当前，我国的煤矿安全形势依然十分严峻，确保煤矿生产安全一直是安全管理的重中之重。煤矿安全管理的主要目标是提高企业安全绩效，但安全事故的发生导致煤矿企业的安全水平下降。海因里希通过研究发现，安全事故中仅有不到20%是由机器设备引起的，其余均是人因失误造成的。在煤矿企业中，矿工作为一线员工，其行为状态是影响煤矿生产安全的决定性因素。工作投入作为一种积极的行为状态，是员工将自我角色与工作相结合的行为表征。矿工的工作投入程度，会影响他们的行为，进而影响煤矿企业的安全绩效。目前，国内对矿工工作投入、不安全行为、安全绩效之间关系的研究尚少，为了明确矿工工作投入对安全绩效的影响机理，本文运用心理学和管理学的相关理论，从矿工个体的角度出发，根据矿工行为状态程度，探究提升煤矿企业安全绩效的有效途径。

     本文首先通过文献综述对工作投入、不安全行为、员工依恋、安全绩效的概念以及测量维度进行梳理，确定变量的测量维度。再者基于态度行为理论、绩效考核理论、依恋理论和事故致因理论，将矿工工作投入作为前因变量，不安全行为作为中介变量，员工依恋作为调节变量，提出研究假设，构建矿工工作投入对安全绩效影响的理论模型。最后借鉴国内外成熟量表编制测量问卷，通过问卷调查法收集数据，进行预调研，测量初始量表的信效度，修正形成正式问卷。对陕西省、山西省两个省份的煤矿工人发放正式问卷，使用SPSS24.0和AMOS22.0软件进行数据分析。通过层次回归分析和Bootstrap法验证矿工工作投入对安全绩效的直接影响效应以及不安全行为的中介效应和员工依恋的调节效应。研究结果表明，矿工工作投入正向影响安全绩效；不安全行为在工作投入对安全绩效的正向影响中发挥中介作用；矿工的员工依恋情感调节了不安全行为与安全绩效之间的负向关系以及工作投入通过不安全行为对安全绩效的影响，即员工的依恋程度越高，不安全行为的负面影响就越小；相反，则负面影响越大；与此同时，员工的依恋程度越高，工作投入通过不安全行为和安全绩效之间的间接关系就越弱；相反，这种间接关系越强。

    本文在工作投入背景下扩展了对煤矿企业安全绩效的理解，有效整合了不安全行为和员工依恋在“工作投入—安全绩效”这一影响过程中的作用，厘清了煤矿工人工作投入、不安全行为和员工依恋对安全绩效的影响关系，为高强度工作环境下，依靠矿工个体因素（工作投入、不安全行为和员工依恋）干预来提高煤矿企业安全绩效提供了理论支撑和策略指导，有助于提升煤矿企业安全管理能力。

    At present, China's coal mine safety situation is still very severe. Ensuring coal mine production safety has always been the top priority of safety management.The main goal of coal mine safety management is to improve the safety performance of enterprises, but the occurrence of safety accidents leads to the decline of the safety level of coal mine enterprises. Heinrich found through research that less than 20% of safety accidents are caused by machinery and equipment, and the rest are caused by human errors. In coal mining enterprises, miners, as front-line employees, their behavior is the decisive factor affecting coal mine production safety. As a positive behavior state, work engagement is the behavior representation of employees combining their own role with work. The degree of miners' work involvement will affect their behavior, and then affect the safety performance of coal mining enterprises. At present, there is little research on the relationship between miners' work engagement, unsafe behavior and safety performance in China. In order to clarify the impact mechanism of miners' work engagement on safety performance, this paper uses the relevant theories of psychology and management to explore the effective ways to improve the safety performance of coal mining enterprises from the perspective of individual miners and according to the degree of mining behavior.

   Firstly, this study combs the concepts and measurement dimensions of work engagement, unsafe behavior, employee attachment and safety performance through literature review, and determines the measurement dimensions of variables. Furthermore, based on attitude behavior theory, accident cause theory, attachment theory and performance appraisal theory, taking miners' work engagement as antecedent variable, unsafe behavior as intermediary variable and employee attachment as regulatory variable, this paper puts forward research hypotheses and constructs a theoretical model of the impact of miners' work engagement on safety performance. Finally, draw lessons from the maturity scale at home and abroad to prepare the measurement questionnaire, collect data through the questionnaire survey method, conduct pre survey, measure the reliability and validity of the initial scale, and modify it to form a formal questionnaire. A formal questionnaire was issued to coal miners in Shaanxi and Shanxi provinces, using SPSS24.0 and AMOS22.0 software for data analysis. Hierarchical regression analysis and Bootstrap method were used to verify the direct impact effect of miners' work engagement on safety performance,the intermediary effect of unsafe behavior and the regulatory effect of employee attachment. The results show that miners' work engagement has a positive impact on safety performance;Unsafe behavior plays a mediating role in the positive impact of work engagement on safety performance; Miners' employee attachment complex regulates the negative relationship between unsafe behavior and safety performance, and the impact of work engagement on safety performance through unsafe behavior, that is, the higher the degree of employee attachment, the smaller the negative impact of unsafe behavior; On the contrary, the greater the negative impact; At the same time, the higher the degree of attachment, the weaker the indirect relationship between work engagement and safety performance through unsafe behavior; On the contrary, the stronger the indirect relationship.

   In the context of work engagement,this paper expands the understanding of safety performance of coal mining enterprises, effectively integrates the role of unsafe behavior and employee attachment in the process of "work engagement-safety performance", and clarifies the relationship between work engagement, unsafe behavior and employee attachment of coal miners on safety performance, which is a high-intensity work environment, The intervention of miners' individual factors (work engagement, unsafe behavior and employee attachment) to improve the safety performance of coal mining enterprises provides theoretical support and strategic guidance, and helps to improve the safety management ability of coal mining enterprises.

[1]叶新凤,李新春,王智宁.安全氛围对员工安全行为的影响—心理资本中介作用的实证研究[J].软科学,2014,28(1):86-90.

[2]李琰,张燕.矿工工作压力对心理社会安全行为的影响机理及实证研究[J].中国安全生产科学技术,2019,15(03):135-140.

[3]胡少楠,王詠.工作投入的概念、测量、前因与后效[J].心理科学进展,2014,22(12):1975-1984.

[4]高丽娟,黄飞兰,吴小霞,廖凤芹,谌祥兵.情绪行为问题青少年依恋关系和应对方式特点及关系[J]..心理月刊,2021,16(16):12-18.

[5]韩香钰,刘珉川.组织管理中员工依恋关系产生因素及对策建议[J].人才资源开发,2021(19):79-80.

[6]陈玉玲,陈维政,胡冬梅.组织依恋在组织投入与工作绩效之间的跨层次中介效应[J].企业经济,2020(2):114-122.

[7]Kahn W A. Psychological conditions of personal engagement and disengagement at work.[J].Academy of Management Journal,1990,33(4):692-724.

[8]Paullay,Irina M. and Alliger,George M. and Stone-Romero,Eugene F.Construct validation of two instruments designed to measure job involvement and work centrality.[J].Journal of Applied Psychology,1994,79(2):224-228.

[9]Maslach,C., Leiter,M. P.The truth about burnout:How organizations cause personal stress and what to do about it[M].USA:Jossey-Bass Publishers,1997:8-31.

[10]Schaufeli W B,Salanova M,González-Romá V,et al.The Measurement of Engagement and Burnout:A Two Sample Confirmatory Factor Analytic Approach[J].Journal of Happiness Studies,2002,3(1):71-92.

[11]毕向阳,马明洁,晋军.国有企业青年员工的工作投入及其影响因素[J].青年研究,2021(6):48-58.

[12]葛霄,赵鑫,陈雄鹰.AI时代下新生代员工心理资本与工作投入的关系[J].企业科技与发展,2021(9):120-122.

[13]Yeh Chien Mu.The relationship between free time activities,emotional intelligence and job involvement of frontline hotel employees[J].The International Journal of Human Resource Management,2021,32(4):767-788.

[14]任晓玲,严仲连.社会支持对幼儿园教师课程能力的影响：工作投入的中介作用[J].中国成人教育,2022(1):66-71.

[15]杨宝琰,苏少青.家庭角色认同与工作投入的关系：有调节的中介模型[J].中国临床心理学杂志,2022,30(1):134-138.

[16]Kulikowski Konrad.One,two or three dimensions of work engagement?Testing the factorial validity of the Utrecht Work Engagement Scale on a sample of Polish employees[J].International journal of occupational safety and ergonomics:JOSE,2017,25(2):1-9.

[17]Schaufeli,Wilmar B,and A.B.Bakker.UWES Utrecht Work Engagement Scale Preliminarty Manual[J].Department of Psychology,2003,25(3):293-315.

[18]张轶文,甘怡群.中文版Utrecht工作投入量表（UWES）的信效度检验[J].中国临床心理学杂志,2005(3):268-281.

[19]Schaufeli W .B ,Bakker A B,Salanova M.The measurement of work engagement witha short questionnaire:A cross-national study[J].Educational and Psychological Measurement,2006,66(4):701–716.

[20]丁路,闫琪,李榕.医务人员职业倦怠及工作投入情况分析[J].新疆医科大学学报,2018,41(12):1558-1562.

[21]Cristina Serrano et al.Psychometric Properties of Spanish Version Student Utrecht Work Engagement Scale (UWES-S-9) in High-school Students[J].The Spanish Journal of Psychology,2019,22(7):21-23.

[22]郭立君,吕永卫.工作家庭冲突对矿工不安全行为的影响研究[J].中国煤炭,2022,48(1):33-38.

[23]何小璐,樊雨桐,白杨,刘靖,陈斌斌.思想政治教育与医务人员职业素养和工作投入度的关系研究[J].中华医学教育杂志,2022,42(2):132-136.

[24]吕小康,姜鹤,褚伟可,赵礼.医护合作对工作投入的影响：风险感知与职业认同的链式中介作用[J].心理科学,2020(4):937-942.

[25]王颖,张玮楠.公立医院医生的职业使命感对工作投入度的影响研究[J].科研管理,2020(2):230-238.

[26]黄庆,蒋昀洁,蒋春燕.被妒忌员工的情绪反应与工作投入——情绪认知评价视角[J].软科学,2019,33(3):133-136.

[27]吴士健,刘国欣,聂国栋.企业社交媒体常载与过载使用对员工工作绩效的影响[J].软科学,2020,34(7):108-113.

[28]时勘,崔有波,万金,王昆.集体主义氛围感知对工作投入影响——组织认同的中介作用[J].现代管理科学,2015,5(9):6-8.

[29]王俊,刘玮楚,米洁.重庆市抗击新型冠状病毒肺炎一线护士组织支持感、心理资本与工作投入现状及其相关性研究[J].护理研究,2020,34(17):3068-3073.

[30]王美竹,卜秀梅,符宁宁.组织支持感视域下影响护士工作投入的研究现状[J].全科护理,2022,20(8):1048-1050.

[31]Airila Auli et al.Is work engagement related to work ability beyond working conditions and lifestyle factors?[J].International archives of occupational and environmental health,2012,85(8):915-925.

[32]Johannes J.de Waal and Jaco Pienaar.Towards understanding causality between work engagement and psychological capital[J].SA Journal of Industrial Psychology,2013,39(2):1-10.

[33]王彦峰,秦金亮.工作投入对幼儿园教师工作态度和心理健康的影响[J].学前教育研究,2015(2):56-63.

[34]杨坚,吴悦,张研.医护人员工作投入、工作倦怠对离职倾向与任务绩效的预测[J].中国卫生事业管理,2017,34(1):60-64.

[35]REASON J.Driving errors,driving violations and accident involvement[J].Ergonomics,1995,38(5):1036-1048.

[36]青岛贤司.事故预防心理学[M].上海:上海交通大学出版社,1993:23.

[37]陈沅江,洪涛,张羚.矿井作业人员不安全行为发生机理研究[J].煤矿安全,2016,47(11):238-240.

[38]张景钢,王胜男,杨泽灏,杜庆杰,潘越阳,项小娟.基于布拉德利曲线与BBS干预的煤矿工人不安全行为分析[J].煤矿安全,2019,50(10):243-247.

[39]Seo D C.An explicative model of unsafe work behavior[J].Safety Science,2005,43(3):187-211.

[40]Verschuur W,Hurts K.Modeling safe and unsafe driving behaviour[J].Accident Analysis & Prevention,2008,40(2):644-656.

[41]陈静.基于心理测量的矿工不安全行为影响因素系统研究[J].现代矿业,2018,34(9):213-217.

[42]续婷妮,栗继祖.矿工职业倦怠与安全绩效的影响机理模型[J].矿业安全与环保,2018,45(6):112-116.

[43]曹璐璐,刘艳.有限空间作业人员不安全心理及行为量表研究[J].中国安全科学学报,2020,30(11):37-42.

[44]刘裕伟.员工不安全行为对企业本质安全的影响探析[J].商场现代化,2014(7):120-121.

[45]Naiem M. Furqaan and Darwis A.Muflihah and Maksun Sholihin Shiddiq.Projection of the occurrence of work accidents based on unsafe act and work units[J].Enfermeria Clinica,2021,31(5):788-792.

[46]高瑞霞.煤矿火灾险兆事件作用机制——中介效应分析[J].工业安全与环保,2016,42(8):1-10.

[47]张叶馨.基于SEM矿工组织支持感与不安全行为关系研究[J].煤矿安全,2017,48(8):238-241.

[48]张倩,李恩平.组织公平对矿工不安全行为的影响机制[J].煤矿安全,2019,50(11):244-248.

[49]李乃文,刘孟潇,牛莉霞.矿工工作压力、心智游移与不安全行为的关系[J].中国安全生产科学技术,2018,14(10):170-174.

[50]Yu,Li.Psychosocial safety climate and unsafe behavior among miners in China: the mediating role of work stress and job burnout[J].Psychology,Health & Medicine,2020,25(7):793-801.

[51]郭焘,王祥尧,邱思然.矿工心理健康风险及不安全行为：基于文化圈层理论的量化研究[J].中国安全科学学报,2021,31(1):129-135.

[52]张江石,吴悠,郭金山,鞠春雷,郝雅琦.煤矿环境对矿工个体行为的影响机制研究[J].安全与环境学报,2020,20(4):1-8.

[53]安宇,王袆,李子琪等.基于TPB的矿工不安全行为形成机制[J].中国安全科学学报,2020,30(10):20-26.

[54]葛晨迎,张树川,杨文旺.基于关联规则的煤矿机电运输事故不安全行为分析[J].安全,2022,43(1):31-35.

[55]Bowlby J.The making and breaking of affectional bonds.II.Some principles of psychotherapy.The fiftieth Maudsley Lecture.[J].The British journal of psychiatry:the journal of mental science,1977,130(3):421-431.

[56]Keller Heidi.Universality claim of attachment theory:Children's socioemotional development across cultures.[J].Proceedings of the National Academy of Sciences of the United States of America,2018,115(45):114-119.

[57]Judith Kay Nelson.Mario Mikulincer,Phillip R. Shaver:Attachment in Adulthood:Structure,Dynamics and Change[J].Clinical Social Work Journal,2009,37(2):179-180.

[58]王小金,湛莲香,孙浩,董婉婉.员工依恋风格对间接不安全行为的影响[J].安全,2021,42(6):70-73.

[59]朱迪,傅强.员工依恋风格、社会认同与建言行为：辱虐管理之有调节的中介[J].苏州大学学报,2016,37(5):112-120.

[60]李同归,加藤和生.成人依恋的测量：亲密关系经历量表（ECR）中文版[J].心理学报,2006(3):399-406.

[61]赵简,孙健敏.亲密关系经历量表测评员工依恋风格的效度和信度[J].中国心理卫生杂志,2014,28(7):525-529.

[62]王斐,苗冬青,许燕.成人依恋内部工作模型问卷编制和信效度初探[J].中国临床心理学杂志,2016,24(2):229-234.

[63]Teixeira Rachel Coelho Ripardo,Ferreira José Henrique Benedetti Piccoli,Howat Rodrigues Anna Beatriz Carnielli.Collins and Read Revised Adult Attachment Scale (RAAS) validity evidences[J].Psico,2019,50(2):295-297.

[64]杜江红,王华昕,李永鑫.成人依恋量表AAS在中国大学生样本中的修订[J].湖州师范学院学报,2015,37(1),63-69.

[65]Frazier,M L,Gooty J,Little,L.M.,& Nelson,D.L.Employee attachment:Implications forsupervisor trustworthiness and trust[J].Journal of Business and Psychology,2014,30(2):373-386.

[66]曾恺,段锦云,田晓明.工作场所中的依恋：概念构思、影响因素和结果[J].心理研究,2015,8(2):51-57.

[67]Liviu ILIES, Daniel METZ.Influence of the Human Resources Practices on the Employees Attachment.Empirical Study within the Companies in the Processing Industry[J].Management and Economics Review,2017,2(2):183-194.

[68]张梅英.依恋理论下避风港式领导对员工创新的影响分析[J].领导科学,2021(17):30-32.

[69]樊运晓,张旭凤.集团化企业安全绩效测评研究综述[J].安全与环境学报,2013,13(3):255-259.

[70]Motowidlo S J, Scotter J V.Evidence That Task Performance Should Be Distinguished From Contextual Performance[J].Journal of Applied Psychology,1994,79(4):475-480.

[71]Griffin M A, Neal A.Perceptions of safety at work:a framework for linking safety climate to safety performance,knowledge,and motivation.[J].Journal of occupational health psychology,2000,5(3):347-358.

[72]刘素霞,梅强,沈斌等.安全绩效研究综述[J].中国安全科学学报,2010,20(5):131-139.

[73]张桂平.组织安全气候对安全绩效的作用机制研究[J].软科学,2013,27(4):61-64.

[74]王清晨.航空企业安全绩效管理的探索与思考[J].中国民用航空,2014(3):13-15.

[75]易涛,栗继祖.工作不安全感对矿工安全绩效的影响：基于代际差异视角[J].中国安全科学学报,2021,31(4):49-56.

[76]陈杨.建筑企业安全氛围的测量[D].北京:清华大学,2005.

[77]董大旻,冯凯梁.基于EFQM的高危企业安全绩效评估模型研究[J].中国安全生产科学技术,2012,8(3):86-91.

[78]杨世军.建筑企业安全文化与安全绩效关系的实证分析及比较研究[D].西南交通大学,2013.

[79]李洋,郭思佳,姜乃浒等.病人安全文化与安全绩效相关性问卷的编制[J].中国医院管理,2015,35(1):48-50.

[80]成连华,张良,任璐.基于数据包络分析法的煤矿安全绩效评价[J].煤矿安全,2015,46(11):245-248.

[81]Kang L, Wu C, Liao X, et al.Safety Performance and Technology Heterogeneity in China’s Provincial Construction Industry[J].SafetyScience,2020,121(5):83-92.

[82]Al-Refaie, Abbas.Factors affect companies' safety performance in Jordan using structural equation modeling[J].Safety Science,2013,57(3):169-178.

[83]曹秀兰,韩豫,周烨雯,冯志达,孙昊.面向建筑工人的安全投入对工人安全绩效的影响[J].土木工程与管理学报,2018,35(3):151-156.

[84]贺琦,张金锁,王萍.煤矿高层管理者工作压力与安全绩效关系研究[J].中国安全科学学报,2021,31(9):29-35.

[85]冯亚娟,邢仲超.辱虐管理对安全绩效的曲线效应：领导信任的调节作用[J].中国安全科学学报,2021,31(11):1-8.

[86]姜麒麟,刘松柏.安全型领导对员工安全绩效的影响机制探析—一项基于中国山东建筑企业的研究[J].社会科学与管理,2021,5(2).126-133.

[87]沈玉志,丁天维.真实型领导对员工安全绩效的影响机制[J].安全与环境学报,2022,22(1):228-234.

[88]Priyadarshani K. and Karunasena G. and Jayasuriya S..Construction safety assessment framework for developing countries:A case study of Sri Lanka[J].Journal of Construction in Developing Countries,2013,18(1):33-51.

[89]Carol K.H.Hon and Albert P.C.Chan and Michael C.H.Yam. Relationships between safety climate and safety performance of building repair, maintenance, minor alteration, and addition (RMAA) works[J].Safety Science,2014,34(5):10-19.

[90]Rita Peihua Zhang,Rita Yi Man Li. Conceptual Study of Construction Workers’Safety Performance From Safety Climate and Social Exchange Perspertives[DB/OL].Springer International Publishing Switzerland,2015-09-13.

[91]Claudio, Barbaranelli, Laura, et al.Does safety climate predict safety performance in Italy and the USA?Cross-cultural validation of a theoretical model of safety climate-ScienceDirect[J]. Accident Analysis & Prevention,2015,77(14):35-44.

[92]Fishbein M , Ajzen I . Belief, Attitude, Intention and Behaviour:An Introduction to Theory and Research. Addison-Wesley, Reading MA[J]. Philosophy & Rhetoric,1977,41(4):842-844.

[93]谢新洲,胡宏超.社交媒体用户谣言修正行为及其影响路径研究—基于S-O-R模式与理性行为理论的拓展模型[J].新闻与写作,2022(4):57-69.

[94]Bosnjak M , Ajzen I , Schmidt P . The Theory of Planned Behavior:Selected Recent Advances and Applications[J].Europe's Journal of Psychology,2020,16(3):352-356.

[95]张佳敏.基于激励理论对企业绩效考核结果应用的启示[J].现代经济信息,2019(24):44-45.

[96]Bowlby, J. Attachment and loss[J].London:Hogarth,1982(3):56-60.

[97]傅贵,郭孝臣.事故致因理论的研究与应用简评[J].安全,2019,40(9):1-5.

[98]Geller S E.Ten Principles for Achievinga Total Safety Culture[J].Professional Safety,1994,39(9):18-24.

[99]Cropanzano R, Mitchell M S.Social exchange theory:An interdisciplinary review[J].Journal of Management,2005,31(6):874-900.

[100]杨霄,罗帆.机场飞行区员工无礼行为和工作投入与安全绩效的关系研究[J].安全与环境工程,2017,24(6):86-93.

[101]李永周,王月,阳静宁.自我效能感、工作投入对高新技术企业研发人员工作绩效的影响研究[J].科学学与科学技术管理,2015,36(2):173-180.

[102]晏碧华,刘真,任杰,杨仕云,游旭群.自我效能感影响航线飞行安全绩效的多重中介模型[J].心理学探新,2018,38(2):185-190.

[103]任格,崔遵康,刘平青.心理赋能视角下新生代员工工作投入行为研究——一个跨层中介模型[J].科技与经济,2020,33(3):71-75.

[104]Rich B L,Lepine J A,Crawford E R.Job engagement:antecedents and effects on job performance[J].The A-cademy of Management Journal,2010,53(3):617-628.

[105]Bakker A.B,Demerouti E.Towards a Model of Work Engagement[J].Career Development International,2008,13(3):209-223.

[106]Schmitt A,Hartog D.N.D,Belschak F.D.Transformational Leadership and Proactive Work Behaviour:A Moderated Mediation Model Including Work Engagement and Job Strain[J].Journal of Occupational&Organizational Psychology,2016,89(3):588-610.

[107]李乃文,赵钰.矿工自我效能感与安全绩效的关系研究——基于自主型安全动机和工作投入的链式中介作用[J].科技促进发展,2020,16(6):689-695.

[108]吴声声,宋守信.人本管理、工作压力与安全绩效的关系——基于电力企业的实证研究[J].中国安全科学学报,2012,22(10):133-138.

[109]张宏,符洪锋.结合智能安全帽的建筑工人施工安全行为绩效考核及激励机制[J].中国安全生产科学技术,2019,15(3):180-186.

[110]王桂林.千万吨级煤矿“安全文化+风险预控”管理体系实践[J].煤矿安全,2019,50(12):239-247.

[111]陈明淑,申海鹏.组织内信任、敬业度和工作绩效关系的实证研究[J].财经理论与实践,2015,36(3):113-118.

[112]张金铃,冀巨海.基于工作家庭冲突的新生代矿工心理弹性与工作退缩行为的机理研究[J].中国煤炭,2021,47(7):25-30.

[113]Martina Kotzé and Petrus Nel.The influence of job resources on platinum mineworkers’work engagement and organisational commitment:An explorative study[J].The Extractive Industries and Society,2020,7(1):146-152.

[114]Hassanie Souad,Karadas Georgiana,Lawrence Emeagwali Okechukwu.Do CSR Perceptions Influence Work Outcomes in the Health Care Sector?The Mediating Role of Organizational Identification and Employee Attachment[J].Sustainability,2021,13(17):840-856.

[115]Edwards J R,Lambert L S.Methods for integrating moderation and mediation:A general analytical framework using moderated path analysis[J].Psychological Methods,2007,12(1):1-22.

[116]FangL F,Zhang Z X,Guo H H.Cognitive Mechanism and Intervention Strategies of Coal Miners'Unsafe Behaviors:Evidence from China[J].Revista De Cercetare Si Interventie Sociala,2018,61(2):7-31.

[117]方杰,温忠麟,梁东梅,李霓霓.基于多元回归的调节效应分析[J].心理科学,2015,38(3):715-720.

[118]Hayes, Andrew F.Introduction to mediation, moderation, and conditional process analysis:A Regression-Based Approach.[J].Journal of Educational Measurement,2014,24(7):126-133.

[119]RICH B L,LEPINE J A.Job engagement:Antecedents and effects on job performance[J].Academy of Management Journal,2010,53(3):617-635.

[120]卞纪兰,钱阳阳.工作-家庭文化对员工工作投入的影响——工作-家庭冲突的中介效应[J].企业经济,2019,38(4):109-115.

[121]李乃文,边慧珍.矿工自我损耗对安全绩效的作用机理模型研究[J].科技促进发展,2020,16(1):85-88.