员工主动变革行为:前因与后果
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摘要
员工主动变革行为已逐渐成为组织获得可持续发展的关键。主动变革行为是指员工通过主动变革工作流程、程序和政策等来建设性地完成工作,继而实现组织的功能性改变。本研究主要从认知因素、动机因素、情感因素、关系因素、人口统计学变量、人格特质、领导行为、组织因素与工作因素等方面梳理了主动变革行为的前因,从工作绩效、工作满意度、组织承诺、离职倾向与职业发展等方面梳理了主动变革行的后果。未来研究应进一步完善员工主动变革行为的概念,开发更加有效的测量工具,丰富主动变革行为的前因与后果,拓展主动变革行为的中介机制,并考察中国本土文化对主动变革行为的权变作用。
Employees' taking charge behavior has gradually become the key to the sustainable development of the organization. It refers to that employees can constructively complete their work by actively changing work procedures, procedures, policies and so on, and then achieve functional changes of the organization. The research mainly reviews the antecedents of taking charge from cognitive factors, motivation factors, emotional factors,relationship factors, demographic variables, personality traits, leadership behaviors, organizational factors and work factors, and reviews the consequences of taking charge from job performance, job satisfaction, organizational commitment, turnover intention and career development. Furthermore, future study should improve the concept of taking change, develop more effective measurement tools, enrich the antecedents and consequences of taking charge, expand its mediating mechanism, and investigate the contingency effect of Chinese indigenous culture on taking charge.
Employees' taking charge behavior has gradually become the key to the sustainable development of the organization. It refers to that employees can constructively complete their work by actively changing work procedures, procedures, policies and so on, and then achieve functional changes of the organization. The research mainly reviews the antecedents of taking charge from cognitive factors, motivation factors, emotional factors,relationship factors, demographic variables, personality traits, leadership behaviors, organizational factors and work factors, and reviews the consequences of taking charge from job performance, job satisfaction, organizational commitment, turnover intention and career development. Furthermore, future study should improve the concept of taking change, develop more effective measurement tools, enrich the antecedents and consequences of taking charge, expand its mediating mechanism, and investigate the contingency effect of Chinese indigenous culture on taking charge.
引文
1.蔡亚华,贾良定,尤树洋,张祎,陈艳露.(2013).差异化变革型领导对知识分享与团队创造力的影响:社会网络机制的解释.心理学报,45(5),585-598.
2.杜运周,贾良定.(2017).组态视角与定性比较分析(QCA):管理学研究的一条新道路.管理世界,(6),155-167.
3.杜建刚,范秀成.(2012).服务失败情境下面子丢失对顾客抱怨倾向的影响.管理评论,24(3),91-99.
4.胡青,王胜男,张兴伟,程斌,孙宏伟.(2011).工作中的主动性行为的回顾与展望.心理科学进展,19(10),1534-1543.
5.胡晓龙,姬方卉.(2018).政治技能对主动担责行为的影响:心理授权与不确定性规避的作用.中国人力资源开发,35(2),50-60.
6.黄勇,彭纪生.(2015).组织内信任对员工负责行为的影响--角色宽度自我效能感的中介作用.软科学,29(1),74-77.
7.林志扬,赵靖宇.(2016).真实型领导对员工承担责任行为的影响--员工内化动机和人际敏感特质的作用.经济管理,38(7),71-81.
8.刘松博,李育辉.(2014).员工跨界行为的作用机制:网络中心性和集体主义的作用.心理学报,46(6),852-863.
9.潘欣.(2015).主动担责行为对工作绩效影响:基于权力距离与职位任期的调节效应研究(硕士学位论文).武汉:华中科技大学.
10.彭伟,周晗鹭,符正平.(2013).团队内部社会网络对团队创新绩效的影响机制--以企业R&D团队为样本的实证研究.科研管理,34(12),135-142.
11.薛研.(2011).责任承担与进谏对绩效的影响研究(硕士学位论文).上海:上海交通大学.
12.杨国枢.(2008).心理传统性与现代性.杨国枢,黄光国,杨中芳(编),华人本土心理学(下)(pp.688-720).重庆:重庆大学出版社.
13.张光磊,周金帆,张亚军.(2018).精神型领导对员工主动变革行为的影响研究.科研管理,39(11),88-97.
14.张璇.(2017).相互投资型雇佣关系的双刃剑效应研究(博士学位论文).武汉:华中科技大学.
15.朱瑞玲.(1987).中国人的社会互动:试论面子的运作.中国社会学刊,(11),23-53.
16.Baroudi,S.E.,Fleisher,C.,Khapova,S.N.,Jansen,P.,&Richardson.J.(2017).Ambition at work and career satisfaction.Career Development International,22(1),87-102.
17.Belschak,F.D.,&Den Hartog,D.N.(2010).Proself,prosocial,and pro-organizational foci of proactive behaviour:Differential antecedents and consequences.Journal of Occupational and Organizational Psychology,83(2),475-498.
18.Bindl,U.K.,&Parker,S.K.(2011).Proactive work behavior:Forward-thinking and change-oriented action in organizations.In S.Zedeck(Ed.),APA handbook of industrial and organizational psychology.Vol.2.Selecting and developing members for the organization(pp.567-598).Washington,DC:American Psychological Association.
19.Burnett,M.F.,Chiaburu,D.S.,Shapiro,D.L.,&Li,N.(2015).Revisiting how and when perceived organizational support enhances taking charge:An inverted u-shaped perspective.Journal of Management,41(7),1805-1826.
20.Cai,Z.,Huo,Y.,Lan,J.,Chen,Z.,&Lam,W.(in press).When do front line hospitality employees take charge?Prosocial motivation,taking charge,and job performance:The moderating role of job autonomy.Cornell Hospitality Quarterly.DOI:10.1177/1938965518797081.
21.Cerit,Y.(in press).The mediating effect of LMX in the relationship between school bureaucratic structure and teachers proactive behavior.Leadership&Organization Development Journal.DOI:10.1108/LODJ-01-2016-0005.
22.Chatman,J.A.,&Spataro,S.E.(2005).Using selfcategorization theory to understand relational demography-based variations in people's responsiveness to organizational culture.Academy of Management Journal,48(2),321-331.
23.Chiaburu,D.S.,&Baker,V.L.(2006).Extra-role behaviors challenging the status-quo:Validity and antecedents of taking charge behaviors.Journal of Managerial Psychology21(7),620-637.
24.Crant,J.M.(2000).Proactive behavior in organizations.Journal of Management,26(3),435-462.
25.Dysvik,A.,Kuvaas,B.,&Buch,R.(2016).Perceived investment in employee development and taking charge.Journal of Managerial Psychology,31(1),50-60.
26.Escribano,P.,&Espejo,A.(2010,August).Supporting or challenging the status-quo:Antecedents of OCB and taking charge behaviors.Paper presented at the Academy of Management Annual Meeting Proceedings,Montreal,Canda.
27.Fay,D.,&Sonnentag,S.(2010).A look back to move ahead:New directions for research on proactive performance and other discretionary work behaviours.Applied Psychology,59(1),1-20.
28.Fritz,C.,&Sonnentag,S.(2009).Antecedents of daylevel proactive behavior:A look at job stressors and positive affect during the workday.Journal of Management,35(1),94-111.
29.Fuller Jr,B.,&Marler,L.E.(2009).Change driven by nature:A meta-analytic review of the proactive personality literature.Journal of Vocational Behavior,75(3),329-345.
30.Fuller Jr,J.B.,Marler,L.E.,&Hester,K.(2012).Bridge building within the province of proactivity.Journal of Organizational Behavior,33(8),1053-1070.
31.Grant,A.M.,&Ashford,S.J.(2008).The dynamics of proactivity at work.Research in Organizational Behavior,28,3-34.
32.Grant,A.M.,Parker,S.,&Collins,C.(2009).Getting credit for proactive behavior:Supervisor reactions depend on what you value and how you feel.Personnel Psychology,62(1),31-55.
33.Greenhaus,J.H.,&Powell,G.N.(2006).When work and family are allies:A theory of work-family enrichment.Academy of Management Review,31(1),72-92.
34.Harrison,S.H.,Sluss,D.M.,&Ashforth,B.E.(2011).Curiosity adapted the cat:The role of trait curiosity in newcomer adaptation.Journal of Applied Psychology,96(1),211-220.
35.Homberg,F.,Vogel,R.,&Weiherl,J.(in press).Public service motivation and continuous organizational change:Taking charge behaviour at police services.Public Administration.Doi:10.1111/padm.12354.
36.Kim,T.Y.,&Liu,Z.Q.(2017).Taking charge and employee outcomes:The moderating effect of emotional competence.International Journal of Human Resource Management,28(5),775-793.
37.Kim,T.Y.,Liu,Z.Q.,&Diefendorff,J.M.(2015).Leader-member exchange and job performance:The effects of taking charge and organizational tenure.Journal of Organizational Behavior,36(2),216-231.
38.Klimchak,M.,Carsten,M.,Morrell,D.,&MacKenzie Jr,W.I.(2016).Employee entitlement and proactive work behaviors:The moderating effects of narcissism and organizational identification.Journal of Leadership&Organizational Studies,23(4),387-396.
39.Lee,K.(2016).Ethical leadership and followers'taking charge:Trust in,and identification with,leader as mediators.Social Behavior and Personality:An International Journal,44(11),1793-1802.
40.Li,N.,Chiaburu,D.S.,&Kirkman,B.L.(2017).Cross-level influences of empowering leadership on citizenship behavior:Organizational support climate as a double-edged sword.Journal of Management,43(4),1076-1102.
41.Li,N.,Chiaburu,D.S.,Kirkman,B.L.,&Xie,Z.(2013).Spotlight on the followers:An examination of moderators of relationships between transformational leadership and subordinates'citizenship and taking charge.Personnel Psychology,66(1),225-260.
42.Li,J.,Furst-Holloway,S.,Gales,L.,Masterson,S.S.,&Blume,B.D.(in press).Not all transformational leadership behaviors are equal.Journal of Leadership&Organizational Studies.DOI:154805181668389.
43.Li,R.,Zhang,Z.Y.,&Tian,X.M.(2016).Can selfsacrificial leadership promote subordinate taking charge?The mediating role of organizational identification and the moderating role of risk aversion.Journal of Organizational Behavior,37(5),758-781.
44.Li,S.L.,He,W.,Yam,K.C.,&Long,L.R.(2015).When and why empowering leadership increases followers'taking charge:A multilevel examination in china.Asia Pacific Journal of Management,32(3),645-670.
45.Lin,C.C.,Kao,Y.T.,Chen,Y.L.,&Lu,S.C.(2016).Fostering change-oriented behaviors:A broaden-and-build model.Journal of Business and Psychology,31(3),399-414.
46.Love,M.S.,&Dustin,S.L.(2014).An investigation of coworker relationships and psychological collectivism on employee propensity to take charge.International Journal of Human Resource Management,25(9),1208-1226.
47.Marinova,S.V.,Moon,H.,&Van Dyne,L.(2010).Are all good soldier behaviors the same?Supporting multidimensionality of organizational citizenship behaviors based on rewards and roles.Human Relations,63(10),1463-1485.
48.McAllister,D.J.,Kamdar,D.,Morrison,E.W.,&Turban,D.B.(2007).Disentangling role perceptions:How perceived role breadth,discretion,instrumentality,and efficacy relate to helping and taking charge.Journal of Applied Psychology,92(5),1200-1211.
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1.行为之间的差异性主要体现在:主动变革行为和建言行为均强调变革导向,但前者比后者有更多的行为聚焦(Behavioral Focus);主动变革行为和个体主动性均具有主动性特征,后者被认为是一种相对稳定的行为倾向,而前者会随着情境而变化;议题兜售与主动变革行为的目的相似,均希望通过组织变革提升组织效率,前者聚焦于战略议题,而后者聚焦于完成组织目标的内在方法;创新行为和主动变革行为均强调对工作场所带来新的变化,前者更强调提出有用新颖的观点,创造新的产品和技术,而后者更强调对现有工作流程等进行变革(Morrison&Phelps,1999;Love&Dustin,2014)。
2.LMX是指领导和下属之间基于尊敬、信任和相互义务而形成的正式工作关系,Guanxi是指基于相互利益而形成的私人、非工作的个人连带(Personal Ties)。
2.杜运周,贾良定.(2017).组态视角与定性比较分析(QCA):管理学研究的一条新道路.管理世界,(6),155-167.
3.杜建刚,范秀成.(2012).服务失败情境下面子丢失对顾客抱怨倾向的影响.管理评论,24(3),91-99.
4.胡青,王胜男,张兴伟,程斌,孙宏伟.(2011).工作中的主动性行为的回顾与展望.心理科学进展,19(10),1534-1543.
5.胡晓龙,姬方卉.(2018).政治技能对主动担责行为的影响:心理授权与不确定性规避的作用.中国人力资源开发,35(2),50-60.
6.黄勇,彭纪生.(2015).组织内信任对员工负责行为的影响--角色宽度自我效能感的中介作用.软科学,29(1),74-77.
7.林志扬,赵靖宇.(2016).真实型领导对员工承担责任行为的影响--员工内化动机和人际敏感特质的作用.经济管理,38(7),71-81.
8.刘松博,李育辉.(2014).员工跨界行为的作用机制:网络中心性和集体主义的作用.心理学报,46(6),852-863.
9.潘欣.(2015).主动担责行为对工作绩效影响:基于权力距离与职位任期的调节效应研究(硕士学位论文).武汉:华中科技大学.
10.彭伟,周晗鹭,符正平.(2013).团队内部社会网络对团队创新绩效的影响机制--以企业R&D团队为样本的实证研究.科研管理,34(12),135-142.
11.薛研.(2011).责任承担与进谏对绩效的影响研究(硕士学位论文).上海:上海交通大学.
12.杨国枢.(2008).心理传统性与现代性.杨国枢,黄光国,杨中芳(编),华人本土心理学(下)(pp.688-720).重庆:重庆大学出版社.
13.张光磊,周金帆,张亚军.(2018).精神型领导对员工主动变革行为的影响研究.科研管理,39(11),88-97.
14.张璇.(2017).相互投资型雇佣关系的双刃剑效应研究(博士学位论文).武汉:华中科技大学.
15.朱瑞玲.(1987).中国人的社会互动:试论面子的运作.中国社会学刊,(11),23-53.
16.Baroudi,S.E.,Fleisher,C.,Khapova,S.N.,Jansen,P.,&Richardson.J.(2017).Ambition at work and career satisfaction.Career Development International,22(1),87-102.
17.Belschak,F.D.,&Den Hartog,D.N.(2010).Proself,prosocial,and pro-organizational foci of proactive behaviour:Differential antecedents and consequences.Journal of Occupational and Organizational Psychology,83(2),475-498.
18.Bindl,U.K.,&Parker,S.K.(2011).Proactive work behavior:Forward-thinking and change-oriented action in organizations.In S.Zedeck(Ed.),APA handbook of industrial and organizational psychology.Vol.2.Selecting and developing members for the organization(pp.567-598).Washington,DC:American Psychological Association.
19.Burnett,M.F.,Chiaburu,D.S.,Shapiro,D.L.,&Li,N.(2015).Revisiting how and when perceived organizational support enhances taking charge:An inverted u-shaped perspective.Journal of Management,41(7),1805-1826.
20.Cai,Z.,Huo,Y.,Lan,J.,Chen,Z.,&Lam,W.(in press).When do front line hospitality employees take charge?Prosocial motivation,taking charge,and job performance:The moderating role of job autonomy.Cornell Hospitality Quarterly.DOI:10.1177/1938965518797081.
21.Cerit,Y.(in press).The mediating effect of LMX in the relationship between school bureaucratic structure and teachers proactive behavior.Leadership&Organization Development Journal.DOI:10.1108/LODJ-01-2016-0005.
22.Chatman,J.A.,&Spataro,S.E.(2005).Using selfcategorization theory to understand relational demography-based variations in people's responsiveness to organizational culture.Academy of Management Journal,48(2),321-331.
23.Chiaburu,D.S.,&Baker,V.L.(2006).Extra-role behaviors challenging the status-quo:Validity and antecedents of taking charge behaviors.Journal of Managerial Psychology21(7),620-637.
24.Crant,J.M.(2000).Proactive behavior in organizations.Journal of Management,26(3),435-462.
25.Dysvik,A.,Kuvaas,B.,&Buch,R.(2016).Perceived investment in employee development and taking charge.Journal of Managerial Psychology,31(1),50-60.
26.Escribano,P.,&Espejo,A.(2010,August).Supporting or challenging the status-quo:Antecedents of OCB and taking charge behaviors.Paper presented at the Academy of Management Annual Meeting Proceedings,Montreal,Canda.
27.Fay,D.,&Sonnentag,S.(2010).A look back to move ahead:New directions for research on proactive performance and other discretionary work behaviours.Applied Psychology,59(1),1-20.
28.Fritz,C.,&Sonnentag,S.(2009).Antecedents of daylevel proactive behavior:A look at job stressors and positive affect during the workday.Journal of Management,35(1),94-111.
29.Fuller Jr,B.,&Marler,L.E.(2009).Change driven by nature:A meta-analytic review of the proactive personality literature.Journal of Vocational Behavior,75(3),329-345.
30.Fuller Jr,J.B.,Marler,L.E.,&Hester,K.(2012).Bridge building within the province of proactivity.Journal of Organizational Behavior,33(8),1053-1070.
31.Grant,A.M.,&Ashford,S.J.(2008).The dynamics of proactivity at work.Research in Organizational Behavior,28,3-34.
32.Grant,A.M.,Parker,S.,&Collins,C.(2009).Getting credit for proactive behavior:Supervisor reactions depend on what you value and how you feel.Personnel Psychology,62(1),31-55.
33.Greenhaus,J.H.,&Powell,G.N.(2006).When work and family are allies:A theory of work-family enrichment.Academy of Management Review,31(1),72-92.
34.Harrison,S.H.,Sluss,D.M.,&Ashforth,B.E.(2011).Curiosity adapted the cat:The role of trait curiosity in newcomer adaptation.Journal of Applied Psychology,96(1),211-220.
35.Homberg,F.,Vogel,R.,&Weiherl,J.(in press).Public service motivation and continuous organizational change:Taking charge behaviour at police services.Public Administration.Doi:10.1111/padm.12354.
36.Kim,T.Y.,&Liu,Z.Q.(2017).Taking charge and employee outcomes:The moderating effect of emotional competence.International Journal of Human Resource Management,28(5),775-793.
37.Kim,T.Y.,Liu,Z.Q.,&Diefendorff,J.M.(2015).Leader-member exchange and job performance:The effects of taking charge and organizational tenure.Journal of Organizational Behavior,36(2),216-231.
38.Klimchak,M.,Carsten,M.,Morrell,D.,&MacKenzie Jr,W.I.(2016).Employee entitlement and proactive work behaviors:The moderating effects of narcissism and organizational identification.Journal of Leadership&Organizational Studies,23(4),387-396.
39.Lee,K.(2016).Ethical leadership and followers'taking charge:Trust in,and identification with,leader as mediators.Social Behavior and Personality:An International Journal,44(11),1793-1802.
40.Li,N.,Chiaburu,D.S.,&Kirkman,B.L.(2017).Cross-level influences of empowering leadership on citizenship behavior:Organizational support climate as a double-edged sword.Journal of Management,43(4),1076-1102.
41.Li,N.,Chiaburu,D.S.,Kirkman,B.L.,&Xie,Z.(2013).Spotlight on the followers:An examination of moderators of relationships between transformational leadership and subordinates'citizenship and taking charge.Personnel Psychology,66(1),225-260.
42.Li,J.,Furst-Holloway,S.,Gales,L.,Masterson,S.S.,&Blume,B.D.(in press).Not all transformational leadership behaviors are equal.Journal of Leadership&Organizational Studies.DOI:154805181668389.
43.Li,R.,Zhang,Z.Y.,&Tian,X.M.(2016).Can selfsacrificial leadership promote subordinate taking charge?The mediating role of organizational identification and the moderating role of risk aversion.Journal of Organizational Behavior,37(5),758-781.
44.Li,S.L.,He,W.,Yam,K.C.,&Long,L.R.(2015).When and why empowering leadership increases followers'taking charge:A multilevel examination in china.Asia Pacific Journal of Management,32(3),645-670.
45.Lin,C.C.,Kao,Y.T.,Chen,Y.L.,&Lu,S.C.(2016).Fostering change-oriented behaviors:A broaden-and-build model.Journal of Business and Psychology,31(3),399-414.
46.Love,M.S.,&Dustin,S.L.(2014).An investigation of coworker relationships and psychological collectivism on employee propensity to take charge.International Journal of Human Resource Management,25(9),1208-1226.
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48.McAllister,D.J.,Kamdar,D.,Morrison,E.W.,&Turban,D.B.(2007).Disentangling role perceptions:How perceived role breadth,discretion,instrumentality,and efficacy relate to helping and taking charge.Journal of Applied Psychology,92(5),1200-1211.
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1.行为之间的差异性主要体现在:主动变革行为和建言行为均强调变革导向,但前者比后者有更多的行为聚焦(Behavioral Focus);主动变革行为和个体主动性均具有主动性特征,后者被认为是一种相对稳定的行为倾向,而前者会随着情境而变化;议题兜售与主动变革行为的目的相似,均希望通过组织变革提升组织效率,前者聚焦于战略议题,而后者聚焦于完成组织目标的内在方法;创新行为和主动变革行为均强调对工作场所带来新的变化,前者更强调提出有用新颖的观点,创造新的产品和技术,而后者更强调对现有工作流程等进行变革(Morrison&Phelps,1999;Love&Dustin,2014)。
2.LMX是指领导和下属之间基于尊敬、信任和相互义务而形成的正式工作关系,Guanxi是指基于相互利益而形成的私人、非工作的个人连带(Personal Ties)。