Abstract

By integrating job demands-resources theory with social information processing theory, we examined how and when seeking challenges and seeking resources influence employees’ turnover intention and helping behavior. We propose that seeking challenges and seeking resources increase employees’ psychological capital. We furthermore suggest that the effects of seeking challenges and seeking resources on psychological capital are moderated by job insecurity, such that employees with high job insecurity will gain more psychological capital through seeking challenges and less psychological capital through seeking resources. Results from a multiwave, multisource study using a sample of 245 supervisor-subordinate dyads provided support for our hypotheses. Implications for theory and practice are discussed.

摘要

通过将工作需求资源理论与社会信息处理理论相结合，我们研究了寻求挑战和寻求资源如何以及何时影响员工的离职意图和帮助行为。我们建议寻求挑战和寻求资源可以增加员工的心理资本。我们还建议，工作不安全感会减轻寻求挑战和寻求资源对心理资本的影响，这样，工作不安全感高的员工将通过寻求挑战获得更多的心理资本，而通过寻求资源获得更少的心理资本。来自多波多源研究的结果使用245个主管-下级二元组样本进行了分析，为我们的假设提供了支持。讨论了对理论和实践的影响。