Zhang Jing, Su Di, Smith Andrew P, Yang Lei
School of Humanity and Law, Social Governance Innovation Research Center, Henan Agricultural University, Zhengzhou 450046, China.
Centre for Occupational and Health Psychology, School of Psychology, Cardiff University, Cardiff CF10 3AS, UK.
Behav Sci (Basel). 2023 Nov 6;13(11):908. doi: 10.3390/bs13110908.
Work withdrawal behavior is a type of negative reaction when employees face obstacles at work. Its negative impact on individuals and organizations has caught the attention of academic circles and managers. In this study, data from 596 full-time employees were collected using two timepoint measurements one month apart. The internal mechanism of the link between obstructive stress and job withdrawal behavior was analyzed, and the combined effects of work control and cognitive flexibility on the negative effects of obstructive stress were analyzed in terms of the work demand-control-personal model. The results showed that negative work rumination played a complete mediating role between obstructive stress and work withdrawal behavior, and cognitive flexibility, obstructive stress, and work control had a significant three-way interaction. The results suggest that more attention should be paid to the role of employee cognition to avoid employees' withdrawal behavior in the face of work obstacles. In addition, when providing work resources to employees, the organization should also consider ensuring that work resources can be fully utilized to play a positive role in buffering work obstacles.
工作退缩行为是员工在工作中面临障碍时的一种负面反应。它对个人和组织的负面影响已引起学术界和管理者的关注。在本研究中，通过相隔一个月的两个时间点测量，收集了596名全职员工的数据。分析了阻碍性压力与工作退缩行为之间联系的内部机制，并根据工作需求-控制-个人模型分析了工作控制和认知灵活性对阻碍性压力负面影响的综合作用。结果表明，消极工作反刍在阻碍性压力与工作退缩行为之间起完全中介作用，认知灵活性、阻碍性压力和工作控制存在显著的三向交互作用。研究结果表明，应更多关注员工认知的作用，以避免员工在面对工作障碍时出现退缩行为。此外，在为员工提供工作资源时，组织还应考虑确保工作资源能够得到充分利用，以在缓冲工作障碍方面发挥积极作用。
