The Influence Mechanism Of Occupational Health Risk Attribution On Work Performance

Ensuring the occupational health of employees is an important condition to maintain the stable operation of economy and promote the stable development of enterprises.At present,China is in the crucial period of realizing the outline of the "Healthy China 2030".The government has paid more and more attention to public health.Occupational health,as a key part of public health,has also received extensive attention from governments and enterprises.However,due to China's over-emphasis on economic development and the imperfect occupational health supervision system,the form of occupational health in China is very severe,occupational health accidents are frequent,and the number of various occupational diseases is still high.When employees face occupational health problems,they will inevitably seek the cause of their occupational health problems.In this process,employees will have a series of negative emotions such as anxiety and worry,which will lead a reduction in their positive emotion at work;Such emotional changes will inevitably extend to the work area,which will affect employees' work engagement and ultimately lead to a reduction in work performance.In addition,employees' high-level positive emotional experience and work engagement are important guarantees to improve organizational performance and promote enterprise development.Therefore,from the perspective of occupational health risk attribution,studying its impact on employees' positive emotion,work engagement,and work performance,and putting forward corresponding suggestions are of great significance for promoting enterprise development and ensuring the stable operation of the economy.Based on the risk perception theory and attribution theory,this study proposes the concept of occupational health risk attribution,and proposes occupational health risk attribution scale through qualitative research and factor analysis.The scale includes four dimensions,which are : work environment attribution,work stress attribution,occupational health management system attribution and self-factor attribution.Then,positive emotion and work engagement were introduced as mediating variables and work performance as dependent variables to construct a theoretical model of the mechanism of occupational health risk attribution on work performance.Through questionnaire survey,regression analysis,Bootstrap analysis and other methods,the mechanism of occupational health risk attribution on work performance was deeply studied,and the chain mediating effect of positive emotion and work engagement was analyzed.Finally,according to the conclusions of the study,a strategy for improving employees' positive emotions,work engagement,and work performance is proposed from the perspective of occupational health risk attribution.The main conclusions of this study through empirical analysis are as follows:(1)Based on the risk perception theory and attribution theory,the connotation of occupational health risk attribution is proposed,and the occupational health risk attribution scale is obtained through qualitative research.There are four dimensions in total: working environment attribution dimension,work stress attribution dimension,occupational health management system attribution and self-factor attribution.(2)Occupational health risk attribution and its four dimensions can significantly negatively affect work performance and its two dimensions,namely occupational health risk attribution,work environment attribution dimensions,work stress attribution dimensions,occupational health management system attribution and self-factor attribution significantly negatively affect work performance,task performance,and contextual performance.(3)Occupational health risk attribution and its four dimensions(work environment attribution dimension,work stress attribution dimension,occupational health management system attribution and self-factor attribution)can significantly negatively affect employees' positive emotion.(4)Employee occupational health risk attribution,work environment attribution,work stress attribution and occupational health risk management system attribution significantly negatively affect employees' work engagement,while self-factor attribution has no significant effect on work engagement.(5)Employees' positive emotion can significantly positively affect work engagement and its three dimensions,namely,the vitality dimension,dedication dimension,and investment dimension.(6)Employee work engagement and its three dimensions of vitality dimension,dedication dimension,and investment dimension can positively affect employees' work performance,as well as its two dimensions of task performance and contextual performance.(7)Positive emotion plays a full mediating role in the relationship between employee occupational health risk attribution and work performance;positive emotion play a partial mediating role in the relationship between work environment attribution and work performance;positive emotions play a full mediating role in the relationship between work stress attribution and work performance;positive emotion plays a full mediating role in the relationship between occupational health risk management system attribution and work performance;positive emotion play a partial mediating role in the relationship between self-factor attribution and work performance.(8)Work engagement plays a partial mediating role in the relationship between employee occupational health risk attribution and work performance;work engagement plays a part of the mediating role in the relationship between working environment attribution and work performance;work engagement plays a partial mediating role in the relationship between work stress attribution and work performance;work engagement plays a partial mediating role in the relationship between the occupational health risk management system attribution and work performance;There is no intermediary in the relationship of self-factor attribution and the performance of work effect.(9)Positive emotion and work engagement play a chain intermediary role in the relationship between employee occupational health risk attribution on work performance;Positive emotion and work engagement play a chain intermediary in the relationship between employee work environment attribution on work performance;positive emotion and work engagement play a chain-mediating role in the relationship between employee work stress attribution on work performance;positive emotion and work engagement play a chain-mediating role in the impact of employee occupational health risk management system attribution on work performance;positive emotions and work engagement play a chain intermediary role in the impact of employee self-factor attribution on work performance.Finally,based on the above conclusions,this research proposes promotion strategies to improve employees' positive emotions,work engagement,and work performance from the perspective of occupational health risk attribution at the social,corporate,and employee levels.There are 18 figures,69 tables and 183 references in this paper.