绩效考核政治对下级创新行为的影响机制研究
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摘要
基于社会比较理论和社会交换理论双重视角,借助377份样本数据,构建了绩效考核政治影响下级创新行为的两种路径,并探讨了不同路径之间是呈现互补关系还是替代关系。研究结果发现,绩效考核政治影响下级创新行为的社会比较路径主要表现为互动公平感的中介作用,社会交换路径则表现为组织支持感的中介作用;社会比较路径和社会交换路径彼此属于互补关系,互动公平感-组织支持感中介链共同传递绩效考核政治对下级创新行为的影响,即绩效考核政治对下级创新行为的影响通过社会比较过程激发社会交换过程得以实现。
Based on social comparison theory and social exchange theory,this study constructs two mechanisms which mediate the effect of superordinates' performance appraisal politics on subordinates' creative behavior,and discusses complementary relationship and alternative relationship between two different mechanisms.By analyzing 377 samples,the results show that:(1)In social comparison mechanism,perceived interactional justice mediates the effect of superordinates' performance appraisal politics on subordinates' creative behavior,while in social exchange mechanism,perceived organizational support mediates this effect;(2)The relationship between social comparison mechanism and social exchange mechanism is complementary.Perceived interactional justice and perceived organizational support sequentially mediate the effect of superordinates' performance appraisal politics on subordinates' creative behavior,which shows that the effect of superordinates' performance appraisal politics on subordinates' creative behavior is realized by social comparison process stimulating social exchange process.
Based on social comparison theory and social exchange theory,this study constructs two mechanisms which mediate the effect of superordinates' performance appraisal politics on subordinates' creative behavior,and discusses complementary relationship and alternative relationship between two different mechanisms.By analyzing 377 samples,the results show that:(1)In social comparison mechanism,perceived interactional justice mediates the effect of superordinates' performance appraisal politics on subordinates' creative behavior,while in social exchange mechanism,perceived organizational support mediates this effect;(2)The relationship between social comparison mechanism and social exchange mechanism is complementary.Perceived interactional justice and perceived organizational support sequentially mediate the effect of superordinates' performance appraisal politics on subordinates' creative behavior,which shows that the effect of superordinates' performance appraisal politics on subordinates' creative behavior is realized by social comparison process stimulating social exchange process.
引文
[1]赵君,张光进,赵书松.绩效考核政治研究述评与展望[J].经济管理,2015(6):177-187.
[2]ARSHAD M A,MASOOD M T,AMIN G.Effects of Performance Appraisal Politics on Job Satisfaction,Turnover Intention and Loyalty to Supervisor:Study with Reference to the Telecom Organizations of Pakistan[J].International Review of Management and Business Research,2013,2(3):653-673.
[3]POON J M L.Effects of Performance Appraisal Politics on Job Satisfaction and Turnover Intention[J].Personnel Review,2004,33(3):322-334.
[4]赵书松.绩效考核政治性对个体知识共享行为影响的实证研究[J].南开管理评论,2012,15(3):150-160.
[5]汪洪艳.绩效考核政治对员工创新行为的影响:领导成员交换关系差异化的作用[J].当代经济管理,2017,39(10):56-66.
[6]FESTINGER L.A Theory of Social Comparison Processes[J].Human Relations,1954,7(2):117-140.
[7]GREENBERG J,ASHTON-JAMES C E,ASHKANASY N M.Social Comparison Processes in Organizations[J].Organizational Behavior &Human Decision Processes,2007,102(1):22-41.
[8]张巍,任浩,曲怡颖.从创意到创新:公平感知与齐美尔联结的作用[J].科学学研究,2015,33(11):1 621-1 633.
[9]CROPANZANO R,ANTHONY E L,DANIELS S R,et al.Social Exchange Theory:A Critical Review with Theoretical Remedies[J].Academy of Management Annals,2017,11(1):1-38.
[10]EISENBERGER R,STINGLHAMBER F,VANDENBERGHE C,et al.Perceived Supervisor Support:Contributions to Perceived Organizational Support and Employee Retention[J].Journal of Applied Psychology,2002,87(3):565-573.
[11]刘智强,邓传军,廖建桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10):80-93.
[12]DONG Y,BARTOL K M,ZHANG Z X,et al.Enhancing Employee Creativity Via Individual Skill Development and Team Knowledge Sharing:Influences of Dual-Focused Transformational Leadership[J].Journal of Organizational Behavior,2017,38(3):439-458.
[13]SCOTT S G,BRUCE R A.Determinants of Innovative Behavior:A Path Model of Individual Innovation in the Workplace[J].Academy of Management Journal,1994,37(3):580-607.
[14]赵书松,谭蓓菁,朱越.领导者创新鼓励对组织创新性格的作用机制[J].珞珈管理评论,2018(2):32-41.
[15]刘嫦娥,胡姝敏,玉胜贤,等.基于敌意认知和控制点作用的上级无礼行为对员工创新行为的影响研究[J].管理学报,2017,14(9):1 315-1 323.
[16]COLQUITT J A.On the Dimensionality of Organizational Justice:A Construct Validation of a Measure.[J].Journal of Applied Psychology,2001,86(3):386-400.
[17]ADAMS J S.Inequity in Social Exchange[J].Advances in Experimental Social Psychology,1965,2(4):267-299.
[18]LIND E A. Fairness Heuristic Theory:Justice Judgments as Pivotal Cognitions in Organizational Relations[M]//GREENBERG J,CROPANZANO R.Advances in Organizational Justice.California:Stanford University Press,2001:56-88.
[19]姚艳虹,韩树强.组织公平与人格特质对员工创新行为的交互影响研究[J].管理学报,2013,10(5):700-707.
[20]张永军.绩效考核公平感对反生产行为的影响:交换意识的调节作用[J].管理评论,2014,26(8):158-167.
[21]O’REILLY J,AQUINO K,SKARLICKI D.The Lives of Others:Third Parties’Responses to Others’Injustice[J].Journal of Applied Psychology,2016,101(2):171-189.
[22]GREENBERG J.The Social Side of Fairness:Interpersonal and Informational Classes of Organizational Justice[C]//CROPANZANO R.Justice in the Workplace:Approaching Fairness in Human Resource Management.Hillsdale:Erlbaum,1993:79-103.
[23]刘圣明,陈力凡,王思迈.满招损、谦受益:团队沟通视角下谦卑型领导行为对团队创造力的影响[J].心理学报,2018,50(10):1 159-1 168.
[24]MIKULA G,PETRI B,TANZER N.What People Regard as Unjust:Types and Structures of Everyday Experiences of Injustice[J].European Journal of Social Psychology,1990,20(2):133-149.
[25]EISENBERGER R,ARMELI S,REXWINKEL B,et al.Reciprocation of Perceived Organizational Support.[J].Journal of Applied Psychology,2001,86(1):42.
[26]RHOADES L,EISENBERGER R.Perceived Organizational Support:A Review of the Literature[J].Journal of Applied Psychology,2002,87(4):698-714.
[27]顾远东,周文莉,彭纪生.组织支持感对研发人员创新行为的影响机制研究[J].管理科学,2014,27(1):109-119.
[28]席猛,刘玥玥,徐云飞,等.基于社会交换理论的多重雇佣关系模式下员工敬业度研究[J].管理学报,2018,15(8):1 144-1 152.
[29]赵斌,韩盼盼.基于扎根理论的员工主动创新行为双路径产生机制研究[J].管理学报,2016,13(7):1 003-1 011.
[30]KURTESSIS J N,EISENBERGER R,FORD M T,et al.Perceived Organizational Support:A MetaAnalytic Evaluation of Organizational Support Theory[J].Journal of Management,2017,43(6):1 854-1 884.
[31]何轩.为何员工知而不言——员工沉默行为的本土化实证研究[J].南开管理评论,2010,13(3):45-52.
[32]PODSAKOFF P M,MACKENZIE S B,LEE J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].Journal of Applied Psychology,2003,88(5):879-903.
[33]ANDERSON J C,GERBING D W.Structural Equation Modeling in Practice:A Review and Recommended Two-Step Approach[J].Psychological Bulletin,1988,103(3):411-423.
[2]ARSHAD M A,MASOOD M T,AMIN G.Effects of Performance Appraisal Politics on Job Satisfaction,Turnover Intention and Loyalty to Supervisor:Study with Reference to the Telecom Organizations of Pakistan[J].International Review of Management and Business Research,2013,2(3):653-673.
[3]POON J M L.Effects of Performance Appraisal Politics on Job Satisfaction and Turnover Intention[J].Personnel Review,2004,33(3):322-334.
[4]赵书松.绩效考核政治性对个体知识共享行为影响的实证研究[J].南开管理评论,2012,15(3):150-160.
[5]汪洪艳.绩效考核政治对员工创新行为的影响:领导成员交换关系差异化的作用[J].当代经济管理,2017,39(10):56-66.
[6]FESTINGER L.A Theory of Social Comparison Processes[J].Human Relations,1954,7(2):117-140.
[7]GREENBERG J,ASHTON-JAMES C E,ASHKANASY N M.Social Comparison Processes in Organizations[J].Organizational Behavior &Human Decision Processes,2007,102(1):22-41.
[8]张巍,任浩,曲怡颖.从创意到创新:公平感知与齐美尔联结的作用[J].科学学研究,2015,33(11):1 621-1 633.
[9]CROPANZANO R,ANTHONY E L,DANIELS S R,et al.Social Exchange Theory:A Critical Review with Theoretical Remedies[J].Academy of Management Annals,2017,11(1):1-38.
[10]EISENBERGER R,STINGLHAMBER F,VANDENBERGHE C,et al.Perceived Supervisor Support:Contributions to Perceived Organizational Support and Employee Retention[J].Journal of Applied Psychology,2002,87(3):565-573.
[11]刘智强,邓传军,廖建桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10):80-93.
[12]DONG Y,BARTOL K M,ZHANG Z X,et al.Enhancing Employee Creativity Via Individual Skill Development and Team Knowledge Sharing:Influences of Dual-Focused Transformational Leadership[J].Journal of Organizational Behavior,2017,38(3):439-458.
[13]SCOTT S G,BRUCE R A.Determinants of Innovative Behavior:A Path Model of Individual Innovation in the Workplace[J].Academy of Management Journal,1994,37(3):580-607.
[14]赵书松,谭蓓菁,朱越.领导者创新鼓励对组织创新性格的作用机制[J].珞珈管理评论,2018(2):32-41.
[15]刘嫦娥,胡姝敏,玉胜贤,等.基于敌意认知和控制点作用的上级无礼行为对员工创新行为的影响研究[J].管理学报,2017,14(9):1 315-1 323.
[16]COLQUITT J A.On the Dimensionality of Organizational Justice:A Construct Validation of a Measure.[J].Journal of Applied Psychology,2001,86(3):386-400.
[17]ADAMS J S.Inequity in Social Exchange[J].Advances in Experimental Social Psychology,1965,2(4):267-299.
[18]LIND E A. Fairness Heuristic Theory:Justice Judgments as Pivotal Cognitions in Organizational Relations[M]//GREENBERG J,CROPANZANO R.Advances in Organizational Justice.California:Stanford University Press,2001:56-88.
[19]姚艳虹,韩树强.组织公平与人格特质对员工创新行为的交互影响研究[J].管理学报,2013,10(5):700-707.
[20]张永军.绩效考核公平感对反生产行为的影响:交换意识的调节作用[J].管理评论,2014,26(8):158-167.
[21]O’REILLY J,AQUINO K,SKARLICKI D.The Lives of Others:Third Parties’Responses to Others’Injustice[J].Journal of Applied Psychology,2016,101(2):171-189.
[22]GREENBERG J.The Social Side of Fairness:Interpersonal and Informational Classes of Organizational Justice[C]//CROPANZANO R.Justice in the Workplace:Approaching Fairness in Human Resource Management.Hillsdale:Erlbaum,1993:79-103.
[23]刘圣明,陈力凡,王思迈.满招损、谦受益:团队沟通视角下谦卑型领导行为对团队创造力的影响[J].心理学报,2018,50(10):1 159-1 168.
[24]MIKULA G,PETRI B,TANZER N.What People Regard as Unjust:Types and Structures of Everyday Experiences of Injustice[J].European Journal of Social Psychology,1990,20(2):133-149.
[25]EISENBERGER R,ARMELI S,REXWINKEL B,et al.Reciprocation of Perceived Organizational Support.[J].Journal of Applied Psychology,2001,86(1):42.
[26]RHOADES L,EISENBERGER R.Perceived Organizational Support:A Review of the Literature[J].Journal of Applied Psychology,2002,87(4):698-714.
[27]顾远东,周文莉,彭纪生.组织支持感对研发人员创新行为的影响机制研究[J].管理科学,2014,27(1):109-119.
[28]席猛,刘玥玥,徐云飞,等.基于社会交换理论的多重雇佣关系模式下员工敬业度研究[J].管理学报,2018,15(8):1 144-1 152.
[29]赵斌,韩盼盼.基于扎根理论的员工主动创新行为双路径产生机制研究[J].管理学报,2016,13(7):1 003-1 011.
[30]KURTESSIS J N,EISENBERGER R,FORD M T,et al.Perceived Organizational Support:A MetaAnalytic Evaluation of Organizational Support Theory[J].Journal of Management,2017,43(6):1 854-1 884.
[31]何轩.为何员工知而不言——员工沉默行为的本土化实证研究[J].南开管理评论,2010,13(3):45-52.
[32]PODSAKOFF P M,MACKENZIE S B,LEE J Y,et al.Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J].Journal of Applied Psychology,2003,88(5):879-903.
[33]ANDERSON J C,GERBING D W.Structural Equation Modeling in Practice:A Review and Recommended Two-Step Approach[J].Psychological Bulletin,1988,103(3):411-423.