职场排斥对员工职外绩效的影响:组织认同和工作投入的中介效应

发布时间：2018-06-25 08:27

本文选题：职场排斥 + 职外绩效　；参考：《管理科学》2010年03期

【摘要】：在中国组织情境下探讨职场排斥对员工职外绩效的影响以及组织认同和工作投入在该影响过程中的中介作用。采用问卷法,以珠三角地区企业组织的员工和直接主管为调查对象,使用结构方程模型分析职场排斥、组织认同、工作投入与职外绩效之间的关系。研究表明,职场排斥对员工职外绩效的工作奉献和人际促进两个维度均具有显著的负向影响,说明在中国组织情境下职场排斥会抑制员工的职外绩效;组织认同和工作投入在职场排斥与工作奉献之间具有完全中介效应,在职场排斥与人际促进之间起部分中介作用。研究结果有助于揭开职场排斥影响职外绩效的黑箱,对于管理实践具有较强的启示意义。
[Abstract]:In the context of organization in China, this paper explores the influence of workplace exclusion on employees' out-of-job performance and the intermediary role of organizational identity and work engagement in the process. By using the questionnaire method and taking the employees and direct supervisors of enterprises in the Pearl River Delta as the objects of investigation, the relationship between job exclusion, organizational identity, job engagement and out-of-service performance was analyzed by using the structural equation model. The study shows that job exclusion has a significant negative impact on both the dimensions of job dedication and interpersonal promotion of employees' out-of-service performance, indicating that in the organizational context of China, occupational exclusion will inhibit employees' out-of-service performance; Organizational identity and work engagement have a complete intermediary effect between workplace exclusion and job dedication, and play a part of intermediary role between workplace exclusion and interpersonal promotion. The research results are helpful to uncover the black box of workplace exclusion which affects the performance of outside employment, and has a strong enlightening significance for management practice.
【作者单位】：暨南大学管理学院;
【基金】：国家自然科学基金(70871053)~~
【分类号】：C936

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