群體內集體主義對巴基斯坦公共服務領域工作滿意度和職業倦怠的影響

Influences of In-group Collectivism on Job Satisfaction and Burnout in Pakistan’s Public Service

團體內集體主義，以家庭或組織中的自豪感、忠誠度和凝聚力為顯著特點，是當前知識體系中未被充分探索的領域之一。很少有研究調查它對於情緒調節以及工作表現的影響，特別是對於那些面臨巨大情緒需求的公務員。為了填補這一空白，本文致力探究群體內集體主義如何影響工作滿意度和情緒耗竭，以及情緒調節策略的仲介效應。為了達到研究目的，本研究選取以群體內集體主義文化背景著稱的巴基斯坦，基於一線公務員的二手調查數據進行分析。結果表明，群體內集體主義對深度扮演和工作滿意度有積極影響，但對工作倦怠沒有顯示出顯著性。同時，深度扮演在群體內集體主義和工作滿意度之間起仲介作用。由於到目前為止，對於巴基斯坦情緒勞動研究還很少，因而本研究可以從文化的角度豐富現有文獻。現實層面看，本研究有可能有助於公共管理者認識到文化因素對提高公務員福祉和服務績效的重要作用。

In-group collectivism, characterized by a sense of pride, commitment, and cohesion within families or organizations, remains an area of limited exploration within the current literature. Few studies delve into how in-group collectivism influences emotional regulation and work performance, specifically among public employees who face significant emotional demands. To fill this knowledge gap, the proposed study seeks to uncover how in-group collectivism affects job satisfaction and burnout and the potential mediating role of emotional regulation strategies. As such, the study utilizes second-hand survey data among frontline public employees in Pakistan, a cultural context known for emphasizing in-group collectivism. The study results demonstrate that in-group collectivism positively impacts deep acting (a form of emotional regulation) and job satisfaction but does not significantly influence burnout. Furthermore, deep acting acts as a mediator between in-group collectivism and job satisfaction. Given the limited research on emotional labor in Pakistan, this research may add to the existing body of literature by offering insights from a cultural perspective. In practical terms, the study can potentially enhance public managers’recognition of cultural factors in promoting public employees’well-being and service performance.