摘要
本文采用了当前公共部门研究中所缺乏的来自员工层面的视角,并回应了对于影响公职人员工作态度和工作行为的因素开展进一步研究的呼吁。基于对公务员的调查,本研究探讨了员工感知的发展投入的前因后果。我们的研究表明,组织支持在员工对发展的看法上具有重要作用。此外,主管的支持在组织支持和员工感知的发展投入之间扮演着中介角色。这一发现揭示了主管作为组织代理人的作用。此外,与工作需求—资源模型和社会交换理论相一致,我们发现,在一个提供大量培训和发展激励的工作场所中,公职人员更有可能表现出更高层级的组织承诺和组织公民行为。员工感知的发展投入在组织支持和员工绩效之间,以及在主管支持和员工绩效之间,均扮演着关键的中介角色。
This article adopts an employee-level perspective,which is currently lacking in the public sector literature,and responds to the call for additional research concerning factors that affect public employees'job attitudes and work behaviours.Based on a survey of civil servants,this study explored the antecedents and outcomes of perceived investment in employee development Our research demonstrates the significant role of organizational support on employees'perceptions of development Furthermore,supervisor support mediated the relationship between organizational support and perceived investment in employee development This finding sheds light on the role of supervisors as agents who represent or personify the organization.Also,consistent with the job demands-resources model and social exchange theory,we indicate that public employees within a workplace that provides substantial training and developmental incentives are more likely to report greater levels of organizational commitment and organizational citizenship behaviour.Perceived investment in employee development was found to act as an important mediator between the relationships of organizational support and employees'outcomes,and supervisor support and employees' outcomes.
出处
《国际行政科学评论（中文版）》
2022年第3期147-166,共20页
International Review of Administrative Sciences
关键词
员工态度
员工行为
员工感知的发展投入
组织支持感
主管支持感
公共管理
employee attitudes
employee behaviours
perceived investment in employee development
perceived organizational support
perceived supervisor support
public management
