员工-团队认知方式一致性对员工组织公民行为的影响——情绪智力的调节作用
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摘要
随着工作环境不断变化,企业所面临的不确定性日益增加,如何激励员工积极主动地投入工作及员工组织公民行为问题备受关注。基于员工-团队二元互动的视角,本文以137个团队和796位员工为研究对象,采用多项式回归和响应面分析手段,将组织公民行为前因变量的研究动态化和丰富化,从二元视角探讨"员工认知方式"和"团队认知方式"一致性对员工组织公民行为的影响。研究结论表明:相比员工和团队认知方式的不一致,一致的认知方式更容易提高员工的组织公民行为,情绪智力调节了员工和团队认知方式一致性与组织公民行为之间的关系。所以,团队和员工的认知方式一致性以及高情绪智力有助于提升员工的组织公民行为。
With the changing of working environment and increasing of marketing uncertainty,enterprises are increasingly concerned about how to motivate employees to actively participate in their work and encourage employees' organizational citizenship behaviors. Based on employee-group dual interaction,the paper collected data from 137 groups and 796 employees,and used polynomial regression and response surface analysis,which can dynamize and enrich the research on antecedents of organizational citizenship behavior,to explore the effect of congruence between employees' cognitive style and group cognitive style on employees' organizational citizenship behaviors based on dual perspectives. The results demonstrate that compared with the inconsistent between group and employees,the congruence between employees' and group' cognitive style have stronger influence on employees' organizational citizenship behaviors,and emotional intelligence moderates the relationship between the congruence of cognitive styles and organizational citizenship behaviors.Therefore,the congruence between employees' cognitive style and group cognitive style,and emotional intelligence may promote employees' organizational citizenship behaviors.
With the changing of working environment and increasing of marketing uncertainty,enterprises are increasingly concerned about how to motivate employees to actively participate in their work and encourage employees' organizational citizenship behaviors. Based on employee-group dual interaction,the paper collected data from 137 groups and 796 employees,and used polynomial regression and response surface analysis,which can dynamize and enrich the research on antecedents of organizational citizenship behavior,to explore the effect of congruence between employees' cognitive style and group cognitive style on employees' organizational citizenship behaviors based on dual perspectives. The results demonstrate that compared with the inconsistent between group and employees,the congruence between employees' and group' cognitive style have stronger influence on employees' organizational citizenship behaviors,and emotional intelligence moderates the relationship between the congruence of cognitive styles and organizational citizenship behaviors.Therefore,the congruence between employees' cognitive style and group cognitive style,and emotional intelligence may promote employees' organizational citizenship behaviors.
引文
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[15] Bechtoldt,M. N.,Welk,C.,Hartig,J.,et al. Main and moderating effects of self-control,organizational justice,and emotional labour on counterproductive behaviour at work[J].European Journal of Work&Organizational Psychology,2007,16(4),479-500.
[16]杨五洲,任迎伟,王毓婧.威权领导对员工工作投人的影响:员工情绪智力的调节作用[J].当代经济科学,2014(4):69-76.
[17] Gross,J. J.,&Mu1oz,R. F. Emotion regulation and mental health[J]. Clinical Psychology Science&Practice,2010,2(2):151-164.
[18] Duran,M.A.,Extremera,N.,&Rey,L.Analyzing the contribution of emotional intelligence and core self-evaluations as personal resources to employee engagement, Handbook of Employee Engagement:Perspectives,Research and Practice[M]. Northampton,MA:Edward Elgar,2010.
[19] Farth,J. L.,Zhong,C. B.,&Organ,D. W. Organizational citizenship behavior in the People’s Republic of China[J].Organization Science,2004,15(2):241-253.
[20] Podsakoff,P. M.,Mackenzie,S. B.,Moorman,R.H.,et al. Transformational leader behaviors and their effects on followers'trust in leader,satisfaction,and organizational citizenship behaviors[J]. Leadership Quarterly,1990,1(2):107-142.
[21] Hui,C.,Lee,C.,&Rousseau,D. M. Psychological contract and organizational citizenship behavior in china:investigating generalizability and instrumentality[J].Journal of Applied Psychology,2004,89(2):311-21.
[22] Wong,C. S.,&Law,K. S. Development of an emotional intelligence instrument and an investigation of its relationship with leader and follower performance and attitudes[J].Leadership Quarterly,2002,13(1):1-32.
[23] Shanock,L. R.,Baran,B. E.,Gentry,W. A.,et al.Polynomial regression with response surface analysis:a powerful approach for examining moderation and overcoming limitations of difference scores[J].Journal of Business&Psychology,2010,25(4):543-554.
[24] Edwards,J. R. Alternatives to difference scores:polynomial regression analysis and response surface methodology[J].Perspectives on Organizational Fit,2002:350-400.
[25] Aiken,L. S.,&West,S. G. Multiple regression:Testing and interpreting interactions[M]. Sage:Newbury Park,CA,1991.
[2]孔茗,袁悦,钱小军.领导-员工喜欢一致性对员工工作投入的影响及其机制[J].南开管理评论,2017(6):104-115.
[3] Wei,L. Q.,&Wu,L. What a diverse top management team means:testing an integrated model[J]. Journal of Management Studies,2013,50(3):389-412.
[4] Mello,A. L.,&Delise,L. A. Cognitive diversity to team outcomes:the roles of cohesion and conflict management[J].Small Group Research,2015,46(2):204-226.
[5] Pieterse,A. N.,Knippenberg,D. V.,&Ginkel,W.P. V. Diversity in goal orientation,team reflexivity,and team performance[J]. Organizational Behavior&Human Decision Processes,2011,114(2):153-164.
[6] Armstrong,S. J.,&Priola,V. Individual differences in cognitive style and their effects on task and social orientations of self-managed work teams[J]. Small Group Research,2001,32(32):283-312.
[7] Priola,V.,Smith,J. L.,&Armstrong,S. J. Group work and cognitive style:a discursive investigation[J].Small Group Research,2004,35:565-595.
[8] Armstrong,S. J.,van der Heijden,B. I. J. M.&Sadler-Smith,E. Intellectual styles,management of careers,and improved work performance[M].New York:Springer Publishing Company Llc,2012.
[9] Leonard,N. H.,Beauvais,L. L.,&Scholl,R. W. A multi-level model of group cognitive style in strategic decision making[J]. Journal of Managerial Issues,2005,17(1):119-138.
[10]刘顿,古继宝.领导发展性反馈、员工工作卷入与建言行为:员工情绪智力调节作用[J].管理评论,2018(3):128-139.
[11] Harrison,D. A.,Price,K. H.,&Bell,M. P. Beyond relational demography:time and the effects of surface-and deep-level diversity on work group cohesion[J].Academy of Management Journal,1998,41(1):96-107.
[12] Euwema,M. C.,Wendt,H.,&Van Emmerik,H.Leadership styles and group organizational citizenship behavior across cultures[J]. Journal of Organizational Behavior,2010,28(8):1035-1057.
[13] Angelidis,J.,&Ibrahim,N. A. The impact of emotional intelligence on the ethical judgment of managers[J].Journal of Business Ethics,2012,99(1):111-119.
[14] Billsberry,J.,Ambrosini,V.,Moss-Jones,J.,et al.Some suggestions for mapping organizational members’sense of fit[J]. Journal of Business&Psychology,2005,19(4):555-570.
[15] Bechtoldt,M. N.,Welk,C.,Hartig,J.,et al. Main and moderating effects of self-control,organizational justice,and emotional labour on counterproductive behaviour at work[J].European Journal of Work&Organizational Psychology,2007,16(4),479-500.
[16]杨五洲,任迎伟,王毓婧.威权领导对员工工作投人的影响:员工情绪智力的调节作用[J].当代经济科学,2014(4):69-76.
[17] Gross,J. J.,&Mu1oz,R. F. Emotion regulation and mental health[J]. Clinical Psychology Science&Practice,2010,2(2):151-164.
[18] Duran,M.A.,Extremera,N.,&Rey,L.Analyzing the contribution of emotional intelligence and core self-evaluations as personal resources to employee engagement, Handbook of Employee Engagement:Perspectives,Research and Practice[M]. Northampton,MA:Edward Elgar,2010.
[19] Farth,J. L.,Zhong,C. B.,&Organ,D. W. Organizational citizenship behavior in the People’s Republic of China[J].Organization Science,2004,15(2):241-253.
[20] Podsakoff,P. M.,Mackenzie,S. B.,Moorman,R.H.,et al. Transformational leader behaviors and their effects on followers'trust in leader,satisfaction,and organizational citizenship behaviors[J]. Leadership Quarterly,1990,1(2):107-142.
[21] Hui,C.,Lee,C.,&Rousseau,D. M. Psychological contract and organizational citizenship behavior in china:investigating generalizability and instrumentality[J].Journal of Applied Psychology,2004,89(2):311-21.
[22] Wong,C. S.,&Law,K. S. Development of an emotional intelligence instrument and an investigation of its relationship with leader and follower performance and attitudes[J].Leadership Quarterly,2002,13(1):1-32.
[23] Shanock,L. R.,Baran,B. E.,Gentry,W. A.,et al.Polynomial regression with response surface analysis:a powerful approach for examining moderation and overcoming limitations of difference scores[J].Journal of Business&Psychology,2010,25(4):543-554.
[24] Edwards,J. R. Alternatives to difference scores:polynomial regression analysis and response surface methodology[J].Perspectives on Organizational Fit,2002:350-400.
[25] Aiken,L. S.,&West,S. G. Multiple regression:Testing and interpreting interactions[M]. Sage:Newbury Park,CA,1991.