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尽管已有研究表明企业的人力资源管理实践会影响员工的建言行为,但关于员工不同的人力资源归因方式如何影响员工的建言行为的研究并不多见。本文依据心理契约理论,探讨人力资源归因对员工建言行为的影响。对642份配对样本问卷调查结果的分析表明:幸福感型人力资源归因对建言行为具有显著正向影响;绩效型人力资源归因对建言行为具有显著负向影响;关系型心理契约和交易型心理契约在幸福感型人力资源归因与建言行为之间起双重中介作用;关系型心理契约和交易型心理契约在绩效型人力资源归因与建言行为之间起双重中介作用。本文揭示了人力资源归因影响员工建言行为的作用机制,这对提高组织管理效率,引导员工更多地为组织建言献策具有重要的现实意义 相似文献
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现有研究往往把辱虐管理视作一个单维概念,本文在严谨的理论分析基础上区分显性辱虐管理与隐性辱虐管理,剖析其对下属职场偏差行为的不同影响,并探讨绩效归因的调节作用。通过问卷调查收集来自237位企业员工的数据,使用层次回归分析对研究假设进行检验。实证结果显示,显性辱虐管理对下属个体偏差行为有正向影响,绩效归因的调节效应不显著;显性辱虐管理对下属组织偏差行为有负向影响,绩效归因越强则该作用越强;隐性辱虐管理对下属个体偏差行为和组织偏差行为都有正向影响,绩效归因越强则这两个作用越弱。 相似文献
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基于知识激活理论和皮格马利翁效应,探讨了内隐追随(IFTs)对员工创新行为的影响,结果发现:IFTs和员工创新行为之间存在显著正相关,领导支持部分中介了二者之间的关系;领导者的内部动机调节了IFTs和领导支持之间的关系,内部动机越弱时二者关系越强;领导者的内部动机调节了领导支持的中介效应,当内部动机低时,领导支持在IFTs和追随者创新行为之间的中介作用更强,当内部动机高时,领导支持的中介作用更弱.这些发现拓展了对IFTs作用后果的理解,并从一个新的视角探索了追随者创新行为的成因,具有一定的理论和实践意义. 相似文献
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基于情感事件理论,本文考察威权领导对下属反生产工作行为的双中介影响机制以及边界条件。通过对488名员工进行问卷调查,结果发现:专权领导显著正向预测下属的组织指向反生产工作行为,负性情绪和自尊在专权领导和下属反生产行为中起中介作用; 尚严领导显著负向预测下属的组织指向反生产工作行为,且下属基于组织自尊中介了尚严领导和反生产行为关系;员工传统性在负性情绪与反生产行为间调节效应显著。本文试图厘清不同维度威权领导对员工反生产行为的作用机制及边界条件,以及拓展威权领导与反生产工作行为的相关研究。 相似文献
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本文以新生代员工组织政治知觉为前因变量、以心理契约破裂为中介变量,研究其离职倾向.首先,通过文献回顾和理论推导构建了组织政治知觉、心理契约破裂、领导一成员交换关系对新生代员工离职倾向发生影响的理论模型.然后基于对483名新生代员工的问卷调查,考察了组织政治知觉对新生代员工离职倾向的影响,并检验了领导一成员交换关系的调节效应以及心理契约破裂的中介效应.实证研究结果表明新生代员工组织政治知觉和心理契约破裂显著影响离职倾向,心理契约破裂在组织政治知觉和离职倾向中起部分中介作用.领导-成员交换关系在组织政治知觉和心理契约破裂、心理契约破裂和离职倾向中均起负向调节作用. 相似文献
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基于平衡理论,检验了下属逢迎行为对其升职性的影响,并着重讨论了领导-下属关系在其中所起到的中介效应以及谦卑领导的调节作用。对294个员工、576个同事及294个直接领导的配对数据进行实证分析,结果表明:当领导不够谦卑时,逢迎行为对升职性有显著的正向影响,领导-下属关系在其中起着部分中介作用;谦卑领导会调节领导-下属关系在下属逢迎行为和其升职性之间所起的中介作用,当领导的谦卑性越高/低,领导-下属关系所起的中介作用越弱/强。 相似文献
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基于社会学习与情感事件理论视角,探讨了责任型领导对员工绿色行为的影响机制。通过对山东省、上海市多家企业317名人员的问卷调查,实证分析结果显示责任型领导显著正向影响员工绿色行为,道德反思在责任型领导与员工绿色行为之间起部分中介作用;同理心负向调节道德反思与员工绿色行为之间的关系,同理心越弱,道德反思对员工绿色行为的影响越显著;同理心还调节责任型领导通过道德反思影响员工绿色行为这一中介机制,同理心越弱,中介效应越显著。研究结果为责任型领导激发员工绿色行为提供了新的视角,对于增加组织的环保行为具有重要的现实意义。 相似文献
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Huai-Liang Liang 《International Journal of Human Resource Management》2017,28(3):481-498
This study tested the mediating roles of both voice and facades of conformity in the relationship between regulatory foci and job satisfaction and the extent to which the mediating roles is moderated by psychological contract breach among a sample of 271 military recruits in Taiwan. Results suggest that voice and facades of conformity mediated the relationship between regulatory foci and job satisfaction. Also, results suggest that perceived breach moderates this mediating pathway: Strong psychological contract breach increases the relationship between promotion focus and voice in the case of job satisfaction. On the other hand, psychological contract breach strongly moderates the relationship between prevention focus and facades of conformity in the case of low job satisfaction. Results are discussed in view of the importance of (a) including the measure of regulatory focus in future studies, (b) the mediating roles of different tactics in explaining the relationship between regulatory foci and job satisfaction and (c) the moderating role of psychological contract breach as a negative workplace event. Implications for the results are discussed. 相似文献
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Jessica K. Sayers Karen L. Sears Kristine M. Kelly Colin R. Harbke 《Employee Responsibilities and Rights Journal》2011,23(4):269-283
The primary objective of this research was to examine both procedural and interactional justice perceptions as moderators
of the relationship between psychological contract violation and workplace incivility. Affect Infusion Model (AIM) was used
as a theoretical basis for predicting an interaction in which there was, in general, a positive relationship between violation
and incivility. However, a stronger relationship between contract violation and incivility was predicted under high-justice
conditions, compared to low-justice conditions, due to the deeper, more elaborate information processing needed to reconcile
a psychological contract violation occurring in an otherwise just organization. An online survey was administered to 975 U.S.
respondents. The hypotheses were confirmed. Results indicated that the positive relationship between violation and instigated
incivility was stronger among employees reporting a just work environment. Implications for applying AIM to organizational
settings are discussed. 相似文献
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社会交换理论和结构方程模型是研究顾客心理契约、顾客满意与顾客公民行为关系的依据和有效方法。本文通过健身业的实证研究发现,顾客心理契约、顾客满意均对顾客公民行为具有显著的正向影响。顾客满意在心理契约与顾客公民行为关系上起中介作用。其中,顾客满意除了在交易心理契约与顾客反馈行为关系上起到部分中介作用外,在心理契约的两个维度与顾客公民行为三个维度的关系上均起到完全中介的作用。研究结论首次验证了顾客心理契约与顾客公民行为的正相关关系,并对企业利用顾客心理契约促进顾客公民行为的营销实践具有指导意义。 相似文献
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职场内卷现象受到多方关注,如何让员工持续热爱工作成为现实的命题。本文以自我决定理论及工作特征理论为依据,考察团队人际关系、员工团队心理安全感及工作需求创新对员工和谐型激情的作用机制。研究发现:高质量领导成员交换关系和团队成员交换关系能使员工产生团队心理安全感,团队心理安全感分别在领导成员交换关系及团队成员交换关系与和谐型激情之间起中介作用,工作需求创新调节了中介效应。因此,组织若欲令员工热爱工作,团队的“安全感”和工作的“新鲜感”同样重要,应着力在团队人际关系建设和工作设计方面提升员工的积极感知体验。研究结论对组织员工管理实践具有一定指导意义。 相似文献
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The current study examined the effects of leadership style (charismatic or autocratic) on followers' internal and external attributions for their organization's success or failure. In addition, role incongruence between the leadership style and gender was examined within the context of attributional error. Confirming the hypotheses, the results showed a three‐way interaction between leadership style, gender and organizational outcome. Supporting the role incongruity theory, when there was role incongruence between the leadership style and gender (i.e., the female autocratic leader), the attributions for failure were more unfavorable toward the leader. The effect of leadership style on internal attributions for failure was mediated by likeability of the leader. Overall, the current study was the first experimental investigation of the effects of leadership style, organizational outcomes, and gender on attributional biases within a single design. 相似文献
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Mieke Audenaert Alex Vanderstraeten Dirk Buyens 《International Journal of Human Resource Management》2017,28(15):2208-2227
HRM and the leader are often assumed to play a joint role in affecting employee reactions. In a multilevel, time-lagged study, we examined the joint role of the employment relationship and leader-member exchange (LMX). We tested whether this joint role is essential to when LMX leads to affective well-being via psychological empowerment. We build on HRM literature to expect that the relationship of LMX with psychological empowerment is stronger when the employment relationship is consistent with LMX quality. Results indicated that psychological empowerment mediates the relationship between LMX and affective well-being. This mediation is stronger for employees in a mutual investment employment relationship. The findings point at the importance of consistency of resources from the employment relationship and LMX. Nevertheless, the findings also suggest that resources from LMX compensate for employment relationships with low resources. Our findings contribute to scholars’ understanding of the joint role of HRM systems and leader behaviors. 相似文献
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Gordon B. Schmidt 《Employee Responsibilities and Rights Journal》2016,28(3):147-170
The current study examines the relationship between adult attachment style and both perceived psychological contract breach and affective organizational commitment in a sample of college students with employment experience. Attachment style is argued to be an individual difference factor that affects how an individual perceives organizational events based on theory and existing empirical research related to adult attachment style. Individuals with insecure attachment styles were predicted to perceive more psychological contract breach and have lower levels of affective organizational commitment. The results reveal that individuals with higher levels of preoccupied and dismissive attachment styles perceived higher levels of psychological contract breach, and preoccupied attachment style significantly and negatively relates to affective organizational commitment. The relationship between attachment style and psychological contract dimensions was stronger for relational than transactional contract dimensions. Evidence is also found that perceived psychological contract breach mediates the relationship between preoccupied attachment style and affective commitment. Future potential research directions are described. The implications of these findings for managerial practice is discussed. 相似文献
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Kuen-Hung Tsai Hui-Chen Chang Chen-Yi Peng 《The International Entrepreneurship and Management Journal》2016,12(4):1127-1145
This study refines the relationship between perceived capability and entrepreneurial intention by considering the mediating roles of perceived opportunity and fear of failure and the moderating role of gender. A moderated mediation framework is developed on the basis of perspectives of the cognitive phenomenon of categorization and the social role theory. Two samples of Taiwan and China obtained from the database released by Global Entrepreneurship Monitor were used to test the hypotheses. A logistic regression analysis followed by a bootstrap approach reveals several interesting results. First, perceived capability positively affects entrepreneurial intention through perceived opportunity; this indirect linkage is stronger in China than in Taiwan. Second, compared with the fear of failure, perceived opportunity has a stronger mediating effect in linking perceived capability and entrepreneurial intention. This difference is more remarkable in China than in Taiwan. Third, gender partially moderates the mediating effect of perceived opportunity. Specifically, perceived capability has a stronger indirect effect on entrepreneurial intention through perceived opportunity among men than among women in Taiwan; however, the difference is not significant between men and women in China. In addition, age negatively affects perceived opportunity and entrepreneurial intention. 相似文献
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Research on trust in buyer–supplier relationships has tended to focus on the performance outcomes of a trusting relationship, as well as the processes that serve to build trust. Largely absent from the buyer–supplier literature is an in-depth examination of activities that break down trust, and the resulting effect on supplier trust in the buyer. The authors propose and test a model that evaluates psychological contract violations between a buyer and a supplier as a mediating variable of the effect of unethical activities on trust within a partnership. Survey data was collected from 110 tier one suppliers of major corporations in the state of Ohio. Our results show how a supplier's perception of a violation of the psychological contract either partially mediates or fully mediates the relationship between the buyers unethical activity and the suppliers trust in that buyer. We discuss how suppliers may demonstrate bounded ethicality when they overlook perceived unethical behaviors by the buyer. 相似文献
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A growing body of research explores human resource management practices that encourage employees to innovate. In this study, we examine the links between different sources of feedback (supervisor and coworker) and employees’ innovative behavior. Drawing on social exchange theory and the job demands‐resources theory, we first propose that work engagement and psychological contract breach mediate the relationship between supervisor feedback and employees’ innovative behavior. Second, we propose a moderated mediation model in which coworker feedback attenuates the relationships between supervisor feedback and employees’ innovative behavior through the mediating mechanisms of both work engagement and psychological contract breach. Using three waves of multisource data from 300 Chinese employees and their 64 supervisors, we found a dual‐mediation pathway by which employees’ work engagement and perceptions of psychological contract breach mediate the influence of supervisor feedback on innovative behavior. Our results also show that coworker feedback can be used to supplement the lack of supervisor feedback when required. Organizations are advised to ensure that employees obtain regular feedback from multiple sources because such feedback can promote employees’ work engagement and perceptions that the organization is upholding its side of the psychological contract, which fosters employees’ innovative behavior. 相似文献