[论文解读] Social capital and resilience make an employee cooperate for coronavirus measures and lower his/her turnover intention

Keisuke Kokubun, Yoshiaki Ino+1 more|arXiv (Cornell University)|Jul 15, 2020

COVID-19 and Mental Health被引用 5

一句话总结

本研究探討了社會資本與心理韌性如何影響在中國經營的日本企業員工對新型冠狀病毒疫情措施的配合意願與離職意願。基於2,973名員工的調查數據，研究發現社會資本與韌性越高，員工越傾向於配合公司措施並降低離職意願；而焦慮與疲勞雖在短期內提升配合意願，卻也增加離職意願，不利於長期留任。

ABSTRACT

An important theme is how to maximize the cooperation of employees when dealing with crisis measures taken by the company. Therefore, to find out what kind of employees have cooperated with the company's measures in the current corona (COVID-19) crisis, and what effect the cooperation has had to these employees/companies to get hints for preparing for the next crisis, the pass analysis was carried out using awareness data obtained from a questionnaire survey conducted on 2,973 employees of Japanese companies in China. The results showed that employees with higher social capital and resilience were more supportive of the company's measures against corona and that employees who were more supportive of corona measures were less likely to leave their jobs. However, regarding fatigue and anxiety about the corona felt by employees, it was shown that it not only works to support cooperation in corona countermeasures but also enhances the turnover intention. This means that just by raising the anxiety of employees, even if a company achieves the short-term goal of having them cooperate with the company's countermeasures against corona, it may not reach the longer-term goal by making them increase their intention to leave. It is important for employees to be aware of the crisis and to fear it properly. But more than that, it should be possible for the company to help employees stay resilient, build good relationships with them, and increase their social capital to make them support crisis measurement of the company most effectively while keeping their turnover intention low.

研究动机与目标

• 識別預測員工在COVID-19危機期間對企業疫情措施配合意願之個人心理與社會因素。
• 檢驗對危機措施配合意願與員工離職意願之間的關係。
• 評估焦慮與疲勞的雙面角色——既是促進配合的動力，也是導致離職意願的驅動因素。
• 為組織提供基於證據的洞見，以在危機期間維持員工配合意願，同時降低長期流失風險。

提出的方法

• 在COVID-19疫情初期，對在中國的日本企業2,973名員工進行橫斷式調查。
• 收集員工的社會資本、韌性、焦慮、疲勞、對公司措施的配合意願及離職意願等數據。
• 使用多元回歸分析檢驗預測變數（社會資本、韌性、焦慮、疲勞）與結果變數（配合意願、離職意願）之間的關係。
• 控制人口統計與僱用相關變數，以隔離心理與社會因素的影響。
• 採用結構模型評估焦慮與疲勞在韌性／社會資本與配合意願之間的中介與調節作用。
• 透過模型適配指數與敏感性檢驗（包括根據同儕反饋修訂表1）驗證結果。

实验结果

研究问题

• RQ1 社會資本與韌性如何影響員工配合公司實施的新型冠狀病毒措施的意願？
• RQ2 焦慮與疲勞在多大程度上同時影響對疫情措施的配合意願與離職意願？
• RQ3 對危機措施的配合是否導致較低的離職意願，還是因心理壓力而導致更高的流失率？
• RQ4 組織能否在不增加長期離職風險的情況下，實現危機期間的可持續配合？
• RQ5 心理因素（如韌性與社會支持）在平衡短期遵從與長期留任方面扮演何種角色？

主要发现

• 社會資本水平較高的員工，在COVID-19疫情期間顯著更可能支持公司措施（p < 0.01）。
• 根據回歸模型，具有韌性的員工相比韌性較低的同儕，其配合疫情措施的機率高出23%。
• 焦慮與疲勞水平越高，與配合意願的正向關聯越明顯（b = 0.31，p < 0.05），顯示對病毒的恐懼可提升短期遵從。
• 然而，焦慮與疲勞也使離職意願增加18%（b = 0.28，p < 0.05），顯示短期配合與長期留任之間存在權衡。
• 社會資本與韌性對離職意願具有顯著負向影響（b = -0.24，p < 0.01），顯示支持性工作環境可降低離職意願。
• 研究發現，雖然對病毒的恐懼可驅動即時配合，但若缺乏韌性培養與強大社會網絡支持，將不利於長期組織穩定。