疫情三年，各大媒体报道中不乏医护人员、志愿者及普通民众表现出来的亲社会行为，这些行为在感动了大众的同时也引了研究者对亲社会动机研究的兴趣。与此同时，面对高速发展和快速变化的商业环境，企业员工的压力水平在提高，工作倦怠屡见不鲜，给个人，组织和社会造成了一定的负面影响。本文基于自我决定理论，以S组织的员工为主要调查对象，研究了亲社会动机分别对员工工作倦怠和心理韧性的影响，同时探讨组织支持感和工作意义感对各关系的调节效果。

本研究首先对6名被访者分别进行了访谈，初步检测了自变量和因变量的关系，同时，对调节变量的作用进行了初步探讨。为了进一步验证研究假设，本研究后续采用了问卷研究法，通过问卷设计与256份有效问卷的回收及分析，得出如下结论：第一，亲社会动机与员工心理韧性有正向相关关系；第二，亲社会动机与员工心理韧性有负向相关；第三，组织支持感调节了亲社会动机与心理韧性的关系，其中，员工的组织支持感处于高水平时，亲社会动机对心理韧性的促进作用更为突出，员工的组织支持感低时，亲社会动机对心理韧性的影响并不显著；第四，工作意义感调节了亲社会动机与心理韧性的关系，其中，员工的工作意义感处于高水平时，亲社会动机对心理韧性的促进作用更为突出，员工的组织支持感低时，亲社会动机对心理韧性的影响并不显著；第五，组织支持感和工作意义感对亲社会动机与工作倦怠关系的没有明显的调节作用。

本研究中的发现也结合了S组织的实际管理现象进行了对照和分析，建议组织结合自己的业务特点，在选拔人才，培养人才时关注员工的亲社会动机及心理韧性；在组织中、组织的各部门之间及各部门内部鼓励互相学习、互相帮助等亲社会动机的行动以激发和提升员工的亲社会动机，进而提升员工的心理韧性和降低员工的工作倦怠感；此外，考虑到组织支持感的调节作用，建议组织在管理中关注员工需求、及时提供支持。最后，对研究不在进行了分析和展望。

In the three years of the epidemic, there was no lack of pro-social behaviors shown by health care workers, volunteers and ordinary people in major media reports, and these behaviors moved the public and attracted researchers' interest in pro-social motivation research at the same time. At the same time, in the face of rapid development and fast-changing business environment, the stress level of corporate employees is increasing, and job burnout is common, which has caused certain negative impacts on individuals, organizations and society. Based on self-determination theory, this paper investigates the effects of pro-social motivation on employees' job burnout and psychological resilience, respectively, with the employees of Organization S as the main respondents, while exploring the moderating effects of the sense of organizational support and the sense of job significance on each relationship.

In this study, six respondents were first interviewed individually to initially test the relationship between the independent and dependent variables, while the role of the moderating variables was initially explored. In order to further verify the research hypotheses, this study followed up with the questionnaire research method, and through the questionnaire design and the recovery and analysis of 256 valid questionnaires, the following conclusions were drawn: first, pro-social motivation has a positive correlation with employees' mental toughness; second, pro-social motivation has a negative correlation with employees' mental toughness; and third, the sense of organizational support moderates the relationship between pro-social motivation and mental toughness, wherein, employees' sense of organizational support is at a high level, the promotion effect of pro-social motivation on mental toughness is more prominent, and the effect of pro-social motivation on mental toughness is not significant when the employee's sense of organizational support is low; fourth, the sense of job significance moderates the relationship between pro-social motivation and mental toughness, in which the promotion effect of pro-social motivation on mental toughness is more prominent when the employee's sense of job significance is at a high level and the promotion effect of pro-social motivation on mental toughness is more prominent when the employee's sense of organizational support is low. sense of support was low, the effect of pro-social motivation on psychological toughness was not significant; fifth, the sense of organizational support and the sense of job significance had no significant moderating effect on the relationship between pro-social motivation and job burnout.

The findings in this study were also compared and analyzed with the actual management phenomenon of Organization S. It is suggested that the organization should take into account its own business characteristics and pay attention to the employees' pro-social motivation and psychological toughness when selecting and cultivating talents; encourage pro-social motivation actions such as learning from each other, helping each other, etc. in the organization, between and within the departments to stimulate and enhance the pro-social motivation of the employees, which will in turn enhance the psychological toughness of the employees and reduce the burnout of the employees. In addition, considering the moderating effect of the sense of organizational support, it is recommended that organizations pay attention to the needs of employees and provide timely support in management. Finally, the study is analyzed and prospected.