摘要
整合自我决定理论和工作要求-资源模型,本文探讨了公民压力对员工组织异议的影响机理,尤其是公民厌倦的中介作用,以及自我效能感的调节作用。基于本土企业的309份员工调查问卷的实证研究表明:公民压力与向上异议显著负相关,与侧向异议显著正相关;公民厌倦在公民压力与向上异议、侧向异议间均起到完全中介作用;自我效能感对公民压力与公民厌倦之间的关系起到显著的调节作用,即相对于高自我效能感员工而言,低自我效能感员工的公民压力对其公民厌倦的影响更为显著。
Integrating self-determination theory and job demands-resources model, this study explores the influencing mechanism of citizenship pressure on employees＇ organizational dissent, especially the mediating role of citizenship fatigue and the moderating role of self-efficacy. Empirical analysis of 309 employees within local enterprises show that： citizenship pressure is negative correlated with articulated dissent but positive correlated with latent dissent; citizenship fatigue fully mediates the impact of citizenship pressure on articulated dissent and latent dissent; self-efflcacy playes a moderating role on the relationship between citizenship pressure and citizenship fatigue, such that the relationship is more significant for low self-efficacy employees than high self-efficacy employees.
作者
赵红丹
江苇
ZHAO Hong-dan JIANG Wei(School of Management, Shanghai University, Shanghai 200444, China Institute for Strategic Management Shanghai University, Shanghai 200444, China)
出处
《预测》
CSSCI
北大核心
2017年第1期15-20,共6页
Forecasting
基金
国家自然科学基金资助项目(71302047)
高等学校博士点专项科研基金资助项目(20133108120031)
上海市社科规划基金资助项目(2014EGL006)
关键词
公民压力
公民厌倦
组织异议
自我效能感
citizenship pressure
citizenship fatigue
organizational dissent
self-efficacy
