摘要
组织员工之间的交换并非总是均衡的,也存在非均衡交换。这一现实及其原因逐渐受到一些学者的关注。Tsui等学者研究发现,在过度投资型组织,员工绩效不佳的原因是类似Adams描绘的过度报酬;在投资不足型组织员工仍然表现出高承诺的原因是工作嵌入。本文抽取31家企业的中层管理者及其下属,形成231份配对问卷,研究发现组织员工双方在组织投入及员工工作投入方面存在较大的认知差异,这是组织支持与员工需求不匹配,彼此对组织支持与员工投入看法迥异的重要原因。研究还发现,不同性质企业组织员工双方在认知差异程度及工作投入变量的维度方面存在较大的差异;相较于外企,国企存在着投资过度,而民企存在着投资不足。
The exchange between organizations and employees is not always in balance,there are also unbalanced exchange between them.This phenomenon and its causes have gradually attracted the attention of researchers.Mr.Tsui and so on found that,under the employee-organization relationship in over-invested enterprises,the poor staff performance is similar to that in the over-payment condition described by Adams;while in the under-investment relationship,the high commitment of staff is caused by job embeddedness.In this study,a sample of 231 supervisor-subordinate matching questionnaires collected from 31 enterprises in China is used for data analysis.The results present that employee and organizations have different views on the same thing,which is an important cause for leading unbalanced exchange.The study also find that the cognitive differences vary because of the nature of enterprise,and compared with foreign companies,there are over-investment in state-owned enterprises and under-investment in private enterprises as well.
出处
《学术研究》
CSSCI
北大核心
2011年第9期84-91,159-160,共8页
Academic Research
