组织建言机制对员工变革开放性的影响——基于资源保存理论和社会交换理论的分析被引量：3

The Effects of Organizational Suggestion Schemes on Employee Openness to Change——An Analysis based on Conservation of Resources Theory and Social Exchange Theory

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摘要基于资源保存理论和社会交换理论,本文对127家企业的1 282个员工样本进行跨层分析,探讨建言机制对员工变革开放性的影响。研究表明:作为员工参与的重要形式,建言机制对员工变革开放性有正向影响;工作不安全感和组织情感承诺对建言机制和员工变革开放性的关系具有中介作用;员工的任务自我效能感可以调节建言机制与工作不安全感之间的关系,且该调节作用可以被中介;对组织现状的不满可以调节组织情感承诺与变革开放性之间的关系。 Drawing on conservation of resources theory and social exchange theory,this paper carries out cross-level analysis of 1282 employees in 127 firms to explain the effects of suggestion schemes on employee openness to change.The results show that as an important form of employee involvement,suggestion schemes is positively related to employee openness to change;the influence of suggestion schemes on openness to change can be mediated by job insecurity and organizational affective commitment;task self-efficacy can moderate the relationship between suggestion schemes and openness to change,and the interaction can be mediated by job insecurity;dissatisfaction with status quo can adjust the relationship between organizational affective and openness to change.

作者赵文文周禹范雪青

机构地区中国人民大学商学院

出处《商业研究》 CSSCI 北大核心 2017年第2期133-142,共10页 Commercial Research

基金国家自然科学基金项目"人力资源管理领导力与人力资本促进组织二元创新平衡的联结机制研究" 项目编号:71372003

关键词建言机制员工变革开放性工作不安全感组织情感承诺任务自我效能 suggestion schemes employee openness to change job insecurity organizational affective commitment task self-efficacy

分类号 F272.92 [经济管理—企业管理] C936 [经济管理—管理学]

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