心理契约破裂与破坏性建言行为:自我损耗的视角

发布时间：2018-02-20 20:43

本文关键词： 心理契约破裂破坏性建言行为自我损耗内部人身份感知自我控制的资源模型　出处：《管理科学》2017年03期 　论文类型：期刊论文

【摘要】：建言是组织内成员对组织存在问题的一种表达。尽管在组织中不乏破坏性建言的现象出现,在理论上也有学者对这一行为进行探讨,但已有研究主要围绕建设性建言行为展开,忽视了对员工破坏性建言行为的研究。区别于以往积极的建设性建言行为,破坏性建言行为会给组织和员工自身带来消极影响。作为一种非理性行为,组织未能履行对员工的承诺或者责任可能是影响员工破坏性建言行为的重要因素。基于自我控制的资源模型,以自我损耗为中介变量,以内部人身份感知为调节变量,检验心理契约破裂对员工破坏性建言行为的作用机制和边界条件。以湖北、河南、广东和山东的20多家企业80个部门的207名员工及其领导的配对数据为样本,采用SPSS 17.0、AMOS 17.0和HLM 6进行统计检验。研究结果表明,(1)心理契约破裂会导致员工的破坏性建言行为。(2)自我损耗在心理契约破裂与破坏性建言行为之间起中介作用。(3)内部人身份感知对心理契约破裂与破坏性建言行为之间的关系具有负向调节作用,对于低内部人身份感知的员工,心理契约破裂与员工破坏性建言行为之间的正相关更强;对于高内部人身份感知的员工,两者之间的相关关系不显著。通过实证研究厘清了心理契约破裂与破坏性建言行为之间的关系,验证了自我损耗在这一过程中的中介作用。不仅证实心理契约破裂会造成员工自我损耗状态并引发员工的失控行为,更丰富了已有单一视角下对心理契约破裂作用效果的研究。而在内部人身份感知的调节下,团队内成员的身份会弱化两者之间的正相关关系。创建和谐的员工组织关系不仅需要构建积极的氛围,还要警惕可能出现的消极影响。通过从源头上防止心理契约破裂的发生、加强组织与员工之间信息的沟通以及营造积极的"家"的氛围、提升员工的内部人身份感知等多种手段,阻止破坏性建言行为的产生。
[Abstract]:Suggestion is a kind of expression of organization members' existing problems. Although there is no lack of destructive advice phenomenon in the organization, there are also scholars in theory to discuss this behavior, but the research has mainly focused on constructive advice behavior. It ignores the research on the destructive speech behavior of employees. As a kind of irrational behavior, it is different from the positive and constructive behavior in the past, and it will bring negative effects to the organization and the employees themselves. The failure of the organization to fulfill its commitment or responsibility to employees may be an important factor affecting the destructive behavior of employees. Based on the self-control resource model, self-loss is regarded as the intermediary variable, and the identity perception of the insiders as the adjusting variable. To examine the mechanism and boundary conditions of psychological contract breakup on employees' destructive speech behavior. Based on matched data of 207 employees and their leaders from 80 departments of more than 20 enterprises in Hubei, Henan, Guangdong and Shandong provinces, SPSS 17.0 Amos 17.0 and HLM 6 are used to test the results. The results show that the breakdown of psychological contract can lead to destructive constructive behavior of employees. 2) Self-loss plays an intermediary role between psychological contract rupture and destructive constructive behavior. Partial identity perception has a negative effect on the relationship between the breakdown of psychological contract and destructive speech behavior. For employees with low insiders' identity perception, there was a stronger positive correlation between the breakdown of psychological contract and employees' destructive speech behavior; for employees with high insider identity perception, there was a stronger positive correlation between the breakdown of psychological contract and employees' destructive speech behavior. The correlation between them is not significant. The relationship between the breakdown of psychological contract and destructive speech behavior is clarified through empirical research. It not only proves that the breakdown of psychological contract can cause the employees' self-loss state and cause the employees' behavior out of control, but also verifies the intermediary role of self-loss in this process. It enriches the study of the effect of psychological contract rupture from a single perspective. The identity of a member of the team weakens the positive correlation between the two. To create a harmonious employee organizational relationship requires not only building a positive atmosphere, but also being alert to the possible negative effects by preventing the breakup of the psychological contract from occurring at the source. To strengthen the communication of information between the organization and the employees, to create a positive atmosphere of "home", and to enhance the identity perception of the employees' insiders, so as to prevent the occurrence of destructive constructive behavior.
【作者单位】：华中科技大学管理学院;华为技术有限公司人力资源管理部;
【基金】：国家自然科学基金(71232001,71602147)~~
【分类号】：B842;F272.92

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