earticle

영어

Against the backdrop of China’s economic restructuring and intensifying workplace competition, employee job satisfaction has declined significantly. To explore culturally specific dimensions of psychological capital (PsyCap) such as "relational resilience" and "collective hope," and further explain the dilemma of "high engagement but low satisfaction" in China, this study, based on the Conservation of Resources (COR) Theory and the perspective of cultural psychology, investigates the mediating role of PsyCap in the relationship between work engagement and job satisfaction, as well as the moderating effects of industry type and education level. This study adopts a mixed-methods research approach. First, a literature review was conducted to construct a theoretical model of "work engagement → PsyCap → job satisfaction," with industry type and education level set as moderating variables. Subsequently, a stratified sampling survey was carried out in the core economic regions of eastern China. Electronic questionnaires were distributed to employees in the manufacturing industry and high-tech industry (samples from the two industries each accounted for 50%, consistent with the national industrial structure). After screening out invalid questionnaires, 428 valid questionnaires were finally obtained, with an effective recovery rate of 91.1%. The sample was representative in terms of demographic characteristics: the 26-35 age group (the main labor force) accounted for 58%, females accounted for 52.1%, and education levels ranged from junior high school and below to master’s degree and above. The research measurement tools included: (1) Work Engagement Scale, which consists of two dimensions: autonomous engagement and obligatory engagement; (2) Psychological Capital Scale, focusing on two dimensions: "hope for organizational support" and "resilience rooted in family responsibility"; (3) Job Satisfaction Scale, which includes two dimensions: intrinsic satisfaction and extrinsic satisfaction. Data were analyzed using Confirmatory Factor Analysis (CFA), Structural Equation Modeling (SEM), and the Bootstrap method (5,000 resamplings). The main research results are as follows: (1) Full mediating effect of PsyCap: Work engagement had a significant positive predictive effect on PsyCap (β=0.61, p<0.001), among which both obligatory engagement (β=0.45, p<0.001) and autonomous engagement (β=0.39, p=0.003) were significant; PsyCap had a significant positive predictive effect on job satisfaction (β=0.70, p<0.001), and the contribution of the "hope" dimension (β=0.51, p<0.001) was higher than that of the "resilience" dimension (β=0.38, p=0.005). The direct effect of work engagement on job satisfaction was not significant (β=0.09, p=0.215), and the mediating effect of PsyCap accounted for 82.7% of the total effect. (2) Moderating effects: Industry type moderated the path of "work engagement → PsyCap"; education level moderated the path of "PsyCap → job satisfaction." The interaction between the two revealed a "dual-track mechanism": employees with low education in the manufacturing industry followed the path of "obligatory engagement → resilience → satisfaction" (β=0.36, p<0.001), while employees with high education in the high-tech industry followed the path of "autonomous engagement → hope → satisfaction" (β=0.49, p<0.001). Confirmatory Factor Analysis showed that the model had a good fit (χ²/df=2.15, CFI=0.96, RMSEA=0.052), and the Average Variance Extracted (AVE) of all constructs was greater than 0.5, while the Composite Reliability (CR) was higher than 0.8. Theoretically, this study deepens the cultural adaptability of PsyCap and expands the connotation of the COR Theory by emphasizing social resources such as family well-being. Practically, the study provides differentiated strategies: manufacturing enterprises can enhance employees’ resilience through family support measures such as children’s education subsidies; high-tech enterprises can strengthen employees’ sense of hope by improving the transparency of promotion. This study has limitations, including its cross-sectional design and samples concentrated in eastern China. Future research can adopt a longitudinal design and expand the samples to central and western China.

중국어

伴随中国经济结构转型与职场竞争加剧, 员工工作满意度呈显著下滑趋势。国家统计 局 2023 年针对全国 3000 家企业、15000 名劳动者的调查（NBSC-2023-WP-001）显示, 中国上班族平均工作满意度在 5 分量表中仅为 3.2 分, 较 2020 年下降 14%。传统管理模式 依赖物质激励, 却忽视高压环境下员工心理资源的调节作用。为此, 本研究以资源保存理 论（COR）为核心框架, 整合文化心理学视角, 聚焦中国情境下心理资本在工作投入与工 作满意度间的中介机制, 旨在突破理论瓶颈, 为提升中国员工工作满意度提供学术依据与 实践路径。 本研究的核心主题是：在中国集体主义高压职场背景下, 探讨工作投入（分自主性投 入与义务性投入）通过心理资本（重构为 “希望”“韧性” 核心维度）影响工作满意度的中 介效应, 并检验行业类型与教育水平对该机制的调节作用。其中, 自主性投入指源于个体 职业发展动机的积极投入, 义务性投入指源于家庭责任或外部期望的投入；心理资本的 “希望” 维度定义为对组织支持与长期回报的持续性期待, “韧性” 维度锚定为基于家庭责 任的压力转化能力；工作满意度涵盖对工作意义的内在评价与对薪酬公平的外在评价。 研究采用文献研究与实证调查相结合的方法。文献研究阶段, 以 “工作投入、心理资 本、工作满意度、中介效应” 为关键词, 系统梳理国内外相关文献, 明确理论基础与研究 缺口, 构建 “工作投入→心理资本→工作满意度” 的中介模型, 并引入行业与教育水平作为 调节变量。实证调查阶段, 于 2023 年 4-7 月在中国东部经济圈（江苏、浙江、广东）开展 分层抽样, 选择该区域因其一省 GDP 总量占全国 28.6%、产业结构完整、劳动力多元, 能 有效检验调节效应。调查通过政企合作平台向两类行业员工发放电子问卷, 采用双重筛 选标准, 最终回收 428 份有效问卷（有效回收率 91.1%）。样本结构与全国就业特征高度 匹配：制造业与高新技术行业各占 50%（与国家统计局行业结构基本一致）, 26-35 岁劳 动力占 58%（主力年龄层）, 性别比例接近全国就业性别比（女性 52.1%）, 教育水平覆 盖初中及以下至硕士及以上（大专占比 29.4%、本科 26.9%）。测量工具方面, 工作投入量表采用 Schaufeli 等（2003）三维度模型修订, 分自主性与义 务性投入, Cronbach's α 系数分别为 0.85、0.82, 总量表 α=0.87；心理资本量表基于预研究 筛选核心维度, 聚焦希望与韧性, 新增 “集体希望”“关系恢复韧性” 题项以适配中国文化； 工作满意度量表采用 Weiss 等（1967）双维度扩展版, 分内在与外在满意度。数据分析采 用相关性分析、验证性因子分析（CFA）、结构方程建模（SEM）及 Bootstrap 法（重复 抽样 5000 次）, 检验信效度、中介效应与调节效应。 实证结果表明, 心理资本在工作投入与工作满意度间发挥完全中介作用, 且调节效应显 著。具体而言：其一, 中介效应方面, 工作投入对心理资本具有显著正向影响（β=0.61, p<0.001）, 其中义务性投入（β=0.45, p<0.001）影响略高于自主性投入（β=0.39, p=0.00 3）；心理资本对工作满意度正向影响显著（β=0.70, p<0.001）, 且 “希望” 维度（β=0.51, p<0.001）贡献高于 “韧性” 维度（β=0.38, p=0.005）；工作投入对工作满意度的直接效应 不显著（β=0.09, p=0.215）, 间接效应显著（β=0.427, p<0.001）, 中介效应占比达 82.7%, 印证 “工作投入需通过心理资本转化才能提升满意度” 的核心假设。其二, 调节效应方面, 行业类型显著调节 “工作投入→心理资本” 路径：制造业中义务性投入对心理资本（韧 性）促进更强（β=0.28, p=0.007）, 高新技术行业中自主性投入对心理资本（希望）推动 更显著（β=0.33, p=0.002）；教育水平显著调节 “心理资本→工作满意度” 路径：高学历 员工依赖 “希望” 路径（β=0.48, p<0.001）, 低学历员工依赖 “韧性” 路径（β=0.41, p=0.00 4）；行业与教育的交互效应进一步揭示 “双轨机制”：制造业低学历群体核心路径为 “义 务性投入→韧性→满意度”（β=0.36, p<0.001）, 高新技术行业高学历群体核心路径为 “自 主性投入→希望→满意度”（β=0.49, p<0.001）。此外, CFA 验证模型拟合良好（χ ²/df=2.15, CFI=0.96, RMSEA=0.052）, 各构念平均方差提取值（AVE）>0.5、组合信度 （CR）>0.8, 确保信效度可靠。 本研究具有重要理论与实践价值。理论层面, 一是深化心理资本的文化适配性, 证实中 国情境下 “希望”“韧性”成为核心维度；二是扩展资源保存理论内涵, 指出中国员工重视 的 “资源” 包含家庭福祉、组织归属等社会性资源, 而非仅个体资源；三是揭示 “双轨机 制”, 突破传统线性模型局限, 为理解不同劳动力群体心理资源转化路径提供新视角。实践 层面, 为企业提供差异化策略：制造业低学历员工可通过 “家企联动”（子女教育补贴、 家庭医疗互助）与 “责任韧性培训” 提升满意度；高新技术行业高学历员工需通过透明晋 升、股权激励等 “希望强化” 机制增强心理资本；组织层面可开发本土化心理资本诊断工 具, 管理者需接受文化情境培训以精准激发员工心理资源。 研究亦存在局限：横截面设计无法完全排除反向因果（如高满意度可能提升投入与心 理资本）, 样本聚焦东部经济圈、传统全职员工及大企业（占比 68%）, 可能限制结论泛 化性。未来研究可采用纵向追踪设计, 扩大样本至中西部、灵活就业者及中小企业, 进一 步验证机制稳定性。