ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2022, Vol. 30 ›› Issue (2): 449-463.doi: 10.3724/SP.J.1042.2022.00449

• 研究前沿 • 上一篇    下一篇


廖化化1, 黄蕾1, 胡斌2()   

  1. 1长沙学院经济与管理学院, 长沙 410022
    2华南师范大学经济与管理学院, 广州 510006
  • 收稿日期:2021-01-27 出版日期:2022-02-15 发布日期:2021-12-24
  • 通讯作者: 胡斌
  • 基金资助:

Conservation of resources theory in the organizational behavior context: Theoretical evolution and challenges

LIAO Huahua1, HUANG Lei1, HU Bin2()   

  1. 1School of Economics and Management, Changsha University, Changsha, 410022, China
    2School of Economics and Management, South China Normal University, Guangzhou, 510006, China
  • Received:2021-01-27 Online:2022-02-15 Published:2021-12-24
  • Contact: HU Bin


资源保存理论(conservation of resources theory, COR)是组织行为学研究近30年中被引最高的理论之一。COR的提出源自Hobfoll对临床应激障碍的观察与思考, 历经了多次修订后该理论逐步由一个压力-反应模型发展成了一个以个体资源存量及其动态变化解释行为动因的动机理论, 形成了一个具有较广泛外延的理论体系。组织行为学是资源保存理论标志性文献的施引文献的核心来源。大量组织行为学研究对COR中的资源损失漩涡、获得螺旋等核心过程进行了实证检验, 涉及广泛的研究议题, 使COR成为了理解员工心理与行为动因的最具影响力的理论之一。COR在组织行为学中的应用面临一定的挑战, 其中有来自认知评价理论、适应理论的观点挑战, 也有其作为一个“跨界理论”带来的挑战。组织行为学研究在应用COR时应充分尊重其理论要义, 避免削足适履。

关键词: 资源保存, 资源投入, 资源阵列, 工作压力, 工作动机


Over the past three decades, the conservation of resources theory (COR) has become one of the most widely applied theories in organizational behavior (OB).

Hobfoll (1989) proposed COR as a new attempt at conceptualizing the stressor-strain relationship. It highlights that stress is not construed by individual perception but a reaction to objective stressful circumstances; coping in reaction to stress is a dynamic process of exchanging resources between individuals and the environment. Imprinted by Hobfoll’s background as a clinical psychologist studying stress disorder, COR is recognized as a resource-oriented stress model with environmental roots After several major revisions, COR has developed from a stressor-strain model into a motivational theory and built a theoretical framework with several extensions. The dynamic process regarding how people strive to acquire, protect, and build resources helps to explain individual behaviors in reactions to stressors across many organizational contexts. COR also shed light upon how organizations cope with stress.

From 1989 to 2020, OB literature has accounted for most citations of the 1989 paper that initially introduced COR theory. A great number of empirical studies in the OB field, covering a variety of themes such as job stress, work engagement, creativity, and leadership, investigated the major propositions in COR. These propositions include resource loss and gain spirals, salience of resource gain in the process of resource loss, and more. As a result, COR has become one of the most influential theories for understanding employees’ psychological processes and behavioral motivation. However, OB scholars share concerns about COR that the concept of resource is fuzzily defined and therefore that nearly anything good can be considered a resource. We acknowledge the substantive value of COR in OB literature though it may not sound novel, but we also recommend OB scholars be conscious with its conceptualization while applying COR and not take the value of applying it by granted because of its high citations.

Applying COR in OB research also faces challenges from other theoretical perspectives. For example, the stress-appraisal theory and the adaption theory provide some contrasting viewpoints on stress. Its origin in clinical psychology also invites problems for OB scholars that they tend to ignore the integrative perspective of COR regarding how the sources of stress and the structure of individual resources evolve in a dynamic process.

We propose that OB researchers should avoid tailoring COR’s propositions to OB research questions, which often means neglecting its overarching perspective and purposely selecting isolated viewpoints to serve their own research questions, but try to seek balance between the integrative perspective in COR theory and the behavior-focused tradition in OB research in the future.

Key words: resource conversation, resource investment, resource caravans, job stress, work motivation