新生代矿工资质过剩感对安全绩效的影响

姜柯帆; 栗继祖

doi:10.13347/j.cnki.mkaq.2023.09.036

新生代矿工资质过剩感对安全绩效的影响

太原理工大学经济管理学院，山西太原 030024

详细信息

作者简介:
姜柯帆（1997—），男，江苏南通人，硕士研究生，研究方向为组织行为与安全管理。E-mail：1848605563@qq.com

中图分类号: TD79⁺1
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出版历程
- 收稿日期: 2022-11-03
- 网络出版日期: 2023-09-24
- 刊出日期: 2023-09-24

Influence of perceived overqualification of new generation of miners on safety performance

College of Economics and Management, Taiyuan University of Technology, Taiyuan 030024, China

摘要

摘要:
为探究新生代矿工资质过剩感对安全绩效的影响机制，提高新生代矿工的安全绩效水平；基于相对剥削理论、自我验证理论和社会交换理论，构建新生代矿工资质过剩感、组织自尊、心理权利、个性化契约和安全绩效的关系假设模型；通过来自山西省3家国有煤矿企业的401份有效样本数据，采用层次线性回归和Bootstrap等方法来验证假设模型。结果表明：新生代矿工资质过剩感对安全绩效有显著负向影响；组织自尊和心理权利均在资质过剩感与安全绩效的负向关系之间起着中介作用；资质过剩感对安全绩效的直接作用以及组织自尊和心理权利在两者关系中的中介作用均会受到个性化契约的调节。
- 新生代矿工 /
- 资质过剩感 /
- 安全绩效 /
- 组织自尊 /
- 心理权利 /
- 个性化契约
Abstract:
In order to explore the influence mechanism of the perceived overqualification of the new generation of miners on safety performance and improve the safety performance level of the new generation of miners, based on the theory of relative exploitation, self-verification theory and social exchange theory, we construct a hypothetical model of the relationship between perceived overqualification, organization-based self-esteem, psychological rights, idiosyncratic deals and safety performance of the new generation of miners. Based on 401 valid sample data from three state-owned coal mining enterprises in Shanxi Province, the hypothetical model was verified by hierarchical linear regression, Bootstrap and other methods. The results show that perceived overqualification of the new generation of miners has a significant negative impact on safety performance. Both organization-based self-esteem and psychological rights play a mediating role between perceived overqualification and safety performance. The direct effect of perceived overqualification on safety performance and the mediating role of organization-based self-esteem and psychological rights in the relationship between the two are regulated by idiosyncratic deals.
- new generation miners /
- perceived overqualification /
- safety performance /
- organization-based self-esteem /
- psychological rights /
- idiosyncratic deals

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图 1 资质过剩感对安全绩效影响的理论模型

Figure 1. Theoretical model of influence of perceived overqualification on miners safety performance

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图 2 个性化契约对组织自尊和心理权利中介效应的调节

Figure 2. Regulation of idiosyncratic deals on organization-based self-esteem and psychological rights

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表 1 样本统计学数据

Table 1 Samples statistical data

变量	项目	份数	比例/%
年龄	21~38岁	315	78.55
年龄	38岁以上	87	21.45
学历	专科及以上	296	73.82
学历	专科以下	105	26.18
工作年限	<10 a	289	72.07
工作年限	≥10 a	112	27.93
类别	新生代矿工	263	65.59
类别	老一代矿工	138	34.41

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表 2 描述性及相关性分析结果

Table 2 Results of descriptive and correlation analysis

变量	M	SD	PO	OSE	PE	ID	SP
PO	3.71	1.26	1.00	—	—	—	—
OSE	3.23	1.11	−0.68^**	1.00	—	—	—
PE	3.70	1.34	0.69^**	−0.66^**	1.00	—	—
ID	3.60	1.32	−0.57^**	0.69^**	−0.71^**	1.00	—
SP	3.62	1.32	−0.56^**	0.68^**	−0.64^**	0.73^**	1.00
注：^*为P<0.001；^为P<0.01；^*为P<0.05。

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表 3 直接效应检验结果

Table 3 Test results of direct effects

路径	标准化路径系数
PO→SP	−0.693^**
PO→OSE	−0.722^**
PO→PE	0.725^**
OSE→SP	0.674^**
PE→SP	−0.699^**
注：^**为P<0.01。

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表 4 中介效应检验结果

Table 4 Test results of mediating effects

路径	效应类型	效应值	效应占比/%	标准误差	95%置信区间
	总效应	0.600		0.063	[0.476,0.724]
PO→OSE→SP	直接效应	0.372		0.086	[0.204,0.540]
	中介效应	0.228	37.964	0.052	[0.127,0.400]
	总效应	0.600		0.063	[0.476,0.724]
PO→PE→SP	直接效应	0.339		0.085	[0.173,0.504]
	中介效应	0.261	43.575	0.050	[0.162,0.436]

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表 5 调节效应检验结果

Table 5 Test results of moderating effects

变量	模型1		模型2		模型3
变量	$ \boldsymbol{B} $	$ \boldsymbol{t} $检验	$ \boldsymbol{B} $	$ \boldsymbol{t} $检验	$ \boldsymbol{B} $	$ \boldsymbol{t} $检验
年龄	0.221	2.136^*	0.070	0.619	0.066	0.598
学历	0.098	1.008	0.098	1.050	0.066	0.708
工作年限	−0.030	−0.370	−0.005	−0.061	−0.045	−0.571
资质过剩感	−0.463	−5.567^**	−0.357	−4.052^**	−0.306	−3.430^**
个性化契约	—	—	0.281	2.867^**	0.221	2.209^*
资质过剩感×个性化契约	—	—	—	—	−0.144	−2.236^*
判定系数$ {\boldsymbol{R}}^{2} $	0.515	—	0.554	—	0.576	—
方差检验量$ \boldsymbol{F} $	25.172^***	—	23.312^***	—	21.087^***	—
变化量$ \boldsymbol{\Delta }{\boldsymbol{R}}^{2} $	0.515	—	0.039	—	0.023	—
注：B为非标准化回归系数；^*为P<0.001；^为P<0.01；^*为P<0.05。

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表 6 被调节的中介效应检验

Table 6 Moderated mediating effect tests

中介效应	调节变量	效应值	标准误差	95%置信区间
	低水平	0.019	0.021	[−0.041,0.128]
组织自尊	平均值	0.153	0.032	[0.074,0.187]
	高水平	0.186	0.029	[0.092,0.215]
	低水平	−0.076	0.049	[−0.084,0.185]
心理权利	平均值	−0.138	0.069	[−0.173, −0.062]
	高水平	−0.162	0.058	[−0.236, −0.124]

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