摘要
孝道作为中国社会中最具特色的文化现象,近年来在心理学领域引起了本土学者们的重视,但是将孝道信念应用于组织行为领域并分析员工孝道信念对其工作表现影响的研究却很鲜见。本文论证了相互性和权威性孝道信念对员工表现的不同影响,以及组织承诺在其中的中介作用。实证研究结果显示:相互性孝道信念主要影响促进性的员工行为,而权威性孝道信念则主要对抑制性的行为产生作用;情感承诺和规范承诺分别在相互性和权威性孝道信念与员工表现之间起中介作用。本研究不仅在组织领域检验了孝道信念的有效性,而且从理论上论证了孝道信念与组织承诺、员工表现的关系,对于企业人力资源管理具有实践指导意义。
As the most characteristic cultural phenomenon in Chinese society,filial piety has attracted the attention of local scholars in the field of psychology in recent years.However,there are few studies to apply the filial piety belief to the field of organizational behavior and analyze the influence of employee filial piety on its performance.This paper demonstrates the different effects of reciprocal and authoritative filial piety on the performance of employees,and the mediating role of organizational commitment.The results show that the belief of reciprocal filial piety mainly affects the promotive behaviors,and the authoritative filial piety belief mainly plays a role in prohibitive behaviors.Affective commitment and normative commitment play a mediating role between reciprocal and authoritative filial piety and employee performance,respectively.This study not only examines the validity of filial belief in the field of organization,but also theoretically demonstrates the relationship between filial piety belief and organizational commitment and employee performance,which is instructive for enterprise human resource management.
作者
康飞
张颖
KANG Fei;ZHANG Ying(School of Economics and Management Engineering,Beijing University of Civil Engineering and Architecture,Beijing 102616,China)
出处
《科学与管理》
2020年第3期58-67,共10页
Science and Management
基金
国家自然科学基金项目(71772135)
教育部人文社会科学研究青年基金项目(15YJC630050)
北京建筑大学市属高校基本科研业务费专项资金资助(X18041)。
关键词
相互性孝道信念
权威性孝道信念
情感承诺
规范承诺
员工表现
reciprocal filial piety
authoritative filial piety
affective commitment
normative commitment
employee performance
