员工-组织价值观匹配影响建言行为的机制被引量：37

How Person-Organization Value Fit Influences Voice Behavior

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摘要员工的建言行为对处于动态的、复杂的和多变的环境中的组织尤为重要。基于计划行为理论有机整合个体对自身与组织的价值观匹配的认知、组织自尊、情感承诺和感知的组织支持,试图揭示多个因素对建言行为的复杂作用机理。对多行业的330套配对样本的实证分析证实:员工-组织价值观匹配对员工的建言行为具有积极影响;情感承诺中介员工-组织价值观匹配对建言行为的影响;当感知的组织支持较高时,不仅增强了员工-组织价值观匹配和情感承诺各自对建言行为的积极作用,而且增强了因员工-组织价值观匹配产生的情感承诺对建言行为的积极影响;员工-组织价值观匹配不仅积极影响员工的组织自尊而且进一步影响情感承诺,从而促进员工的建言行为。文章提供了在管理实践的应用启示和建议。 Employee voice behavior is particularly important for the organization in a dynamic, complex and ever-changing environment. In recent years, there has been a rapidly growing number of conceptual and empirical researches focused on better understanding the motives underlying voice, individual, and situational factors that increase employee voice behavior. Person-organization value fit has important influences on employee job satisfaction, affective commitment, and extra-role behavior. However, few studies have focused on how fit between employee and organization influences employee voice behavior. Based on the theory of planned behavior, this study firstly in- troduces person-organization value fit to find how promote employees to voice. Integrating person-organization value fit, organization based self-esteem, affective commitment and perceived organizational support into an organic system to reveal the complex mechanism about how multiple factors influenced voice behavior. By using structural equation model and multiple linear regression to analyze the 330 pairs valid samples, we conclude that： person-organization value fit has positive effect on employee voice behavior; affective commitment mediates person-organization value fit and voice behavior; perceived organizational support not only separately moderates the relationships between person-organization value fit, affective commitment and voice behavior, but also moderates the mediating effect of affective commitment between person-organization value fit and voice behavior; person-organization value fit not only has positive effect on employee organization based self-esteem but also further affect affective commitment, so as to promote employee voice behavior. This study gives some specific suggestions to management practice in organizations.

作者马贵梅樊耘于维娜颜静

机构地区西安交通大学管理学院过程控制与效率工程教育部重点实验室

出处《管理评论》 CSSCI 北大核心 2015年第4期85-98,共14页 Management Review

基金国家自然科学基金项目(70672052) 教育部博士点基金项目(20130201110020)

关键词员工-组织价值观匹配组织自尊情感承诺感知的组织支持建言行为 person-organization value fit, organization based self-esteem, affective commitment, perceived organizational support, employee voice behavior

分类号 F272.92 [经济管理—企业管理]

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