摘要
现有研究对于同一个组织中成员工作嵌入存在差异的原因解释不足,文章基于社会交换理论的视角,考察了成员对于高参与工作系统的感知、领导成员交换以及职场排斥对于职位内工作嵌入的影响。通过对同一企业中的273名员工进行问卷调查,检验了上述变量的影响机制。研究发现,高参与工作系统的感知正向影响工作嵌入,领导成员交换和职场排斥会对此关系产生调节作用,成员的政治技能会调节职场排斥的影响。
Job embeddedness has been discussed from many aspects, but the reason for members of the same organization showing different levels of job embeddedness has not been explained clearly. Based on social exchange theory, the current study investigates the perception of high involvement work system （HIWS）, leader-member exchange （LMX） and workplace ostracism （WO） as the antecedents of organizational members＇ job embeddedness. With a sample of 273 employees, we test this theoretical model. Results show that job embeddedness is positively related to perception of HIWS, while LMX and WO moderates the relationship between HIWS and job embeddedness, and if employees＇ political skill is high, the moderating effect of WO decreases.
出处
《商业经济与管理》
CSSCI
北大核心
2013年第12期64-73,共10页
Journal of Business Economics
基金
中国人民大学研究生科学研究基金项目"工作嵌入的前因变量研究--基于内在动机和组织氛围视角"(13XNH165)
关键词
工作嵌入
高参与工作实践
领导成员交换
职场排斥
政治技能
job embeddedness
high involvement work system
leader-member exchange
workplace ostracism
political skill
