高承诺工作系统与员工建设性越轨行为关系的跨层次研究

根据认知评价理论和心理契约理论，基于70 个部门243 份主管—员工有效配对样本，探索高承诺工作系统能力-动机-机会3个维度与员工建设性越轨行为的跨层次关系及其内在机制，并检验员工集体主义导向的调节作用。结果表明：能力提升实践和机会授予实践对建设性越轨行为的影响不显著，但对个人控制力有显著负向影响，动机增强实践对建设性越轨行为和个体控制力均有显著正向影响;个人控制力在动机增强实践与建设性越轨行为间起部分中介作用;动机增强实践与建设性越轨行为的关系受员工集体主义导向的权变影响，即当个体集体主义导向较低时，动机增强实践正向影响建设性越轨行为，但当个体集体主义导向较高时，动机增强实践与建设性越轨行为间的关系不显著。

Cross Level Influences of High Commitment Work System on Employee Constructive Deviant Behavior

Based on the cognitive evaluation theory and psychological contract theory, this paper explored the relationship between three dimensions of high commitment work system-ability enhancing, motivation enhancing, opportunity enhancing and constructive deviant behavior as well as the moderating role of collectivism orientation with a sample of 243 employees matched to 70 department managers. Multilevel analysis revealed that: ability-enhancing practices and opportunity-enhancing practices have no significant effect on constructive deviant behavior, but have a significant negative effect on personal control. Motivation-enhancing practices have a significant positive effect on the constructive deviant behavior and personal control, and personal control mediated the relationship between high motivation-enhancing practices and constructive deviant behavior. The relationship between motivation-enhancing practices and constructive deviant behavior was moderated by collectivism such that motivation-enhancing practices were positively related to constructive deviant behavior when collectivism was lower; however, when collectivism was higher, the relationship between motivation-enhancing practices and constructive deviant behavior was insignificant.