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5028本文根据支配补偿理论，考察了上下级主动性人格匹配与员工工作幸福感之间的关系，并探讨了员工对上级信任的中介作用。通过对山东省某IT行业的1 495位上级和6 179名下级进行配对的问卷调查，结合多项式回归与响应面分析，结果表明：（1）上下级的主动性人格越不一致，下级对上级的信任水平越高；（2）当上下级主动性人格一致时，“高—高”组合比“低—低”组合更能促进下级对上级的信任；（3）当上下级主动性人格不一致时，上下级的“低—高”组合比“高—低”组合更能提升下级对上级的信任；（4）上下级主动性人格匹配通过下级对上级的信任影响工作幸福感。该研究不仅丰富了上下级匹配的影响效果，还为团队中上下级之间的有效互动提供了实践指导。
上下级主动性人格匹配对员工工作幸福感的影响及其作用机制
摘要
参考文献
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引用本文
蔡地, 许瑞冰, 刘佳, 等. 上下级主动性人格匹配对员工工作幸福感的影响及其作用机制[J]. 外国经济与管理, 2020, 42(1): 85-98.
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