作　　者： (刘丽丹）; (王忠军）;

机构地区： 湖北中医药大学人文学院

出　　处： 《中国人力资源开发》 2017年第9期45-57,共13页

摘　　要： 基层公务员职业高原现象是广受关注的问题,并被大量研究发现会对工作行为产生负面影响。本研究从个体认识的视角,试图揭示基层公务员职业高原影响工作行为的过程机制,以及如何缓解职业高原的负面影响。具体而言,基于公平启发和归因理论,本研究认为职业高原会通过组织公平感影响基层公务员的在职行为,且个体归因在上述过程中起着调节作用。采用331份基层公务员的问卷调查数据,研究结果表明:(1)职业高原与公务员积极工作行为显著负相关,与心理退缩行为显著正相关;组织整体公平感在上述过程中起着中介作用;(2)内部归因能够缓和职业高原与组织整体公平感的负向关系,以及职业高原与积极工作行为的负向关系;(3)组织整体公平感在职业高原与积极工作行为关系中的中介效应会受到内部归因的调节,对内部归因倾向较高的公务员而言,职业高原通过组织整体公平感对积极工作行为的间接影响较弱。研究结果不仅解释了职业高原对公务员在职行为的影响过程,也为从个体认知的角度对公务员职业高原进行干预提供了依据。 The phenomenon of career plateau among Chinese public servants is a widespread concern, but up to date, there is a lack of study on how the career plateau influence on-the-job behaviors in the previous literature. Based on fairness heuristic theory and attrthutional theory, this study constructed a moderated mediation model to explain how the career plateau had negative impacts on on-the-job behaviors of Chinese public servants. Data was collected from a sample of public servants in western China （N=331） . Hierarchical regression modeling and Total Effect Moderation Model with bootstrap methods were used to test the hypotheses proposed. The results showed that： （ 1 ） the career plateau had a significant and negative correlation with public servants＇ positive work behaviors, as well as significant and positive correlation with public servants ＇ psychologicalwithdrawalbehaviors. （2） the perception of the overall organizational justice fully mediated the relationship between career plateau and on-the-job behaviors, such as positive work behaviors and psychological withdrawal behaviors. （ 3 ） The internal attribution of career plateau, attributing the career plateau to ability and effort, significantly moderated the negative relationships between career plateau and overall organizational justice as well as the positive work behaviors such that they were weaker for public servants high rather than low in internal attribution. （ 4 ） The indirect effect of career plateau on positive work behaviors via the overall organizational justice was moderated by public servants＇ internal attribution, such that the indirect effect was weaker for those higher in the internal attribution. Finally, the theoretical end practical implications of the findings, limitations, and future research directions were discussed.

关 键 词： 公务员 职业高原 在职行为 组织整体公平感 归因