发展型心理契约视角下情感性组织安全文化对员工安全风险作用机理研究——基于国有煤炭企业的调研数据
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摘要
为了探索情感性组织安全文化对员工安全风险的作用机理,从发展型心理契约视角出发,设计情感性组织安全文化、发展型心理契约及员工安全风险测度量表,采用结构方程方法分别构建了情感性组织安全文化对员工安全风险直接作用、间接作用和两种作用耦合情形下的作用模型。结果表明:"情感性组织安全文化"对"员工安全风险"有正向影响,"情感性组织安全文化"对"发展型心理契约"有显著正向影响,同时"发展型心理契约"对"员工安全风险"有显著正向影响;在以上直接作用和间接作用耦合情形下,"情感性组织安全文化"对"员工安全风险"不存在直接的正向作用,但"情感性组织安全文化"通过"发展型心理契约"对"员工安全风险"产生正向影响的效果更加显著。研究表明,通过情感性组织安全文化建设降低员工安全风险,融入促进员工发展型心理契约均衡因素,能起到事半功倍的效果。
This paper aims to explore the influence of the emotional organization safety culture on the employee safety risk from the perspective of the developmental psychological contract. For our research purpose,we have managed to deliver 517 copies of questionnaire to the safety production managerial departments and to the front line technicians and workers from the said 3 state-owned coal enterprises,and 313 valid questionnaires have been laid out as a 3-D scale of the emotional organization safety culture,a developmental psychology contract and the employees'safety risk inventory. What is more,the structural equation can also be adopted to build up an action model for the emotional organization safety culture of the nature,including the direct and indirect effects variety under the 2 action coupling conditions.The results of the above study show that"the emotional organization safety culture"has a positive impact on"the employee safety risk",whereas "the emotional organization safety culture "may also have a significant positive impact on "the developmental psychological contract". At the same time,such kinds of contract has a great potential of the positive influence on "the employee safety risk". Therefore,under the above coupling action conditions,the model can reveal that"the emotional organization safety culture" may not have obvious positive effect on"the employee safety risk",though it may have some more positive effects on the"employee's safety risk"with the help of"the developmental psychological contract". Therefore,it can be concluded that the above results can help to reduce the safety risk by developing the emotional organization safety culture of the enterprises. That is to say,half efforts can help to achieve double effects if the efforts can be integrated into the process to balance the developmental psychological contract of the employees.Hence,the research innovation lies in the following two aspects:the paper explores the mechanism of the emotional organization safety culture on the employee safety risk by introducing the developmental psychological contract as the intermediary variable.And also,from the perspective of the psychological contract theory,an approach to the emotional organization safety culture construction and the practical scientific management experience for such safety risk have been contributed to.
This paper aims to explore the influence of the emotional organization safety culture on the employee safety risk from the perspective of the developmental psychological contract. For our research purpose,we have managed to deliver 517 copies of questionnaire to the safety production managerial departments and to the front line technicians and workers from the said 3 state-owned coal enterprises,and 313 valid questionnaires have been laid out as a 3-D scale of the emotional organization safety culture,a developmental psychology contract and the employees'safety risk inventory. What is more,the structural equation can also be adopted to build up an action model for the emotional organization safety culture of the nature,including the direct and indirect effects variety under the 2 action coupling conditions.The results of the above study show that"the emotional organization safety culture"has a positive impact on"the employee safety risk",whereas "the emotional organization safety culture "may also have a significant positive impact on "the developmental psychological contract". At the same time,such kinds of contract has a great potential of the positive influence on "the employee safety risk". Therefore,under the above coupling action conditions,the model can reveal that"the emotional organization safety culture" may not have obvious positive effect on"the employee safety risk",though it may have some more positive effects on the"employee's safety risk"with the help of"the developmental psychological contract". Therefore,it can be concluded that the above results can help to reduce the safety risk by developing the emotional organization safety culture of the enterprises. That is to say,half efforts can help to achieve double effects if the efforts can be integrated into the process to balance the developmental psychological contract of the employees.Hence,the research innovation lies in the following two aspects:the paper explores the mechanism of the emotional organization safety culture on the employee safety risk by introducing the developmental psychological contract as the intermediary variable.And also,from the perspective of the psychological contract theory,an approach to the emotional organization safety culture construction and the practical scientific management experience for such safety risk have been contributed to.
引文
[1] AQ/T 1093—2011 Risk pre-control management system ofsafety in coal mine specification(煤矿安全风险预控管理体系规范)[S].
[2] LI Guangrong(李光荣). Research on comprehensive riskevolution mechanism and management system of state-owned coal enterprise(国有煤炭企业全面风险演化机理及管控体系研究)[D]. Beijing:China University ofMining and Technology(Beijing),2014.
[3] WU Chao(吴超),WANG Bing(王秉). Research reviewon the trends and theoretical progress of safety science inrecent years[J]. Journal of Safety and Environment(安全与环境学报),2018,18(2):588-594.
[4] PETERSEN D. Behavior-based safety:build a culture orattack behavior[J]. Occupational Hazards,1999,12(1):29-31.
[5] HINZE J W. Construction safety[M]. Upper Saddle Riv-er,NJ:Prentice Hall,1997.
[6] MOLENAAR K R,PARK J I,WASHINGTON S. Frame-work for measuring corporate safety culture and its impacton construction safety performance[J]. Journal of Con-struction Engineering and Management,2009,135(6):488-496.
[7] SHANG Huipeng(尚会鹏). The essentials of psycho cul-ture:theories and methods of comparative study of large-scale civilizations(心理文化学要义:大规模文明社会比较研究的理论与方法)[M]. Beijing:Peking UniversityPress,2013:37-52.
[8] WANG Bing(王秉),WU Chao(吴超). Research onworking mechanism and construction methods of emotionalorganization safety culture[J]. China Safety Science Jour-nal(中国安全科学学报),2016,26(3):8-14.
[9] LI Guangrong(李光荣),HE Shengzhong(贺生忠),XIANG Hong(香宏). Research on influence path of e-motional safety culture on safety performance of employ-ee—in view of mediating effect based on relational psy-chological contract[J]. Journal of Safety Science andTechnology(中国安全生产科学技术),2018,14(5):23-30.
[10] ARGYRIS C. Understanding organizational behavior[M].London:Tailstock Publications,1960.
[11] ROUSSEAU D M. Psychological and implied contracts inorganizations[J]. Employee Responsibilities&Rights Jour-nal,1989,2(2):121-139.
[12] HERRIOT P,MANNING E G,KIDD J M. The contentof the psychological contract[J]. British Journal ofManagement,1997,8:151-162.
[13] LI Yuan(李原). Research on the structure and relatedfactors of employee psychological contract(员工心理契约的结构及相关因素研究)[D]. Beijing:Capital Nor-mal University,2002.
[14] CHEN Jiazhou(陈加州),LING Wenquan(凌文辁),FANG Liluo(方俐洛). Construct dimension of the en-terprise staff’s psychological contract[J]. Journal ofPsychology(心理学报),2003,35(3):404-410.
[15] WEI Feng(魏峰). Study on the violation of the psycho-logical contract of the organization manager(组织-管理者心理契约违背研究)[D]. Shanghai:Fudan Univer-sity,2004.
[16] ROBINSON S L,ROUSSEAU D M. Violating the psy-chological contract:not the exception but the norm[J].Journal of Organizational Behavior,1994,15(3):245-259.
[17] ROBINSON S L,MORRISON E W. Psychological con-tracts and OCB:the effect of unfulfilled obligations oncivic virtue behavior[J]. Journal of Organizational Be-havior,1995,16(3):289-298.
[18] ROBINSON S L. Trust and breach of the psychologicalcontract[J]. Administrative Science Quarterly,1996,41(4):574-599.
[19] COYLE-SHAPIRO J A M,KESSLER L. Consequencesof the psychological contract for the employment relation-ship:a large scale survey[J]. Journal of ManagementStudies,2002,37(7):903-930.
[20] LI Yuan(李原),GUO Dejun(郭德俊). The structureand inner relations of employee psychological contract[J]. Sociological Research(社会学研究),2006(5):151-168.
[21] TURNLEY W H,FELDMAN D C. The impact ofpsychological contract violation on exit,voice,loyal-ty and neglect[J]. Human Relations,1999,52(7):895-922.
[22] ROBINSON S L,KRAATZ M S,ROUSSEAU D M.Changing obligations and the psychological contract alongitudinal study[J]. Academic of Management Jour-nal,1994,37:137-152.
[23] LI Guangrong(李光荣). Comprehensive risk manage-ment of state-owned coal enterprises(国有煤炭企业全面风险管理)[M]. Beijing:Economic ManagementPress,2016.
[24] HE Gang(何刚),ZHU Yanna(朱艳娜),ZHANGGuisheng(张贵生),et al. Coupling model of coal minestaff safety risk based on SEM[J]. Mining Safety andEnvironmental Protection(矿业安全与环保),2016,43(6):103-106.
[25] CHEN Yongxia(陈永霞),JIA Liangding(贾良定),LIChaoping(李超平),et al. Transformational leadership,psychological empowerment and employee's organizationalcommitment:an empirical study in Chinese context[J].Management World(管理世界), 2006(1):96-105,144.
[26] WANG Shaojie(王少杰). Field research on enterpriseculture evolution path influence on its performance—theanalysis form the perspective of business anthropology[J]. Journal of Shanxi University of Finance and Eco-nomics(山西财经大学学报),2015,37(7):71-84.
[27] CAO Wenjing(曹文敬),LI Shuang(李爽),XIA Qing(夏青). Research on relationship between miner’s psy-chological contract and their safety performance[J].Safety in Coal Mines(煤矿安全),2016,47(11):234-237.
[28] ZHOU Ye(周晔),HU Hanhui(胡汉辉),PAN An-cheng(潘安成). Research on the relationship betweenpsychological contract and enterprise culture[J]. Jour-nal of Southeast University:Philosophy and Social Sci-ence Edition(东南大学学报:哲学社会科学版),2006,8(5):27-30.
[29] FREDERICK H. Two-factor theory[M]. New York:Springer US,2012.
[30] ABRAHAM H M. Motivation and personality(动机与人格)[M]. XU Jinsheng(许金声),tran. Beijing:Huax-ia Press,1987.
[31] ZHANG Shengtai(张生太),YANG Rui(杨蕊). Therelationship among psychological contract breach,organ-izational commitment and employee performance[J].Science Research Management(科研管理),2011,32(12):134-142.
[32] LBu(吕部). An empirical study of psychological con-tract on organizational performance[J]. Journal ofShanxi Finance and Economics University(山西财经大学学报),2011,33(3):88-97.
[33] WILLIAM H T,MARK C B,SCOTT W L,et al. Theimpact of psychological contract fulfillment on the per-formance of in role and organizational citizenship behav-iors[J]. Journal of Management, 2003, 35(7):322-331.
[34] LI Yuan(李原),SUN Jianmin(孙健敏). Psychologicalcontract in employment relationship:from the perspec-tive of organization and employees,the cognitive differ-ences of “organizational responsibility”in contracts areinvestigated[J]. Management World(管理世界),2006(11):101-110.
[35] MA Xujun(马旭军),ZONG Gang(宗刚). Connotationand constitution of psychological contract breach[J].Journal of Economic Problems(经济问题),2015(7):13-18.
[36] BORMAN W C,MOTOWIDLO S J. Expanding the crite-rion domain to include elements of contextual performance[M]. San Francisco:Jossey-Bass,1993.
[37] LI Gangrong(李光荣),YANG Jinxiu(杨锦绣),LIUWenling(刘文玲). Comparison between two kinds ofcoal mine safety management systems and exploration oftheir integration approach[J]. China Safety ScienceJournal(中国安全科学学报), 2014, 24(4):117-123.
[38] NEAL A,GRIFFIN M A. A study of the lagged relation-ships among safety climate,safety motivation,safety be-havior,and accidents at the individual and group levels[J]. The Journal of Applied Psychology,2006,91(4):946-953.
[39] GAO Weiming(高伟明),CAO Qingren(曹庆仁),XUZhengquan(许正权). The impact of ethical leadershipon employee safety performance:the cross-level media-ting effect of safety climate and psychological capital[J]. Management Review(管理评论),2017,29(11):116-128.
[40] GAO Weiming(高伟明),CAO Qingren(曹庆仁),SONG Xuefeng(宋学峰). Difference between safetycompliance and safety participation[J]. China SafetyScience Journal(中国安全科学学报),2015,25(4):10-16.
[41] WANG Bing(王秉),WU Chao(吴超). Deeper re-search review on the core principles of safety cult urology[J]. Journal of Safety and Environment(安全与环境学报),2018,18(1):199-204.
[2] LI Guangrong(李光荣). Research on comprehensive riskevolution mechanism and management system of state-owned coal enterprise(国有煤炭企业全面风险演化机理及管控体系研究)[D]. Beijing:China University ofMining and Technology(Beijing),2014.
[3] WU Chao(吴超),WANG Bing(王秉). Research reviewon the trends and theoretical progress of safety science inrecent years[J]. Journal of Safety and Environment(安全与环境学报),2018,18(2):588-594.
[4] PETERSEN D. Behavior-based safety:build a culture orattack behavior[J]. Occupational Hazards,1999,12(1):29-31.
[5] HINZE J W. Construction safety[M]. Upper Saddle Riv-er,NJ:Prentice Hall,1997.
[6] MOLENAAR K R,PARK J I,WASHINGTON S. Frame-work for measuring corporate safety culture and its impacton construction safety performance[J]. Journal of Con-struction Engineering and Management,2009,135(6):488-496.
[7] SHANG Huipeng(尚会鹏). The essentials of psycho cul-ture:theories and methods of comparative study of large-scale civilizations(心理文化学要义:大规模文明社会比较研究的理论与方法)[M]. Beijing:Peking UniversityPress,2013:37-52.
[8] WANG Bing(王秉),WU Chao(吴超). Research onworking mechanism and construction methods of emotionalorganization safety culture[J]. China Safety Science Jour-nal(中国安全科学学报),2016,26(3):8-14.
[9] LI Guangrong(李光荣),HE Shengzhong(贺生忠),XIANG Hong(香宏). Research on influence path of e-motional safety culture on safety performance of employ-ee—in view of mediating effect based on relational psy-chological contract[J]. Journal of Safety Science andTechnology(中国安全生产科学技术),2018,14(5):23-30.
[10] ARGYRIS C. Understanding organizational behavior[M].London:Tailstock Publications,1960.
[11] ROUSSEAU D M. Psychological and implied contracts inorganizations[J]. Employee Responsibilities&Rights Jour-nal,1989,2(2):121-139.
[12] HERRIOT P,MANNING E G,KIDD J M. The contentof the psychological contract[J]. British Journal ofManagement,1997,8:151-162.
[13] LI Yuan(李原). Research on the structure and relatedfactors of employee psychological contract(员工心理契约的结构及相关因素研究)[D]. Beijing:Capital Nor-mal University,2002.
[14] CHEN Jiazhou(陈加州),LING Wenquan(凌文辁),FANG Liluo(方俐洛). Construct dimension of the en-terprise staff’s psychological contract[J]. Journal ofPsychology(心理学报),2003,35(3):404-410.
[15] WEI Feng(魏峰). Study on the violation of the psycho-logical contract of the organization manager(组织-管理者心理契约违背研究)[D]. Shanghai:Fudan Univer-sity,2004.
[16] ROBINSON S L,ROUSSEAU D M. Violating the psy-chological contract:not the exception but the norm[J].Journal of Organizational Behavior,1994,15(3):245-259.
[17] ROBINSON S L,MORRISON E W. Psychological con-tracts and OCB:the effect of unfulfilled obligations oncivic virtue behavior[J]. Journal of Organizational Be-havior,1995,16(3):289-298.
[18] ROBINSON S L. Trust and breach of the psychologicalcontract[J]. Administrative Science Quarterly,1996,41(4):574-599.
[19] COYLE-SHAPIRO J A M,KESSLER L. Consequencesof the psychological contract for the employment relation-ship:a large scale survey[J]. Journal of ManagementStudies,2002,37(7):903-930.
[20] LI Yuan(李原),GUO Dejun(郭德俊). The structureand inner relations of employee psychological contract[J]. Sociological Research(社会学研究),2006(5):151-168.
[21] TURNLEY W H,FELDMAN D C. The impact ofpsychological contract violation on exit,voice,loyal-ty and neglect[J]. Human Relations,1999,52(7):895-922.
[22] ROBINSON S L,KRAATZ M S,ROUSSEAU D M.Changing obligations and the psychological contract alongitudinal study[J]. Academic of Management Jour-nal,1994,37:137-152.
[23] LI Guangrong(李光荣). Comprehensive risk manage-ment of state-owned coal enterprises(国有煤炭企业全面风险管理)[M]. Beijing:Economic ManagementPress,2016.
[24] HE Gang(何刚),ZHU Yanna(朱艳娜),ZHANGGuisheng(张贵生),et al. Coupling model of coal minestaff safety risk based on SEM[J]. Mining Safety andEnvironmental Protection(矿业安全与环保),2016,43(6):103-106.
[25] CHEN Yongxia(陈永霞),JIA Liangding(贾良定),LIChaoping(李超平),et al. Transformational leadership,psychological empowerment and employee's organizationalcommitment:an empirical study in Chinese context[J].Management World(管理世界), 2006(1):96-105,144.
[26] WANG Shaojie(王少杰). Field research on enterpriseculture evolution path influence on its performance—theanalysis form the perspective of business anthropology[J]. Journal of Shanxi University of Finance and Eco-nomics(山西财经大学学报),2015,37(7):71-84.
[27] CAO Wenjing(曹文敬),LI Shuang(李爽),XIA Qing(夏青). Research on relationship between miner’s psy-chological contract and their safety performance[J].Safety in Coal Mines(煤矿安全),2016,47(11):234-237.
[28] ZHOU Ye(周晔),HU Hanhui(胡汉辉),PAN An-cheng(潘安成). Research on the relationship betweenpsychological contract and enterprise culture[J]. Jour-nal of Southeast University:Philosophy and Social Sci-ence Edition(东南大学学报:哲学社会科学版),2006,8(5):27-30.
[29] FREDERICK H. Two-factor theory[M]. New York:Springer US,2012.
[30] ABRAHAM H M. Motivation and personality(动机与人格)[M]. XU Jinsheng(许金声),tran. Beijing:Huax-ia Press,1987.
[31] ZHANG Shengtai(张生太),YANG Rui(杨蕊). Therelationship among psychological contract breach,organ-izational commitment and employee performance[J].Science Research Management(科研管理),2011,32(12):134-142.
[32] LBu(吕部). An empirical study of psychological con-tract on organizational performance[J]. Journal ofShanxi Finance and Economics University(山西财经大学学报),2011,33(3):88-97.
[33] WILLIAM H T,MARK C B,SCOTT W L,et al. Theimpact of psychological contract fulfillment on the per-formance of in role and organizational citizenship behav-iors[J]. Journal of Management, 2003, 35(7):322-331.
[34] LI Yuan(李原),SUN Jianmin(孙健敏). Psychologicalcontract in employment relationship:from the perspec-tive of organization and employees,the cognitive differ-ences of “organizational responsibility”in contracts areinvestigated[J]. Management World(管理世界),2006(11):101-110.
[35] MA Xujun(马旭军),ZONG Gang(宗刚). Connotationand constitution of psychological contract breach[J].Journal of Economic Problems(经济问题),2015(7):13-18.
[36] BORMAN W C,MOTOWIDLO S J. Expanding the crite-rion domain to include elements of contextual performance[M]. San Francisco:Jossey-Bass,1993.
[37] LI Gangrong(李光荣),YANG Jinxiu(杨锦绣),LIUWenling(刘文玲). Comparison between two kinds ofcoal mine safety management systems and exploration oftheir integration approach[J]. China Safety ScienceJournal(中国安全科学学报), 2014, 24(4):117-123.
[38] NEAL A,GRIFFIN M A. A study of the lagged relation-ships among safety climate,safety motivation,safety be-havior,and accidents at the individual and group levels[J]. The Journal of Applied Psychology,2006,91(4):946-953.
[39] GAO Weiming(高伟明),CAO Qingren(曹庆仁),XUZhengquan(许正权). The impact of ethical leadershipon employee safety performance:the cross-level media-ting effect of safety climate and psychological capital[J]. Management Review(管理评论),2017,29(11):116-128.
[40] GAO Weiming(高伟明),CAO Qingren(曹庆仁),SONG Xuefeng(宋学峰). Difference between safetycompliance and safety participation[J]. China SafetyScience Journal(中国安全科学学报),2015,25(4):10-16.
[41] WANG Bing(王秉),WU Chao(吴超). Deeper re-search review on the core principles of safety cult urology[J]. Journal of Safety and Environment(安全与环境学报),2018,18(1):199-204.