基于需求理论框架的职场排斥缓冲效应研究
发布时间：2019-05-20 08:11
【摘要】：基于3种需要理论,对采集自某大型制造企业的配对样本进行层级回归分析,探析组织中持不同需要的员工在遭受职场排斥后的不同职业结果,验证了职场排斥对员工创造力及组织偏差行为的影响,并考察了员工成就需要、情谊需要及权力需要的调节作用。研究结果表明,员工的高成就需要会减轻职场排斥的负面效应,即减弱职场排斥对员工创造力(组织偏差行为)的负向(正向)效应;相反,高情谊需要会加强职场排斥的负面效应,即遭受职场排斥后,其创造力损害会更大,组织偏差行为更多;权力需要会加强职场排斥对于组织偏差行为的负向效应,员工的权力需要越大,其会用更多的组织偏差行为来应对职场排斥。
[Abstract]:Based on three kinds of needs theory, the matched samples collected from a large manufacturing enterprise are analyzed by hierarchical regression analysis, and the different career results of employees with different needs in the organization after suffering from workplace exclusion are analyzed. This paper verifies the influence of workplace exclusion on employees' creativity and organizational deviation, and examines the regulating effects of employees' achievement needs, friendship needs and power needs. The results show that the high achievement of employees needs to reduce the negative effects of workplace exclusion, that is, to reduce the negative (positive) effect of workplace exclusion on employees' creativity (organizational deviation behavior). On the contrary, high friendship needs to strengthen the negative effects of workplace exclusion, that is, after suffering from workplace exclusion, its creativity damage will be greater, organizational deviation behavior will be more; Power needs will strengthen the negative effect of workplace exclusion on organizational bias. The greater the power needs of employees, the more organizational bias will be used to deal with workplace exclusion.
【作者单位】： 北京工业职业技术学院文法与管理学院;中国人民大学商学院;
【基金】：国家自然科学基金资助项目(71372160) 北京市社会科学基金资助项目(14JGB038)
【分类号】：F272.92
本文编号：2481494
[Abstract]:Based on three kinds of needs theory, the matched samples collected from a large manufacturing enterprise are analyzed by hierarchical regression analysis, and the different career results of employees with different needs in the organization after suffering from workplace exclusion are analyzed. This paper verifies the influence of workplace exclusion on employees' creativity and organizational deviation, and examines the regulating effects of employees' achievement needs, friendship needs and power needs. The results show that the high achievement of employees needs to reduce the negative effects of workplace exclusion, that is, to reduce the negative (positive) effect of workplace exclusion on employees' creativity (organizational deviation behavior). On the contrary, high friendship needs to strengthen the negative effects of workplace exclusion, that is, after suffering from workplace exclusion, its creativity damage will be greater, organizational deviation behavior will be more; Power needs will strengthen the negative effect of workplace exclusion on organizational bias. The greater the power needs of employees, the more organizational bias will be used to deal with workplace exclusion.
【作者单位】： 北京工业职业技术学院文法与管理学院;中国人民大学商学院;
【基金】：国家自然科学基金资助项目(71372160) 北京市社会科学基金资助项目(14JGB038)
【分类号】：F272.92
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