制度合法性对旅游企业员工工作投入的影响研究 - 基于三种基本心理需要的视角

改革开放40多年来，我国告别了短缺经济，居民消费结构出现新一轮升级转换，更多转向'个性化和多样化'消费。聚焦旅游业和旅游企业，如何通过提升服务质量这一核心竞争力来适应广大游客'个性化和多样化'的需求转变是当前社会背景下的首要课题。在工作投入相关研究中，工作投入通常认为能够对组织效能产生正向影响；对旅游企业而言，组织效能便是服务绩效，而服务绩效提升的源头正是服务质量提升。因此，本研究在制度视角下，选择旅游企业员工作为调查对象；通过梳理制度合法性、工作投入及三种基本心理需要的相关文献进一步界定上述变量的概念内涵，基于制度合法性成熟量表、工作投入量表(UWES)及一般需要满足量表(GNSS)，综合旅游学科学者、旅游行业专家意见及预调研结果编制符合实际的调查问卷，共计发放调查问卷319份，回收有效问卷303份；综合应用SPSS26.0和AMOS24.0等统计分析软件进行一系列实证分析，验证制度合法性、三种基本心理需要和工作投入之间的关系，研究结论如下： (1)制度合法性对工作投入具有显著正向影响(β=0.42,P<0.01)。 (2)制度合法性对自主需要具有显著正向影响(β=0.87,P<0.01)。 (3)制度合法性对能力需要具有显著正向影响(β=0.23,P<0.01)。 (4)制度合法性对归属需要具有显著正向影响(β=0.37,P<0.01)。 (5)自主需要对工作投入具有显著正向影响0.87(P<0.01)。 (6)基本心理需要中的自主需要在制度合法性对员工工作投入的影响中具有中介作用(Point Estimate=0.757,Z>1.96)。 以上结论表明，旅游企业制度合法性直接影响员工工作投入，并通过三种基本心理需要间接影响员工工作投入，其中自主需要对制度合法性的调节产生直接影响，最终影响员工工作投入。

In the more than 40 years since the reform and opening up, China has bid farewell to a shortage economy, and the consumption structure of residents has undergone a new round of upgrading and transformation, with more turning to 'personalized and diversified' consumption. Focusing on the tourism industry and tourism enterprises, how to adapt to the transformation of the needs of the vast number of tourists towards 'personalization and diversification' through the enhancement of service quality, which is the core competitiveness, is the primary issue under the current social background. In relevant research on work engagement, it is generally believed that work engagement can have a positive impact on organizational effectiveness. For tourism enterprises, organizational effectiveness is service performance, and the source of service performance improvement is the enhancement of service quality. Therefore, based on the institutional perspective, this study chooses tourism enterprise employees as the survey object, and further defines the conceptual connotations of the above variables through a review of relevant literature on institutional legitimacy, work engagement, and three basic psychological needs. Based on the Institutional Legitimacy Maturity Scale, the UWES and the General Need Satisfaction Scale, and in combination with the opinions of tourism scholars and industry experts and pre-survey results, a practical survey questionnaire was compiled and a total of 319 questionnaires were distributed, with 303 valid questionnaires received. A series of empirical analyses were conducted using statistical analysis software such as SPSS 26.0 and AMOS 24.0 to verify the relationship between institutional legitimacy, three basic psychological needs, and work engagement. The research conclusions are as follows: (1) Institutional legitimacy has a significant positive effect on work engagement (β=0.42, P<0.01). (2) Institutional legitimacy has a significant positive effect on autonomy needs (β=0.87, P<0.01). (3) Institutional legitimacy has a significant positive effect on competence needs (β=0.23, P<0.01). (4) Institutional legitimacy has a significant positive effect on relatedness needs (β=0.37, P<0.01). (5) Autonomy needs have a significant positive effect on work engagement (β=0.87, P<0.01). (6) Autonomy needs play a mediating role in the impact of institutional legitimacy on employee work engagement among the three basic psychological needs (Point Estimate=0.757, Z>1.96). The above conclusions indicate that institutional legitimacy in tourism enterprises directly affects employee work engagement and indirectly affects employee work engagement through three basic psychological needs, with autonomy needs having a direct impact on the regulation of institutional legitimacy, ultimately affecting employee work engagement.