差错反感文化对员工双元绩效的影响机制研究

发布时间：2018-06-25 14:21

本文选题：差错反感文化 + 组织支持感　；参考：《经济管理》2017年05期

【摘要】：当前,组织中盛行的差错防范策略,长期发展中会形成差错反感文化,不利于组织和员工的绩效。本文聚焦差错反感文化对员工双元绩效的不良影响和内在机制,通过建立差错反感文化、组织支持感、组织认同和员工双元绩效的理论模型,基于安徽省18家国有企业的481份有效问卷进行实证分析。实证结果表明,员工感知到的差错反感文化负向影响员工的双元绩效,而且对情境绩效维度的影响较大;组织支持感和组织认同感正向影响员工双元绩效;感知到的差错反感文化通过组织支持感和组织认同的中介作用负向影响员工的双元绩效,其中,对双元绩效的情境绩效维度影响较大。本文的研究丰富和拓展了差错管理和绩效管理等领域的研究成果,探索和揭示了差错反感文化影响员工双元绩效的内在机制,并将实证研究结论应用于案例分析,并给出针对性的管理建议。
[Abstract]:At present, the error prevention strategy prevailing in the organization will form a culture of error aversion in the long-term development, which is not conducive to the performance of the organization and staff. This paper focuses on the negative influence and internal mechanism of error-aversion culture on employee's duality, and establishes the theoretical model of error-aversion culture, organizational support, organizational identity and employee dualistic performance. Based on 481 valid questionnaires of 18 state-owned enterprises in Anhui Province, the empirical analysis is carried out. The empirical results show that the perceived error-aversion culture has a negative impact on the employee's dual performance and has a greater impact on the situational performance dimension, and the sense of organizational support and organizational identity have a positive impact on the employee's dual performance. Perceived error-aversion culture negatively affects employee's dual performance through organizational support and organizational identity, among which the contextual performance dimension of dual performance is significantly affected. The research in this paper enriches and expands the research results in the fields of error management and performance management, and explores and reveals the internal mechanism that error aversion culture affects employee's dual performance, and applies the empirical research conclusions to the case study. And gives the pertinence management suggestion.
【作者单位】：安徽大学商学院;安徽大学经济学院;安徽大学管理学院;
【基金】：国家自然科学基金项目“差错管理氛围对创新行为的跨层次影响:基于创新型企业及其研发人员的实证研究”(71372183) 安徽省高等教育振兴计划人才项目“安徽省学术技术带头人培养资助计划”(05201350) 安徽大学学术创新研究扶持项目“科研人员过度认同与工作压力的非线性关系研究”(yfc100104)”
【分类号】：F272.92

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