摘要
企业领导权变奖励影响员工职业承诺有赖于由员工心理契约违背中介完成并受制于员工权力距离的调节。笔者基于组织公平理论,构建了企业领导权变奖励影响员工职业承诺机制的一个有调节的中介模型,在此基础上以590份来自对中国内地企业普通员工问卷调查的有效数据,运用层级回归和bootstrap方法实证检验了企业领导权变奖励与员工职业承诺之间的关联。检验结果证实:企业领导权变奖励显著正向影响员工职业承诺;员工心理契约违背部分中介作用于企业领导权变奖励对员工职业承诺的影响;员工权力距离既与企业领导权变奖励影响员工职业承诺的关系负相关,也反向调节此间员工心理契约违背的中介作用。本研究通过尝试性地将员工心理契约违背和员工权力距离等相关变量引入对企业领导权变奖励影响员工职业承诺关系模型的实证检验,揭示了企业领导权变奖励对员工职业承诺的相关影响机理,从领导奖励层次与员工职业承诺的关联上扩展了组织公平理论的应用边界,丰富了有关公司内部治理方面的现有文献,研究结论有助于为企业经营管理中制定科学合理的奖惩条例和处理好企业领导与员工的干群关系提供理论依据。
Corporate leaders contingent reward can affect employees career commitment,in which employees psychological contract violation plays a mediating role and employees power distance plays a moderating role.Based on organizational justice theory,the author analyzed 590 valid questionnaire survey data from the general employees of enterprises in China's Mainland using hierarchical regression and bootstrap method to empirically test the relationship between contingent reward of enterprise leaders and employees career commitment on the basis of constructing a moderated mediation model of contingent reward of enterprise leaders affecting employees career commitment.The test confirms that:corporate leaders contingent reward has a significant positive effect on employees career commitment;employees psychological contract violation has a partially mediating effect;employees power distance weakens the positive effect of corporate leaders contingent reward on employees career commitment,and also weakens the mediating effect of employees psychological contract violation.This study attempts to introduce relevant variables such as employee psychological contract violation and employee power distance into the empirical test of the model of the relationship between corporate leaders contingent reward and employees career commitment,revealing the mechanism of the influence of corporate leaders contingent reward on employees career commitment,expanding the boundaries of the application of the theory of organizational justice from the correlation between the level of leader reward and employees career commitment,and enriching the literature on the internal governance of the company,and the conclusions of the study are helpful in providing theoretical basis for the formulation of scientific and reasonable rewards and penalties in the management of the enterprises,and for the handling of the relationship between the leaders and the staffs of the enterprises.
作者
宋成一
赵永乐
SONG Cheng-yi;ZHAO Yong-le
出处
《中央财经大学学报》
CSSCI
北大核心
2024年第3期107-117,共11页
Journal of Central University of Finance & Economics
基金
国家社会科学基金一般项目“不确定环境下企业家灵性资本对组织韧性影响机制分析及多案例研究”(项目编号:20BGL139)。
关键词
职业承诺
领导权变奖励
心理契约违背
权力距离
Career commitment
Leader’s contingent reward
Psychological contract violation
Power distance
