心理资本与工作旺盛感的关系：组织承诺与社会功能障碍的中介作用
The Relationship between Psychological Capital and Thriving at Work: The Mediating Role of Organizational Commitment and Social Dysfunction

目的：探究企业员工心理资本、组织承诺、社会功能障碍和工作旺盛感的关系，以揭示其如何通过心理机制影响工作旺盛感，并阐明其间的作用路径。方法：采用工作旺盛感量表、积极心理资本问卷、一般健康问卷、组织承诺量表，对广东省某世界500强企业的2048名员工进行调查。结果：(1) 心理资本与组织承诺和工作旺盛感之间呈显著的正相关(r = 0.65, 0.87, p < 0.01)，与社会功能障碍之间存在显著的负相关(r = ？0.444, p < 0.01)；组织承诺和社会功能障碍之间存在显著的负相关(r = ？0.255, p < 0.01)，组织承诺和工作旺盛感之间存在显著的正相关(r = 0.663, p < 0.01)；社会功能障碍和工作旺盛感之间存在显著的负相关(r = ？0.402, p < 0.01)。(2) 心理资本对工作旺盛感的直接效应显著，效应值为0.22；组织承诺在心理资本和工作旺盛感之间起间接效应，效应值为0.034；社会功能障碍在心理资本和工作旺盛感之间起间接效应，效应值为0.0038。结论：可以通过提升企业员工的心理资本水平、加大组织承诺和减少不良社会功能行为来提高工作旺盛感。
Objectives: To explore the relationship among psychological capital, organizational commitment, social dysfunction, and thriving at work of enterprise employees so as to reveal how they affect work flourishing through psychological mechanisms and clarify the action path between them. Methods: The Thriving at Work Scale, Positive Psychological Capital Questionnaire, General Health Questionnaire, and Organizational Commitment Scale were used to survey 2048 enterprise employees of a Fortune 500 enterprise in Guangdong Province. Results: (1) There was a significant positive correlation between psychological capital and organizational commitment and thriving at work (r = 0.65, 0.87, p < 0.01), and a significant negative correlation between psychological capital and social dysfunction (r = ？0.444, p < 0.01); there was a significant negative correlation between organizational commitment and social dysfunction (r = ？0.255, p < 0.01), and a significant positive correlation between organizational commitment and thriving at work (r = 0.663, p < 0.01); there was a significant negative correlation between social dysfunction and thriving at work (r = ？0.402, p < 0.01). (2) The direct effect of psychological capital on thriving at work was significant, with an effect value of 0.22; organizational commitment had an indirect effect between psychological capital and thriving at work, with an effect value of 0.034; social dysfunction had an indirect effect between psychological capital and thriving at work, with an effect value of 0.0038. Conclusion: Thriving at work can be improved by enhancing the psychological capital level of enterprise employees, increasing organizational commitment, and reducing adverse social functional behaviors.