ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2024, Vol. 56 ›› Issue (5): 594-611.doi: 10.3724/SP.J.1041.2024.00594

• 研究报告 • 上一篇    下一篇


晏渝, 冯明, 张勇()   

  1. 重庆大学经济与工商管理学院, 重庆 400030
  • 收稿日期:2023-07-26 发布日期:2024-03-06 出版日期:2024-05-25
  • 通讯作者: 张勇, E-mail:
  • 基金资助:

“Buddha-like” mentality in workplace: The building of fundamental theory and the empirical test of its validity in Chinese context

YAN Yu, FENG Ming, ZHANG Yong()   

  1. School of Economics and Business Administration, Chongqing University, Chongqing 400030, China
  • Received:2023-07-26 Online:2024-03-06 Published:2024-05-25


“佛系”作为传统佛文化与现代网络文化相结合的一种处世风格, 已较为广泛存在于工作情境中, 但管理学界尚未对其进行系统研究。本研究立足于中国组织情境, 通过访谈、扎根理论研究以及问卷调查, 对工作情境中佛系心态的概念和结构维度进行了探索性研究。研究发现:工作情境中的佛系心态包括不以为意、安于现状、友善无争、顺其自然四个维度, 并据此编制了测量量表。通过4个实证研究, 累计调查了1335名员工, 检验了量表的信度和效度。结果表明该量表有较好的信度和结构效度, 预测效度研究表明工作情境中的佛系心态对员工创造力有显著的负向影响, 对工作幸福感有显著的正向影响, 与工作绩效无显著相关关系。

关键词: 佛系, 扎根理论, 工作绩效, 创造力, 工作幸福感


As a combination of traditional Buddha culture and modern network culture, Buddha-like mentality has been a popular work attitude in the workplace, yet limited scholarly attentions have been paid to investigate this concept, which is partly due to a lack of established scale. This lack, in turn, lead to incomplete understandings of the facets as well as the consequences of employees’ Buddha-like mentality.
To construct the framework of Buddha-like mentality and examine its consequences, we used qualitative research and quantitative research in this study. We firstly collected participants’ views on Buddha-like mentality through interviews and questionnaires, and searched the contents related to Buddha-like mentality through the Internet. Secondly, the classical grounded theory was adopted to encode the descriptions derived from open survey, so as to conduct an exploration study on the concept and structural dimensions of the Buddha- like mentality in the working context. Based on this qualitative study and the exploratory factor analysis (EFA), an 18-item questionnaire was compiled according to the structural dimension of Buddha-like mentality. Then we conducted a correlation analysis with a sample of 290 participants to examine the discriminant validities between the Buddha-like mentality and existing concepts. The confirmatory factor analysis (CFA) is conducted to test the construct validity with 478 samples. Finally, a time-lagged study is used to test the predictive validity of Buddha-like mentality with 402 valid matching questionnaires collected from 29 enterprises.
The results of grounded theory show that the Buddha-like mentality in the work situation can be divided into four dimensions: unconcerned, satisfied with the status quo, friendly and not argumentative, and letting nature take its course. EFA and CFA of the Buddha-like mentality questionnaire show good reliability and validity, and there is no redundancy of questions. In addition, in the second-order four-factor model, the correlation coefficients of these factors are significant, and all of the standardized loadings of the first-order factor and the second-order factor are significant, which further confirms that the Buddha-like mentality in the workplace is a second-order structure composed of four first-order factors. Correlation analyses show (1) Buddha-like mentality correlates negatively with extraversion, (2) Buddha-like mentality has no significant correlation with agreeableness. The prediction validity study shows (1) Buddha-like mentality has a significant negative impact on creativity, (2) Buddha-like mentality has a significant positive impact on workplace well-being, (3) The impact of Buddha-like mentality on job performance is not significant.
These findings enrich the scholarly understandings of Buddha-like mentality and offer a reliable instrument for the assessment of Buddha-like mentality, which may benefit much for future studies on this concept.

Key words: Buddha-like Mentality, grounded theory, job performance, creativity, workplace well-being