组织支持感对矿工不安全行为影响的链式中介机制

doi:10.16265/j.cnki.issn1003-3033.2025.07.1766

摘要/Abstract

摘要： 为预防和管控矿工不安全行为,明晰组织支持感对矿工不安全行为的作用机制,引入情绪调节自我效能感和工作倦怠作为中介变量构建链式中介模型;采用组织支持感量表、情绪调节自我效能感量表、工作倦怠量表和不安全行为量表制成结构化问卷,并基于245位一线矿工样本数据进行量化实证研究;运用半结构式访谈深入探究矿工对于四者关系的观点。结果表明:组织支持感显著负向影响矿工不安全行为;情绪调节自我效能感和工作倦怠分别在组织支持感与矿工不安全行为之间发挥部分中介效应,且情绪调节自我效能感显著负向影响工作倦怠,二者在组织支持感与矿工不安全行为之间发挥链式中介效应。

关键词: 组织支持感, 不安全行为, 链式中介, 情绪调节自我效能感, 工作倦怠

Abstract:

In order to clarify the mechanism of perceived organizational support on miners' unsafe behaviors, a chain mediation model was constructed by introducing regulatory emotional self-efficacy and job burnout as mediating variables. A structured questionnaire was developed utilizing the Perceived Organizational Support Scale, the Regulatory Emotional Self-Efficacy Scale, the Job Burnout Scale, and the Unsafe Behaviors Scale, and a quantitative empirical study was conducted based on the sample data of 245 front-line miners. Semi-structured interviews were conducted to deepen understanding of miners' perspectives on these relationships. The results indicated that perceived organizational support significantly and negatively influenced miners' unsafe behaviors; regulatory emotional self-efficacy and job burnout exerted partial mediating effects between perceived organizational support and miners' unsafe behaviors, and regulatory emotional self-efficacy significantly and negatively impacted job burnout, with both variables exhibited chain mediation effects between perceived organizational support and miners' unsafe behaviors.

Key words: perceived organizational support, unsafe behaviors, chain mediation, regulatory emotional self-efficacy, job burnout

中图分类号:

X936

刘艺, 张金锁, 贺琦, 蔡林美. 组织支持感对矿工不安全行为影响的链式中介机制[J]. 中国安全科学学报, 2025, 35(7): 22-30.

LIU Yi, ZHANG Jinsuo, HE Qi, CAI Linmei. Chain intermediary mechanism of perceived organizational support on miners' unsafe behavior[J]. China Safety Science Journal, 2025, 35(7): 22-30.

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量表名称	维度	题项	计分方法(Likert 5点计分)	计分结果	Cronbach's α
组织支持感量表^[23]	工作支持、员工价值认同和关心利益	8个(工作支持2个、员工价值认同3个和关心利益3个)	1~5表示从“非常不同意”到“非常同意”,5个正向计分,3个反向计分	得分越高则组织支持感越强	0.868
情绪调节自我效能感量表^[24]	抒发积极情绪效能感、缓解沮丧/痛苦情绪效能感和控制生气/易怒情绪效能感	12个(3个维度各4个)	1~5表示从“能力很差”到“能力很强”,全部正向计分	得分越高则情绪调节自我效能感越强	0.916
工作倦怠量表^[25]	情绪耗竭、疏离工作和成就感低	15个(情绪耗竭5个、疏离工作4个和成就感低6个)	1~5表示从“很不符合”到“很符合”,9个正向计分,6个反向计分	得分越高则工作倦怠程度越强	0.937
不安全行为量表^[26]	不服从安全行为和不参与安全行为	9个(不服从安全行为4个和不参与安全行为5个)	1~5表示从“非常不同意”到“非常同意”,全部正向计分	得分越高则矿工不安全行为发生频次越高	0.877

模型	因子	χ²/df	CFI	TLI	RMSEA
四因子模型	POS,RES,JB,UB	1.294	0.990	0.985	0.030
三因子模型	POS,RES,JB+UB	2.348	0.949	0.932	0.065
二因子模型	POS+RES,JB+UB	6.185	0.796	0.739	0.128
单因子模型	POS+RES+JB+UB	9.168	0.671	0.588	0.160

变量	M	SD	1	2	3	4
1组织支持感	3.51	0.84	1.000	—	—	—
2情绪调节自我效能感	3.66	1.02	0.357^**	1.000	—	—
3工作倦怠	2.29	0.94	-0.355^**	-0.309^**	1.000	—
4不安全行为	2.22	0.98	-0.384^**	-0.358^**	0.504^**	1.000

模型	χ²/df	SRMR	RMSEA	NNFI	CFI
预设模型	1.294	0.032	0.030	0.957	0.990
完全中介模型	2.249	0.085	0.063	0.920	0.953
部分中介模型Ⅰ	1.835	0.062	0.051	0.936	0.969
部分中介模型Ⅱ	1.393	0.037	0.035	0.953	0.986
部分中介模型Ⅲ	1.805	0.064	0.050	0.939	0.971

路径	效应值	95%置信区间		效果量/%
路径	效应值	Boot CI下限	Boot CI上限	效果量/%
POS→RES→UB	-0.056 4	-0.105 5	-0.019 5	16.13
POS→JB→UB	-0.098 3	-0.158 6	-0.050	28.11
POS→RES→JB→UB	-0.026 2	-0.051 5	-0.008 2	7.49
总间接效应	-0.180 8	-0.260 6	-0.110 1	51.73
直接效应	-0.168 9	-0.261 2	-0.261 2	48.27
总效应	-0.349 7	—	—	100