心理与行为研究

心理与行为研究 ›› 2026, Vol. 24 ›› Issue (2): 281-288.DOI: 10.12139/j.1672-0628.2026.02.018

• 应用心理学 • 上一篇    

主管与下属工作−家庭中心一致性对下属工作投入的影响：基于多项式回归与响应面的分析

古美乔1, 王骞*,2(), 郭莎莎3, 邢增华3, 丁桂凤3   

  1. 1. 美国阿克伦大学心理学系，阿克伦 44325
    2. 黄河科技学院商学院，郑州 450063
    3. 河南大学教育学部心理学院，开封 475001
  • 收稿日期:2024-04-19 出版日期:2026-03-20 发布日期:2026-03-20
  • 通讯作者: 王骞
  • 基金资助:
    河南省高等学校哲学社会科学基础研究重大项目(2023-JCZD-19)。

Effect of Supervisor-Employee Similarity in Work-Family Centrality on Work Engagement: Based on the Polynomial Regression and Response Surface Analysis

Meiqiao GU1, Qian WANG*,2(), Shasha GUO3, Zenghua XING3, Guifeng DING3   

  1. 1. Department of Psychology, The University of Akron, Akron 44325, United States of America
    2. Commercial College, Huanghe S & T University, Zhengzhou 450063
    3. Psychology Faculty of Education, Henan University, Kaifeng 475001
  • Received:2024-04-19 Online:2026-03-20 Published:2026-03-20
  • Contact: Qian WANG

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摘要：

移动通信技术的迅猛发展淡化了工作与家庭间的界限，工作连通行为成为员工常见的工作方式，对其工作投入产生重要的影响。本研究依据工作要求−资源模型，基于双元视角，探讨主管与下属在工作−家庭中心性上的一致程度对下属工作投入的影响路径。以129名主管和387名企业下属为对象，进行问卷调查，多项式回归和响应面分析的结果表明：(1)相比于工作−家庭中心性的低−低一致性匹配，高−高一致性匹配情况下，下属更可能通过增加工作连通行为，进而提升工作投入水平；(2)与工作−家庭中心性的高−低匹配相比，低−高匹配情况下下属更可能通过增加工作连通行为，表现出较高水平的工作投入度。本研究突破了以往仅从下属的单一视角分析工作−家庭中心性影响其工作行为的局限性，研究结果有助于全面理解下属工作投入的前因，丰富了工作−家庭中心性的相关理论。

关键词: 工作?家庭中心性, 工作连通行为, 工作投入, 工作要求?资源模型, 多项式回归与响应面分析

Abstract:

The rapid development of mobile communication technology has diluted the boundary between work and home, and work connectivity behavior has become a common way for employees to work, which has an important impact on their work engagement. Previous studies have mainly analyzed the factors affecting work engagement from a single perspective, while the present study explored how similarity between supervisor and employee in work-family centrality impacts employees’ work engagement based on the job demands-resources model. Polynomial regressions and response surface analyses were performed using a sample of 387 subordinates matched with their 129 supervisors. Results revealed that: 1) when both supervisors and employees held high work-low family centrality, employees engaged more in their work via work connectivity behavior; 2) employees who had high work-low family centrality did more engagement in their work through work connectivity behavior despite their supervisors with low work-high family centrality. This study breaks through the limitations of analyzing the influence of work-family centrality on employees’ work behavior from a single perspective, and the research results help to deeply understand the antecedents of employees’ work engagement and enrich the relevant theories of work-family centrality.

Key words: work-family centrality, work connectivity, work engagement, job demands-resources model, polynomial regressions and response surface analyses