当代财经 ›› 2024, Vol. 0 ›› Issue (6): 98-110.

• 企业管理 • 上一篇    下一篇

职场盛名综合症:量表开发与检验

曹元坤1, 张琼1,2, 罗元大1   

  1. 1.江西财经大学 工商管理学院,江西 南昌 330032;
    2.南昌工程学院 工商管理学院,江西 南昌 330099
  • 收稿日期:2023-04-27 修回日期:2023-07-17 出版日期:2024-06-15 发布日期:2024-06-07
  • 通讯作者: 张琼,江西财经大学博士研究生,南昌工程学院讲师,主要从事组织行为与人力资源管理研究,联系方式627283864@qq.com。
  • 作者简介:曹元坤,江西财经大学教授,博士生导师,博士,主要从事组织行为与人力资源管理研究;罗元大,江西财经大学博士研究生,主要从事组织行为与人力资源管理研究。
  • 基金资助:
    国家自然科学基金项目“中国组织情境下员工责任式创新的多层次形成机制研究”(72262018); 国家自然科学基金项目“创客团队如何激发双元即兴行为?——基于团队动力视角的研究”(72172054)

Workplace Prestige Syndrome: Scale Development and Validation

CAO Yuan-kun1, ZHANG Qiong1,2, LUO Yuan-da1   

  1. 1. Jiangxi University of Finance and Economics, Nanchang 330032;
    2. Nanchang Institute of Technology, Nanchang 330099, China
  • Received:2023-04-27 Revised:2023-07-17 Online:2024-06-15 Published:2024-06-07

摘要: 高绩效和高潜力人才对组织的发展至关重要。然而,组织赋予的认可和期望可能使这些人才被盛名所累,从而对组织产生负面影响。因此,职场盛名综合症作为组织面临的“人才诅咒”困境的心理解释机制,具有重要的研究价值和现实意义。已有职场盛名综合症的概念内涵和测量工具研究存在局限,阻碍了相关研究的发展与应用。遵循规范的程序,对职场盛名综合症量表进行开发,得出包括评价盛名难副、成就盛名难副和工作盛名难副三个维度的结构化测量工具。对该量表的预测效度检验表明,职场盛名综合症正向影响情绪耗竭和工作压力。基于上述研究结果,组织应密切关注职场盛名综合症,根据三维度量表评估人才激励措施的有效性,采取改善人际沟通、确保组织公平和提升人才与工作的匹配程度等方式分别有效地应对三种不同的盛名难副。

关键词: 职场盛名综合症, 评价盛名难副, 成就盛名难副, 工作盛名难副, 量表开发

Abstract: Talents with high performance and high potential are crucial to the development of an organization. However, the recognition and expectation given by the organization may make them burdened by reputation and bring negative effects to the organization. Therefore, workplace prestige syndrome has important research value and practical significance as an important psychological explanation mechanism to solve the dilemma of“talent curse”faced by organizations. However, there are some limitations in the existing researches on the conceptual connotation and measurement tools of the workplace prestige syndrome, which hinders the development and application of the related researches. Following the standardized procedures, this paper develops the Workplace Prestige Syndrome Scale and works out a structured measurement tool that includes the three dimensions: evaluating, achieving, and working with the prestige. The predictive validity test of this scale indicates that workplace prestige syndrome has a positive impact on emotional exhaustion and work stress. Based on the above research results, organizations should pay close attention to the workplace prestige syndrome, evaluate the effectiveness of talent incentive measures based on the three-dimensional measurement table, and effectively respond to the three different types of reputation difficulties by improving interpersonal communication, ensuring organizational fairness, and enhancing the matching degree between talents and work.

Key words: workplace prestige syndrome, appraise the prestige, fulfill the prestige, work with the prestige, scale development

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