摘要
基于资源保存理论,通过264个企业员工调研样本数据,探讨和分析了高绩效工作系统归因对反生产行为的影响及作用机制,以及工会实践在其中的调节作用。研究结果发现:高绩效工作系统的不同归因对反生产行为的影响存在差异,高绩效工作系统福祉归因能显著减少反生产行为,而高绩效工作系统绩效归因会显著增加反生产行为;积极情绪在高绩效工作系统福祉归因与反生产行为间起中介作用,消极情绪在高绩效工作系统绩效归因与反生产行为间起中介作用;工会实践在高绩效工作系统绩效归因与消极情绪间起调节作用,但在高绩效工作系统福祉归因与积极情绪间的调节作用不显著。
Based on the Conservation of Resources Theory,this study explores and analyzes the influence mechanism of high-performance work system attributions on counterproductive work behavior by questionnaire survey on 264 employees from Jiangsu,Anhui,Zhejiang,and Shanghai province.This paper uses structural equation to test the research model.It arrives at the main conclusions as follows:the different attributions of high-performance work system have different effects on employees'counterproductive work behavior.The well-being attributions of high-performance work system can significantly reduce employees'counterproductive work behavior,while the performance attributions of high-performance work system can significantly increase employees'counterproductive work behavior.Positive emotion mediates well-being attributions of high performance work system and counterproductive productive behavior while negative emotion mediates performance attribution of high performance work system and counterproductive productive behavior.Union practice plays a moderating role between performance attribution of high performance work system and negative emotion,whereas it is not significant between well-being attribution of high performance work system and positive emotion.
作者
胡恩华
胡京京
单红梅
张毛龙
HU Enhua;HU Jingjing;SHAN Hongmei;ZHANG Maolong(Nanjing University of Aeronautics and Astronautics,Nanjing,China;Nanjing University of Post and Telecommunication,Nanjing,China)
出处
《管理学报》
CSSCI
北大核心
2020年第6期833-842,948,共11页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71772087,71872089,71832006)
江苏省人力资源发展研究基地资助项目(2017ZSJD002)
南京航空航天大学重大培育基金资助项目(NP2019201)
南京航空航天大学社会科学基金资助项目(NJ2020045)。
