员工-组织匹配对建言行为影响机制的实证研究

发布时间：2019-04-08 19:46

【摘要】：建言行为是组织创新与变革能力的载体。本文探索性地引入员工-组织匹配(P-O fit)并研究其对建言行为的影响机制,通过多个行业的283套配对样本,采用多层回归的实证分析,证实了P-O fit不仅对促进型建言具有积极影响而且对抑制型建言同样具有积极影响;组织认同不仅在P-O fit与促进型建言之间起到部分中介作用,而且在P-O fit与抑制型建言之间起到完全中介作用;权威领导在组织认同与抑制型建言之间起到负向调节作用,低权威领导情境能够加强组织认同对抑制型建言的积极影响,高权威领导情境可能改变组织认同对抑制型建言的作用方向;与低工作绩效相比,高工作绩效能够加强P-O fit对促进型建言的积极影响。研究结论表明组织可以在招聘、任命和晋升等重要人力资源决策中使用P-O fit作为首要识别标准促进建言行为。
[Abstract]:Constructive behavior is the carrier of organizational innovation and change ability. In this paper, the employee-organization fit is introduced and the mechanism of its influence on the advice behavior is studied. Through a set of 283 pairs of samples from multiple industries, a multi-level regression empirical analysis is used. It is proved that Pino fit not only has a positive effect on the promotive model, but also has a positive effect on the suppressive model. Organizational identity not only plays a part of mediating role between Pino fit and promotive model, but also plays a complete intermediary role between Pino fit and suppressive model. Authoritative leadership plays a negative role between organizational identity and suppressive advice. Low-authority leadership situation can strengthen the positive impact of organizational identity on suppressive advice. The situation of high authority leadership may change the direction of the role of organizational identity on suppressive advice; Compared with low work performance, high work performance can enhance the positive influence of Pino fit on promotive construction. The conclusion shows that the organization can use Pino fit as the primary identification criterion in recruitment, appointment, promotion and other important human resources decision-making to promote the behavior.
【作者单位】：西安交通大学管理学院过程控制与效率工程教育部重点实验室;
【基金】：国家自然科学基金资助项目(70672052) 国家哲学社会科学基金资助项目(10BGL002)
【分类号】：F272.92

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