“领导低估型”内在认同不对称对员工主动行为的影响研究

发布时间：2018-06-16 18:56

本文选题：“领导低估型”内在认同不对称 + 主动行为　；参考：《管理学报》2017年08期

【摘要】：以资源保存理论为基础,将内在认同不对称的理论探索与积极心理学理论相整合,通过构建一个有调节的中介模型来考察"领导低估型"内在认同不对称对员工主动行为的作用机制。研究结果表明,"领导低估型"内在认同不对称对员工主动行为有负向影响;员工心理资本完全中介了"领导低估型"内在认同不对称与员工的主动行为之间的关系;程序公平在该过程中起负向调节作用,即程序公平感越高,"领导低估型"内在认同不对称通过心理资本对员工主动行为所产生的作用越弱,反之越强。该研究拓展了内在认同不对称这一新兴领域在组织情境的应用,并在实证研究方面做出率先尝试,以期能为现代企业的员工行为管理实践提供启示。
[Abstract]:Based on the theory of resource conservation, the theoretical exploration of internal identity asymmetry is integrated with the theory of positive psychology. By constructing a moderated intermediary model, this paper investigates the mechanism of the internal identity asymmetry of "leadership underestimation" on employee's active behavior. The results show that the internal identity asymmetry of "leadership undervalued" has a negative effect on the employee's active behavior, and the psychological capital of the employee completely mediates the relationship between the "leadership undervalued" internal identity asymmetry and the employee's active behavior. Procedural fairness plays a negative role in this process, that is, the higher the sense of procedural fairness is, the weaker the inner identity asymmetry of "undervalued leadership" plays on employee's active behavior through psychological capital, and the stronger it is on the contrary. This study extends the application of the new field of internal identity asymmetry in the organizational situation and makes the first attempt in empirical research in order to provide enlightenment for the practice of employee behavior management in modern enterprises.
【作者单位】：山西大学经济与管理学院;华中科技大学管理学院;
【基金】：国家自然科学基金资助项目(71272123,71672070)
【分类号】：F272.92

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