工作场所自然接触对员工自我领导力的影响研究

Nature exposure at work, which refers to employees direct or indirect contact with natural elements in the workplace, has received increasing attention in organizational psychology. Previous studies have primarily adopted a resource-restoration perspective, depicting employees as passive beneficiaries of natural environments that help replenish depleted cognitive or emotional resources. However, this view overlooks the individuals proactivity and agency in the positive effects of nature exposure. Drawing on integrative self-control theory (ISCT), we propose that nature exposure at work influences employees self-leadership through self-control motivation. Furthermore, we propose that task segmentation moderates both the direct relationship between nature exposure and self-control motivation, and the indirect relationship between nature exposure and self-leadership through self-control motivation.We conducted two studies to test our hypotheses. In Study 1, we employed a 2 (nature exposure at work: present vs. absent) 2 (task segmentation: high vs. low) between-subjects factorial design. A total of 199 full-time employees were recruited and randomly assigned to one of the four experimental conditions. Participants first viewed either nature-rich or neutral workplace images and were asked to imagine themselves working in those settings. Subsequently, they were presented with scenarios depicting either high or low task segmentation. They then completed a validated self-control motivation scale. Study 2 adopted a field design with data collected at three time-spots from 380 working adults from diverse industries in China. At Time 1, participants completed measures of nature exposure at work and task segmentation. At Time 2, they completed scales assessing self-control motivation, vitality, and self-efficacy. At Time 3, participants reported self-leadership and demographics.The results of Study 1 revealed a significant main effect of nature exposure at work on self-control motivation, F (1, 195) = 17.86, p < 0.001, and a significant interaction with task segmentation, F (1, 195) = 5.30, p = 0.022. Specifically, nature exposure significantly increased motivation under high task segmentation (M = 4.80 vs. 3.99, p < 0.001), but not under low segmentation (M = 4.18 vs. 3.94, p = 0.176). The results of Study 2 found that nature exposure at work significantly predicted self-control motivation (b = 0.12, p = 0.0015), and that self-control motivation significantly predicted self-leadership (b = 0.12, p = 0.016). Mediation analysis confirmed the indirect effect of nature exposure on self-leadership via self-control motivation. Furthermore, task segmentation moderated both the effect of nature exposure on self-control motivation (b = 0.09, p < 0.001) and the indirect effect of nature exposure on self-leadership, which was significant only under high task segmentation (indirect effect = 0.03, 95% CI [0.003, 0.058]).This study has several theoretical and practical implications. First, we move beyond the traditional resource-restoration framework, advocating a shift toward a motivation-based perspective in nature exposure research. This shift enables a more dynamic understanding of how nature exposure enhances motivation. Second, we emphasize individual agency and autonomy, proposing that employeesas active decision-makersstrategically harness and regulate the energy replenishment derived from nature, thereby transforming their role from passive recipients to active builders. Third, our study pioneers the exploration of ecological antecedents of self-leadership, advancing research on self-leadership within emerging ecological contexts. Finally, the findings of this study can offer valuable guidance for designing biophilic work environments and activities that promote employees self-leadership.