组织伦理氛围对煤矿工人安全绩效的影响研究

doi:10.16265/j.cnki.issn1003-3033.2024.11.1881

摘要/Abstract

摘要：

为探析组织伦理氛围(关怀型、规则型和自利型)对煤矿工人安全绩效的影响,构建包含积极情绪和角色宽度自我效能的链式中介模型,运用问卷调查法获取辽宁省、河南省和山东省3家大型煤矿企业的432名一线男性煤矿工人的调查数据,将积极情绪、角色宽度自我效能共同作为中介变量,以安全绩效为因变量,构建结构方程模型;采用Bootstrap方法检验中介效应,利用路径分析和中介效应检验方法对调查数据进行实证分析。研究结果表明:中介作用影响安全绩效,关怀型氛围通过增强积极情绪和角色宽度自我效能间接提升安全绩效,规则型氛围主要通过角色宽度自我效能影响安全绩效,自利型氛围则产生负向效应;通过培养关怀型和规则型伦理氛围,并提升员工的积极情绪和角色宽度自我效能,能够显著提高煤矿工人的安全绩效。

关键词: 组织伦理氛围, 煤矿工人, 安全绩效, 中介作用, 积极情绪, 角色宽度自我效能

Abstract:

In order to explore the effects of organizational ethical climate (specifically, caring, rule-based and self-interested climates) on coal miners' safety performance, a chained mediation model containing positive emotions and role-width self-efficacy was constructed. Firstly, a questionnaires survey method was used to gather data from 432 front-line male coal miners across three large-scale coal mining enterprises located in Liaoning, Henan, and Shandong Provinces. Secondly, with positive emotions and role-width self-efficacy as joint mediating variables, and safety performance as the dependent variable, a structural equation model was constructed. And the mediating effect was tested using the Bootstrap method. Finally, the survey data were empirically analyzed using path analysis and mediation effects testing methods. The results show that the mediating effects influence safety performance. Specifically, the caring climate indirectly enhances safety performance through enhancing positive emotions and role-width self-efficacy. the rule-based climate mainly affects safety performance through role-width self-efficacy, whereas the self-interested climate exerts a negative effect. Notably, fostering a caring and rule-based ethical climate, along with enhancing employees' positive emotions and role-width self-efficacy, can significantly improve coal miners' safety performance.

Key words: organizational ethical climate, coal miner, safety performance, mediating effect, positive emotions, role breadth self-efficacy

中图分类号:

X915.2安全社会学

王世明, 李怡霏, 郭灏男, 罗金宝. 组织伦理氛围对煤矿工人安全绩效的影响研究[J]. 中国安全科学学报, 2024, 34(11): 35-42.

WANG Shiming, LI Yifei, GUO Haonan, LUO Jinbao. Research on influence of organizational ethical climwate on coal miners' safety performance[J]. China Safety Science Journal, 2024, 34(11): 35-42.

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量表名称	维度	题项	计分结果	Cronbach's α	χ²/df	CFI	RMSEA
组织伦理氛围量表^[10]	关怀导向	“在煤矿中我通常把个人利益看的很重”等15个题项	得分越高,越符合情况	0.86	2.42	0.92	0.05
	规则导向
	自利导向
积极情绪量表^[25]	—	“工作中我充满热情”等5个题项	得分越高,积极情绪越高昂	0.85	2.51	0.94	0.04
角色宽度自我效能量表^[26]	—	“我能对煤矿长远面临的长远问题作出考量并提出意见”等7个题项	得分越高,角色宽度自我效能感越强	0.87	2.37	0.96	0.04
安全绩效量表^[27]	安全遵守行为	“在作业现场我会主动纠正工友的错误操作和想法”等12个题项	得分越高,安全绩效越高	0.93	2.32	0.95	0.05
	安全参与行为
	安全结果

变量	M	SD	1关怀型伦理氛围	2规则型伦理氛围	3自利型伦理氛围	4积极情绪	5角色宽度自我效能	6安全绩效
1关怀型伦理氛围	3.72	0.79	1	—	—	—	—	—
2规则型伦理氛围	3.69	0.66	0.158	1	—	—	—	—
3自利型伦理氛围	3.08	0.92	-0.279^**	-0.337^**	1	—	—	—
4积极情绪	3.77	0.85	0.425^**	0.396^**	-0.386^**	1	—	—
5角色宽度自我效能	3.64	0.66	0.456^**	0.439^**	-0.467^**	0.384^**	1	—
6安全绩效	3.86	0.89	0.489^**	0.397^**	-0.388^**	0.295^**	0.336^**	1

模型	效应类型	效应量	SE	置信区间	效应占比/%
关怀型伦理氛围—安全绩效	总间接效应	0.30	0.04	[0. 23,0. 38]	41.67
	路径1:关怀型伦理氛围→积极情绪→安全绩效	0.12	0.03	[0. 05,0. 19]	16.67
	路径2:关怀型伦理氛围→角色宽度自我效能→安全绩效	0.12	0.03	[0. 06,0. 17]	16.67
	路径3:关怀型伦理氛围→积极情绪→角色宽度自我效能→安全绩效	0.06	0.01	[0. 04,0. 07]	8.33
规则型伦理氛围—安全绩效	总间接效应	0.17	0.04	[0. 23,0. 42]	29.31
	路径1:规则型伦理氛围→积极情绪→安全绩效	0.02	0.01	[-0. 02,0. 05]	3.45
	路径2:规则型伦理氛围→角色宽度自我效能→安全绩效	0.14	0.03	[0. 06,0. 17]	24.14
	路径3:规则型伦理氛围→积极情绪→角色宽度自我效能→安全绩效	0.01	0.01	[-0. 03,0. 04]	1.72
规则型伦理氛围—安全绩效	总间接效应	0.17	0.04	[0. 23,0. 42]	29.31
	路径1:规则型伦理氛围→积极情绪→安全绩效	0.02	0.01	[-0. 02,0. 05]	3.45
	路径2:规则型伦理氛围→角色宽度自我效能→安全绩效	0.14	0.03	[0. 06,0. 17]	24.14
	路径3:规则型伦理氛围→积极情绪→角色宽度自我效能→安全绩效	0.01	0.01	[-0. 03,0. 04]	1.72