自我损耗对工作场所安全绩效的影响及缓解途径

To maintain workplace safety, it is important to improve employees’ safety behavior at work. However, the depletion of limited self-control resources may result in a lack of self-control capacity, thus inducing workplace unsafety behavior. Based on Ego Depletion Model, the purpose of the current studies were to explore the resources of ego depletion in high risk industries, the negative effect of ego depletion on safety behavior, and the countermeasures of ego depletion. Specifically, the current studies will explore the ways in which self-controls job demands and abusive supervision negatively influence employees’ safety behavior through depleting their limited self-control resources, respectively; and the two possible countermeasures that may overcome the negative effect of depletion resources on ego depletion and that of ego depletion on safety behaviors, by examining the moderating effect of trait self-control ability and automatic approach behavioral tendency twards safety, respectively. In addition, the current research use heart rate variability (HRV) as the implicit biological index of self-control ability and ego depletion, and explore the changes of HRV during self-control depletion process. Flied study, experimental study as well as implicit biological measures will be used to study on the research questions above. The results can help to understand why unsafety behavior occur at workplace through a limited self-control recourse perspective, and providing insight on novel safety behavior improve intervention programs focused on self-control and automatic behavioral tendency training.

员工的安全行为是保障工作场所健康和安全的关键因素，而自我控制资源损耗导致自我控制能力下降可能会对工作场所安全产生负面影响。本项目拟借鉴自我损耗模型，结合行为指标和内隐生物指标，探索工作场所中造成员工自我损耗的因素，自我损耗对安全绩效的影响和机制，以及自我损耗的缓解途径。具体来讲，本项目拟探讨工作要求和辱虐管理通过损耗个体的自我控制资源对安全行为造成的负面影响，并拟从特质我控制和自动化安全倾向两个角度探索自我损耗的缓解因素和如何在自我损耗状态下维持高水平的安全绩效。此外，本项目拟采用心率变异性作为自我控制能力和自我损耗的内隐生物测量，探讨心率变异性对安全行为的影响。研究拟结合现场研究、实验研究和内隐生理指标测量的方法探讨上述内容。研究将有助于从自我控制资源消耗的角度理解员工不安全行为发生的影响因素、机制和缓解方法。

为了促进工作场所安全，高风险企业通过一系列组织控制对员工的安全行为进行规范使之更符合企业的安全目标。其中，安全行为的自我控制是员工为了达成安全目标，对不安全反应倾向的抑制和对安全反应倾向的主动激发。而自我控制资源损耗导致的自我控制能力下降可能对工作场所安全产生负面影响。本项目借鉴自我损耗模型，结合行为指标和电生理指标，提出了安全行为的自我控制资源模型，探索了工作场所中造成员工自我损耗的因素，自我损耗对安全绩效影响的心理和生理机制，以及自我损耗的缓解途径。具体来说，项目通过两个高风险企业现场研究和两个实验室模拟研究发现：1) 工作中的自我控制要求和辱虐管理通过损耗个体的自我控制资源降低员工安全行为；2) 特质自我控制能够缓解工作要求和辱虐管理对自我损耗的影响；3)自动化安全倾向和安全示范性规范能够缓解自我损耗对安全绩效的负面效应；4) 心率变异性作为自我控制能力和自我损耗的电生理测量，对安全绩效具有独特的预测作用。本项目拓展了现有的安全绩效理论，为高风险企业从自我控制资源消耗的角度理解员工不安全行为发生的原因、机制和缓解方法提供了支持。

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