基于个体优势的工作重塑——中国情境下的概念建构、干预效应与作用机制

Over the last twenty years, slowly but surely, the potential new paradigm of the positive management approaches for work has been emerging. It goes by different names—such as appreciative inquiry, the strengths approach, applied positive psychology, positive organizational scholarship, or positive organizational behavior—but the shift in perspective is clear and growing clearer. Traditional management approaches, assuming that fixing weaknesses and dealing with problems are the roads to high performance, simply have not delivered. The work of David Cooperrider and Suresh Srivastva（1987）, and their development of Appreciative Inquiry largely create the research found. A similarly focus on the positive is found in the seminal work of Donald Clifton, and his colleagues at The Gallup Organization as well as American Psychological Association President, Martin Seligman. In the organizational world specifically, positive approaches flourished under the names of positive organizational scholarship (POS), positive organizational behavior (POB), job crafting and positive psychology. POS focuses on identifying and developing positive organizational characteristics that lead to exceptional individual and organizational performance. . Meanwhile, in the era of pursuing the meaning of innovation and work, the traditional model of work design and implementation——employees as passive recipients of work tasks, managers rely on top-down task assignment and supervision to enhance employee creativity and job input——has been inadequate. Job crafting is the process of employees redefining and reimagining their job designs in personally meaningful ways. These changes, in turn, can influence the meaningfulness of the work. Integration of organizational practice, disciplinary development trend, the existing achievements of our research group can be found: Individual strengths-based job crafting(SJC) is a new concept, reflecting core idea of positive organizational behavior. This research uses intervention experiments, interviews and time-lapse questionnaires to collect longitudinal data of 3 samples and 4 rounds, and continues to explore in Chinese context: (1) SJC structure and measurement; (2) Relationship between SJC and employee’s calling and creativity; (3) Impact difference and mechanism of SJC under different conditions. The purpose is to construct SJC, explore the optimal practice effects of SJC, and look for personal motivational style to strengthen the positive effects.. This research has some originality, and the research design and perspective are relatively new, hoping to improve the sense of creativity and calling of employees through the intervention of SJC and promotion focus.

在追求创造与工作意义的时代，组织中传统的工作设计与执行模式——把员工看作是工作任务的被动接受者，管理者依靠自上而下的任务分配与监督来提升员工创造力与工作使命感的做法已显不足。整合实践观察、学科发展趋势及课题组已有成果可以发现：基于个体优势的工作重塑（SJC）是融合优势理论与工作重塑两个领域的新构念。本项目采用访谈、时滞问卷和干预实验法收集“3样本4轮”纵向数据，探究中国情境下：1、SJC结构与测量；2、SJC与员工工作呼唤及创造力的关系；3、SJC的作用机制；4、无干预/弱干预/强干预条件下SJC的影响差异。目的是构建SJC概念，探索SJC最优实践效应，揭示强化其积极作用的个人动机风格与情感体验机制。. 本项目研究内容、设计与视角较新颖，有利于在学科交叉领域内构建新的研究框架和理论创新点，也有助于转变我国组织管理中的消极理念——过分强调监督与控制、过度关注并企图消灭员工的劣势。

传统管理理念过分强调员工监督与惩罚，并企图通过改正员工缺点，而不是发挥优势和主动性行为来提升呼唤感、创造力和职场成功。而已有研究初步表明，确定自己的优势，并据此重塑工作是促进人-职匹配、构建最好自我的重要因素（田喜洲，刘美玲，2017）。因此，本项目聚焦基于个体优势的工作重塑（SJC）构念及其影响机制研究。研究内容及结果如下：（1）基于品格优势的工作重塑包括认知重塑、任务重塑与关系重塑三个维度，共11个题项，量表具有较好的信效度。（2）基于品格优势的工作重塑正向显著影响员工工作呼唤，而同事信任、积极情绪分别是影响关系中的边界条件与中介机制。（3）首次使用的SJC量表在中国情境下的信效度均良好，且SJC与员工创造力显著相关，而工作沉浸在这种关系中起到部分中介作用。（4）工作重塑正向显著影响职场成功老龄，人-组织匹配在工作重塑与职场成功老龄之间具有中介作用，而未来时间洞察力调节了工作重塑与职场成功老龄之间的关系。 . 以上研究从个体优势与工作重塑的交叉视角诠释了员工成长、发展的新路径，揭示了工作重塑、SJC与工作沉浸、工作呼唤、创造力、职场成功老龄的内在联系和机制，构建了工作设计理论、优势理论及毕生发展理论之间新的研究框架。其应用价值体现在：个人层面上，员工应基于自身优势进行工作重塑，从而提升个人创造力和创新绩效，提高工作价值与工作意义感。在组织层面上，企业人力资源实践应着眼于发现员工的个体优势，而不是仅仅弥补员工的劣势，并通过促进员工工作重塑，激励员工产生更多创新性思维，同时利用工作重塑及SJC帮助年长员工实现职场成功老龄。具体途经包括：利用欣赏式探询、优势识别工具、工作重塑干预等方法促进员工的SJC，从而实现个人和组织成功。