工作边界强度与员工组织认同之间的关系——工作边界偏好的匹配性调节
发布时间：2018-11-15 13:04
【摘要】：弱工作边界因有助于员工工作与非工作的平衡,而受到越来越多员工的青睐,并成为很多组织用来提升员工组织认同的管理策略。然而,在工作边界由强变弱的过程中,员工的组织认同会随之增加吗?现有研究并没有给出肯定而一致的结论。本文根据社会交换理论和个体—环境匹配理论认为,过弱或过强的工作边界都会导致员工对组织认同的下降,工作边界的强弱与员工的组织认同之间呈倒U形关系,并受到工作边界强度与员工对其偏好之间匹配程度的调节。本文通过问卷调查和利用多项式回归、三维响应曲面分析,验证了这些假设。
[Abstract]:The weak work boundary is favored by more and more employees because it helps to balance the work and non-work, and has become a management strategy used by many organizations to promote the organizational identity of employees. However, as the work boundary changes from strong to weak, will the organizational identity of employees increase with it? Existing studies do not give positive and consistent conclusions. According to social exchange theory and individual-environment matching theory, the weak or too strong working boundary will lead to the decline of employee's organizational identity, and the relationship between work boundary and employee's organizational identity is inversely U-shaped. It is adjusted by the matching degree between the work boundary intensity and the employee's preference. In this paper, these hypotheses are verified by questionnaire, polynomial regression and 3D response surface analysis.
【作者单位】： 江苏大学财经学院;南京大学商学院;
【基金】：国家自然科学基金项目(71272103、71572074)资助
【分类号】：F272.92
本文编号：2333387
[Abstract]:The weak work boundary is favored by more and more employees because it helps to balance the work and non-work, and has become a management strategy used by many organizations to promote the organizational identity of employees. However, as the work boundary changes from strong to weak, will the organizational identity of employees increase with it? Existing studies do not give positive and consistent conclusions. According to social exchange theory and individual-environment matching theory, the weak or too strong working boundary will lead to the decline of employee's organizational identity, and the relationship between work boundary and employee's organizational identity is inversely U-shaped. It is adjusted by the matching degree between the work boundary intensity and the employee's preference. In this paper, these hypotheses are verified by questionnaire, polynomial regression and 3D response surface analysis.
【作者单位】： 江苏大学财经学院;南京大学商学院;
【基金】：国家自然科学基金项目(71272103、71572074)资助
【分类号】：F272.92
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1 严燕;唐方成;;跨文化背景下的组织认同:一个多层次案例研究[J];云南财经大学学报;2014年03期
，本文编号：2333387
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