组织容错感对员工工作绩效的作用机制及作用情境研究

发布时间：2018-01-07 11:19

本文关键词：组织容错感对员工工作绩效的作用机制及作用情境研究　出处：《中国人力资源开发》2016年01期 　论文类型：期刊论文

【摘要】：基于社会认知理论,本研究旨在探讨组织容错感如何以及何时对员工工作绩效起作用。本研究的数据来自江苏省7所高职院校198个教师,提出组织容错感对员工工作绩效影响的被调节的中介理论模型。结果发现:(1)组织容错感正向影响员工工作绩效,员工自我效能感在其中起完全中介作用;(2)员工的工作投入正向调节自我效能感与工作绩效的关系,通过提高自我效能感而提高工作绩效这一做法适用于高工作投入的员工;(3)组织容错感通过员工自我效能感对工作绩效起间接作用,此间接作用的强弱依赖于员工工作投入的变化,即组织容错感的间接作用适用于高工作投入员工。
[Abstract]:Based on social cognitive theory, this study aims to explore the organization sense of how and when the fault on the job performance of employees work. The data of this study from 7 higher vocational colleges in Jiangsu province 198 of the teachers, put forward the organization sense of fault-tolerant effect on employees' job performance is regulated intermediary theory model. The results showed that: (1) the organization a sense of tolerance the positive effect of employee performance, employee self-efficacy in mediating effect; (2) the staff's work positively regulate the relationship between self-efficacy and job performance, by improving the self-efficacy and improve the performance of this approach is suitable for the high work engagement of employees; (3) the organization staff by fault tolerance self efficacy had indirect effect on job performance, changes in employee engagement this indirect effect depends, indirect effect that the organization for employees to put a sense of tolerance is high.

【作者单位】：上海交通大学安泰经济与管理学院;中国人民大学劳动人事学院;
【基金】：国家自然科学基金重点项目“新生代员工和人力资源多样化管理:基于包容性的多层次研究(71132003)”资助
【分类号】：F272.92
【正文快照】： 一、研究问题角色内绩效(In-role performance)是指基于员工所在正式岗位或职责角色所要求的绩效(WilliamsAnderson,1991,下文称工作绩效),通常来源于职位说明书的规定或是领导正式指派要求的工作任务。员工的工作绩效影响组织整体效率和绩效。在实践中,员工在理解职责目标、

【共引文献】