剖析工作投入中情绪、情感及认知的变化，深化其理论内涵；②揭示工作投入对积极与消极工作行为的影响机制，拓展并完善工作投入的理论框架；③同一个理论框架中寻求同时影响消极与积极行为的情境变量，整合并构建工作投入的改善机制。本课题将为家族企业有效提升职业经理工作投入的持续性、积极性及主动性，进而为其有效融合管理资源、实现持续成长提供微观理论基础。

本课题主要关注工作投入的“双刃剑”效应的作用机制和改善机制，具有重要的理论及实践价值。利用实地访谈、配对问卷调查和实验研究等相结合的方式多阶段调研了多家企业样本，并使用SPSS、LISERAL、R及MPLUS等统计分析软件对理论模型进行了实证研究。. 研究结果表明：（1）工作投入确实对个体工作产出存在“双刃剑”效应，即可以给个体带来工作绩效、组织公民行为和主动性工作行为的提升，又可能导致个体的领地行为、知识隐藏行为和亲工作非伦理行为。（2）基于工作的心理所有权发挥着关键转化作用。一方面，基于工作的心理所有权使个体有强烈的动机去保持和工作的所有权联系，从而表现出正面行为；另一方面，对自己工作有着强烈占有感的员工往往对自己工作所有权受到侵犯而感到愤慨，从而导致个体的负面结果。（3）个体在前进/回避动机上的差异会影响工作投入对个体的行为影响。前进动机强化了基于工作的心理所有权与积极工作产出的联系，回避动机则强化了基于工作的心理所有权与消极工作产出的联系。（4）谦卑的领导行为通过增强员工关系能量和减弱员工的情绪耗竭来间接提高员工的工作绩效。员工对领导的权力感知是一个重要的调节变量，且领导的增量自我理论与关系认同是领导谦卑的关键前因。（5）管理者的自我损耗会降低其在处理员工建言上的努力程度，进一步减少其建言采纳行为，感知员工专业知识在这一过程当中起了关键调节作用。. 研究的理论意义在于深化了对个体工作投入“双刃剑”效应内涵与相关作用机制的理解，又从领导行为和特质等角度拓展了管理有效性的相关研究。实践意义是为企业成长提升管理能力、突破管理资源瓶颈提供指导。