摘要
笔者以我国企业中的知识型员工为研究样本,实证检验了低尽责性员工组织支持感与领导成员交换对周边绩效两个不同维度的影响,以及在不同质量水平的组织支持感和领导成员交换下,低尽责性员工所表现出来的周边绩效的差异。研究目的在于探讨影响员工周边绩效的内部因素和外部因素,探讨企业应当采取何种措施提高低尽责性知识型员工的周边绩效。研究结果表明,组织支持感与周边绩效两维度中组织导向的周边绩效显著正相关;领导成员交换与直接主管导向的周边绩效显著正相关;与一般员工相比,提高组织支持感和领导成员交换质量水平对低尽责性员工周边绩效的提升作用更加显著。笔者建议,企业要高度重视知识型员工的周边绩效行为,可以通过增加对知识员工的组织支持、增加知识员工与上级之间的领导成员交换质量,营造良好的工作氛围,进而达到提高知识型员工周边绩效的目的。
Taking knowledge employees of Chinese enterprises as the research sample, this paper tests that different perceived organizational support or leader-member exchange can make different effects on two di- mensions of contextual performance, besides, low-conscientiousness employees behave discriminatively in the different level of perceived organizational support and leader-member exchange. The aim of the study is to in- vestigate the internal and external factors that affect employee＇s contextual performance and to explore the measures which enterprises shall take to improve the low conscientiousness knowledge employee＇s contextual performance. The research results show that perceived organizational support and organization-oriented contex- performance are strongly retaled, so are leader-member exchange and supervisor-oriented contextual per- formance ; compared with other ordinary ones, low-conscientiousness employees would be affected more by im- proved qualities of perceived organizational support and leader-member exchange. The paper suggests that en- terprises should attach great importance to contextual performance behaviors of their knowledge employees. Knowledge employees＇ contextual performance can be improved the quality levle of leader member-exchange and creating good through working increas!ng the organizational support, atmosphere.
出处
《中央财经大学学报》
CSSCI
北大核心
2015年第4期100-106,共7页
Journal of Central University of Finance & Economics
基金
国家社会科学基金项目"企业高管薪酬差距对企业绩效的影响及政策研究"(11BGL019)
关键词
组织支持感
领导成员交换
低尽责性
周边绩效
补偿效应
Perceived organizational support Leader-member exchange Low conscientiousness Con-textual performance Compensatory effect
