高承诺组织与员工建言:双过程模型检验

发布时间：2018-07-04 20:49

本文选题：高承诺组织 + 建言行为　；参考：《心理学报》2017年04期

【摘要】：以来自36个组织的223名员工为被试,通过上级、同事和员工自评三方配对的问卷数据,研究探讨了高承诺组织与员工建言行为之间的关系。采用多层结构方程模型等方法进行数据分析,结果发现:(1)高承诺组织对员工建言行为(包括上行建言和平行建言)有显著的促进作用;(2)员工知觉到组织内的职业机会在高承诺组织和上行建言之间起部分中介作用;工作满意度在高承诺组织和平行建言之间起部分中介作用;(3)工作绩效在知觉到职业机会和上行建言之间起正向调节作用;人际关系在工作满意度和平行建言之间起正向调节作用;(4)不光如此,工作绩效还调节着"高承诺组织-知觉职业机会-上行建言"这一中介路径;人际关系还调节着"高承诺组织-工作满意感-平行建言"这一中介路径。文章最后对所得结果、理论和实践意义及未来研究做了讨论。
[Abstract]:Using 223 employees from 36 organizations as subjects, the relationship between high-commitment organization and employee's speech behavior was studied through questionnaire data of self-evaluation by superior, colleague and employee. The multilayer structure equation model is used to analyze the data. The results show that: (1) the high commitment organization has a significant promoting effect on the employee's constructive behavior (including uplink advice and parallel advice); (2) the employee realizes that the career opportunity in the organization plays a part intermediary role between the high commitment organization and the uplink advice. Job satisfaction plays a part of intermediary role between high commitment organization and parallel advice. (3) Job performance plays a positive role in adjusting between perceived career opportunities and uplink advice. Interpersonal relationships play a positive role in regulating job satisfaction and parallel advice. (4) not only this, job performance also regulates the intermediary path of "high commitment organization-perceived career opportunity-uplink advice"; Interpersonal relationships also regulate the intermediary path of high commitment organization-job satisfaction-parallel advice. Finally, the results, theoretical and practical significance and future research are discussed.
【作者单位】：苏州大学心理学系教育部人文社科重点研究基地-苏州大学中国特色城镇化研究中心;河海大学商学院;
【基金】：国家自然科学基金(71372180,71502048)
【分类号】：F272.92

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