组织支持对情感承诺和员工创新行为的影响

发布时间：2018-05-29 04:13

本文选题：组织支持 + 情感承诺　；参考：《华东经济管理》2014年09期

【摘要】：研究结合西方管理理论与中国传统文化现象,以人力资源管理的关系实践对组织支持与情感承诺和员工创新行为之间关系的调节作用为研究焦点,通过对372位员工的问卷调查,运用回归分析方法,发现:当代员工持有两种不同内涵的组织观,分别为"抽象主体组织观"和"关系场域组织观";HRM的关系实践可能会强化组织的情境地位,使得个体更倾向于将组织理解为人际关系的场域;HRM关系实践在不同性质的组织中发挥的影响存在明显差异;HRM关系实践在态度方面会降低员工对组织的信任、程序公平感和情感依附水平;在行为层面会因私人关系对组织公共资源的非竞争性占有而增加工作竞争的程度,变相地激励员工创新行为。
[Abstract]:Combined with western management theory and Chinese traditional cultural phenomenon, the research focuses on the relationship between organizational support, affective commitment and innovation behavior of employees in the relationship practice of human resource management. A questionnaire survey was conducted among 372 employees. By means of regression analysis, it is found that the relationship practice of HRM may strengthen the situational status of the organization, which is divided into two kinds of organizational views with different connotations, namely, "abstract subject organization view" and "relationship field organization view". It makes individuals more inclined to understand the organization as interpersonal relationship field HRM relationship practice in different nature of the organization play a significant difference in the role of HRM relationship practice in terms of attitude will reduce staff trust in the organization. The level of procedural fairness and affective attachment will increase the degree of job competition because of the non-competitive possession of organizational public resources by private relations in the behavioral level and encourage employees to innovate in a disguised way.
【作者单位】：西安交通大学管理学院;西安交通大学过程控制与效率工程教育部重点实验室;西安交通大学国际合作与交流处;
【基金】：高等学校博士学科点专项科研基金(20130201110020)
【分类号】：F272.92

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