摘要
基于对中国大陆13个省、市、自治区以及澳门特别行政区的550份主管-员工的配对问卷调查,探讨了家庭亲善政策、员工工作压力和组织认同与创新行为之间的关系。研究发现,组织提供家庭亲善政策可以通过降低员工工作压力和提高员工组织认同的中介效应来显著提高员工的创新行为;组织认同能够调节家庭亲善政策中的工作弹性与工作压力之间的关系,以及工作压力与创新行为之间的关系;组织认同在家庭亲善政策中的亲属照顾政策与工作压力之间的调节作用没有得到证实。
Based on 550 supervisor-employees pairing survey in thirteen provinces of China's Mainland and Macao regions, we explored the relations between family-friendly policies, employee work stress, organizational identity and innovative behaviors. We found in this study that the organization that provides family-friendly policies can improve employee innovative behaviors through reducing stress and increasing employees＂ organizational identity. Furthermore, organizational identity is able to moderate the relations between work stress and job flexibility and the relations between work stress and innovative behaviors, but the moderating effect of organizational identity between relatives care and work stress has not been confirmed.
出处
《管理学报》
CSSCI
北大核心
2014年第5期683-690,共8页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71272181)
关键词
家庭亲善政策
工作压力
组织认同
创新行为
family-friendly policies
work stress
organizational identity
innovative behavior
