摘要
以资源保存理论为基础,将内在认同不对称的理论探索与积极心理学理论相整合,通过构建一个有调节的中介模型来考察"领导低估型"内在认同不对称对员工主动行为的作用机制。研究结果表明,"领导低估型"内在认同不对称对员工主动行为有负向影响;员工心理资本完全中介了"领导低估型"内在认同不对称与员工的主动行为之间的关系;程序公平在该过程中起负向调节作用,即程序公平感越高,"领导低估型"内在认同不对称通过心理资本对员工主动行为所产生的作用越弱,反之越强。该研究拓展了内在认同不对称这一新兴领域在组织情境的应用,并在实证研究方面做出率先尝试,以期能为现代企业的员工行为管理实践提供启示。
Based on conservation of resources theory,a moderated mediation model is constructed to explore the influencing mechanism of＂leader underestimation＂internal identity asymmetry on employee proactive behavior through the integration of the theories on internal identity asymmetry and positive psychology.The results of the relative field test show that＂leader underestimation＂internal identity asymmetry has negative effect on employee proactive behavior.Furthermore,employee psychological capital fully mediates the relationship between＂leader underestimation＂internal identity asymmetry and employee proactive behavior.Procedural justice plays a negative moderating role in the influencing process.Specifically,the relationship between ＂leader underestimation＂internal identity asymmetry and employee proactive behavior is weaker when procedural justice is high rather than low.This study develops the specific application of internal identity asymmetry as an emerging research field under organizational contexts.It also takes the lead in empirical research and provides the relevant reference to the management of employee behaviors in modern organizations.
出处
《管理学报》
CSSCI
北大核心
2017年第8期1172-1181,共10页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71272123
71672070)
关键词
“领导低估型”内在认同不对称
主动行为
心理资本
程序公平
资源保存理论
＂leader underestimation＂internal identity asymmetry
proactive behavior
psychological capital
procedural justice
conservation of resources theory
