国有企业员工核心自我评价对工作投入的影响：工作价值观的调节和中介作用

The Influence of Core Self-Evaluation of SOE Employees on Work Engagement: The Moderating and Mediating Effect of Work Values

摘要: 采用工作投入简化量表(UWES-9)中文版、工作价值观量表中文版、核心自我评价量表(CSES)对427名国有企业员工进行问卷调查。采用SPSS25.0和PROCESSv3.4进行统计分析，统计方法采用共同方法偏差检验、Pearson相关分析、调节效应和中介效应分析，探究工作价值观在国有企业员工核心自我评价与工作投入之间的影响作用。结果表明，核心自我评价与工作价值观、工作投入均正相关(r = 0.462，r = 0.508；均P < 0.001)，工作价值观与工作投入正相关(r = 0.455, P < 0.001)；工作价值观在核心自我评价对工作投入影响中的调节作用显著(β = 0.193, P < 0.040)，随着个体工作价值观水平的提高，核心自我评价对工作投入的预测作用呈逐渐增长趋势；核心自我评价不仅能够直接预测工作投入，而且能够通过工作价值观的中介作用预测工作投入，直接效应和中介效应分别占总效应的71.98%、28.02%。

Abstract: 427 employees of state-owned enterprises were investigated with the simplified work engage-ment scale (UWES-9), the work values scale and the core self-evaluation scale (CSES). SPSS25.0 and PROCESSv3.4 were used for statistical analysis. Common method deviation test, Pearson correlation analysis, regulatory effect and intermediary effect analysis were used to explore the impact of work values on the core self-evaluation and work engagement of state-owned enterprises employees. The results showed that work engagement was positively correlated with core self-evaluation and work values (r = 0.462, r = 0.508; all P < 0.001), and work engagement was positively correlated with work values (r = 0.455, P < 0.001); Work values have a significant moderating effect on the influence of core self-evaluation on work engagement. (β = 0.193, P < 0.040). With the improvement of individual work values, the predictive effect of core self-evaluation on work engagement is gradually increasing; core self-evaluation can not only directly predict work engagement, but also predict work engagement through the intermediary effect of work values. The direct effect and intermediary effect account for 71.98% and 28.02% of the total effect respectively.