摘要
基于社会认同理论和社会交换理论,文章关注管理实践中的工作偏离行为,探讨员工在组织中的组织认同、团队认同、关系认同以及组织承诺的影响。采用三个时点追踪并结合他评的形式对394名国企员工及其对应主管领导进行问卷调查,使用潜变量结构方程进行效应检验。研究发现:认同不同于承诺,认同均有助于提升组织承诺,组织认同、团队认同抑制了人际指向偏离行为,组织承诺对人际指向偏离行为影响不显著;但是,组织承诺却显著助长了组织指向偏离行为,具体地,控制组织承诺后,组织认同、团队认同、关系认同抑制了组织指向偏离行为,但在组织承诺的削弱下,即认同促进承诺,经承诺反而又促进了偏离,最终组织认同、团队认同对组织指向偏离行为的总效应不显著,关系认同的总效应尽管仍为显著抑制,但影响力也被减弱。
Based on social identity theory and social exchange theory, this paper was to explore the influence mechanism of employees＇ organizational, team and relational identification and organizational commitment on their deviant behavior in state-owned enterprises. Using data collected in three time points and from 394 employees and their corresponding supervisors, and structural equation models, it was found that： identification is different from and positive with commitment; organizational, team identifications are negative with interpersonal deviant behavior, while commitment is not significant; however, commitment is positive with organi- zational deviant behavior. Even organizational, team and relational identifications could decrease organizational deviant behavior, organizational commitment weakens this effect though, and organizational, and team identifications＇ role become insignificant and relational identification much weaker in the end.
出处
《商业经济与管理》
CSSCI
北大核心
2017年第8期48-58,共11页
Journal of Business Economics
基金
国家留学生基金委留学基金项目"组织中的认同与行为研究"(201606010206)
教育部人文社会科学重点研究基地重大项目"社区治理问题与创新管理--基于治理体系与治理能力评价的实验研究"(51910209-092)
北京大学博士研究生校长奖学金(1501111109)
关键词
组织认同
团队认同
关系认同
组织承诺
工作偏离行为
organizational identification
team identification
relational identification
organizational commitment
deviant behavior
