类亲情交换视角下员工组织关系对情感承诺的影响研究
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摘要
基于中国文化背景下的类亲情交换视角,以26家企事业单位的73位部门领导及其256名下属员工为调查对象,采用SPSS 17.0、AMOS 17.0和HLM 6.02等工具软件进行统计分析,检验了员工组织关系在中国组织情境中的独特作用过程。研究结果表明,过度投资型的员工组织关系对于员工类亲情交换感知有显著的正向作用;类亲情交换中介了过度投资型对情感承诺的作用。研究结果发现,类亲情交换是员工组织关系在中国企业背景中的独特作用机制,以及组织实施的员工组织关系模式是其重要前因。
This study explores the effects of employee-organization relationships on affective commitment by identifying the family-like exchange as a specific cultural mechanism. The final data included 73 middle-level managers and 256 employees from 26 organizations. The research model and hypotheses were tested using SPSS 17.0, AMOS 17.0 and HLM 6.02. The empirical results supported our prediction that over-investment employee-organization relationship is a significant driver of family-like exchange. Moreover, through the mediating role of family-like exchange, over-investment employee-organization relationship has an indirect, positive relationship on affective commitment. Our findings contribute to the research of employee-organization relationships by providing direct empirical evidence for the role of family-like exchange in explaining, at least in part, the determining process of employee-organization relationships. Our research also contributes to the family-like exchange research by demonstrating over-investment employee-organization relationship as an organizational-level antecedent of family-like exchange.
This study explores the effects of employee-organization relationships on affective commitment by identifying the family-like exchange as a specific cultural mechanism. The final data included 73 middle-level managers and 256 employees from 26 organizations. The research model and hypotheses were tested using SPSS 17.0, AMOS 17.0 and HLM 6.02. The empirical results supported our prediction that over-investment employee-organization relationship is a significant driver of family-like exchange. Moreover, through the mediating role of family-like exchange, over-investment employee-organization relationship has an indirect, positive relationship on affective commitment. Our findings contribute to the research of employee-organization relationships by providing direct empirical evidence for the role of family-like exchange in explaining, at least in part, the determining process of employee-organization relationships. Our research also contributes to the family-like exchange research by demonstrating over-investment employee-organization relationship as an organizational-level antecedent of family-like exchange.
引文
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[2] HOM P W,TSUI A S,WU J B,et al.Explaining Employment Relationships with Social Exchange and Job Embeddedness[J].Journal of Applied Psychology,2009,94(2):277-297.
[3] JIA L,SHAW J D,TSUI A S,et al.A Social-Structural Perspective on Employee-Organization Relationships and Team Creativity[J].Academy of Management Journal,2014,57(3):869-891.
[4] 徐云飞,席猛,赵曙明.员工-组织关系研究述评与展望[J].管理学报,2017,14(3):466-474.
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[14] WANG D,TSUI A S,ZHANG Y,et al.Employment Relationships and Firm Performance:Evidence From an Emerging Economy[J].Journal of Organizational Behavior,2003,24(5):511-535.
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[16] 徐燕,周路路.员工组织关系对员工职业成长的影响机制研究:组织支持感的中介作用[J].经济管理,2012(11):93-102.
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[19] 罗家德.关系与圈子——中国人工作场域中的圈子现象[J].管理学报,2012,9(2):165-171.
[20] ALLEN N J,MEYER J P.The Measurement and Antecedents of Affective,Continuance and Normative Commitment to the Organization[J].Journal of Occupational and Organizational Psychology,1990,63(1):1-18.
[21] 郭玉锦.组织承诺及其中的文化思考[J].哈尔滨工业大学学报:社会科学版,2001,3(2):51-58.
[22] 王三银,刘洪,刘润刚.类亲情交换关系视角下家庭支持型主管行为对员工帮助行为的影响研究[J].管理学报,2018,15(7):36-43.
[23] 吴坤津,刘善仕,王红丽.仁慈导向人力资源实践对角色内行为和角色外行为的影响——基于类亲情交换关系的视角[J].商业经济与管理,2017(7):45-52.
[24] 朱苏丽,龙立荣.合私为公:员工-组织类亲情交换关系的形成和演化[J].南京大学学报:哲学·人文科学·社会科学,2017(2):49-62,160.
[25] 樊耘,阎亮,马贵梅.权力需要、组织承诺与角色外行为的关系研究——基于组织文化的调节效应[J].科学学与科学技术管理,2013,34(1):135-146.
[26] 谭春平,高会平.类亲情交换关系对组织承诺的影响研究[J].江苏商论,2018(1):103-107.
[27] JAMES L R,DEMAREE R G,WOLF G.An Assessment of Within-Group Interrater Agreement[J].Journal of Applied Psychology,1993,78(2):306-339.
[28] 吴艳,温忠麟.结构方程建模中的题目打包策略[J].心理科学进展,2011,19(12):1 859-1 867.
[29] TOFIGHI D,MACKINNON D P.RMediation:An R Package for Mediation Analysis Confidence Intervals[J].Behavior Research Methods,2011,43(3):692-700.
[30] 李召敏,韩小芳,赵曙明.民营企业雇佣关系模式关键影响因素的多案例研究[J].管理科学,2017,30(5):119-135.
[31] 刘小平,王重鸣.中西方文化背景下的组织承诺及其形成[J].外国经济与管理,2002,24(1) :17-21.
[2] HOM P W,TSUI A S,WU J B,et al.Explaining Employment Relationships with Social Exchange and Job Embeddedness[J].Journal of Applied Psychology,2009,94(2):277-297.
[3] JIA L,SHAW J D,TSUI A S,et al.A Social-Structural Perspective on Employee-Organization Relationships and Team Creativity[J].Academy of Management Journal,2014,57(3):869-891.
[4] 徐云飞,席猛,赵曙明.员工-组织关系研究述评与展望[J].管理学报,2017,14(3):466-474.
[5] COYLE-SHAPIRO J,CONWAY N.The Employment Relationship through the Lens of Social Exchange[M].Oxford:Oxford University Press,2004.
[6] WESTWOOD R,CHAN A,LINSTEAD S.Theorizing Chinese Employment Relations Comparatively:Exchange,Reciprocity and the Moral Economy[J].Asia Pacific Journal of Management,2004,21(3):365-389.
[7] SHORE L M,COYLE-SHAPIRO J A M,CHEN X P,et al.Social Exchange in Work Settings:Content,Process,and Mixed Models[J].Management and Organization Review,2009,5(3):289-302.
[8] SONG L J,TSUI A S,LAW K S.Unpacking Employee Responses to Organizational Exchange Mechanisms:The Role of Social and Economic Exchange Perceptions[J].Journal of Management,2009,35(1):56-93.
[9] 朱苏丽,龙立荣,贺伟,等.超越工具性交换:中国企业员工-组织类亲情交换关系的理论建构与实证研究[J].管理世界,2015(11):119-134.
[10] VAN KNIPPENBERG D,SLEEBOS E.Organizational Identification versus Organizational Commitment:Self-Definition,Social Exchange,and Job Attitudes[J].Journal of Organizational Behavior,2006,27(5):571-584.
[11] BLAU P M.Exchange and Power in Social Life[M].Boston:Transaction Publishers,1964.
[12] BUCHAN N R,CROSON R T A,DAWES R M.Swift Neighbors and Persistent Strangers:A Cross-Cultural Investigation of Trust and Reciprocity in Social Exchange[J].American Journal of Sociology,2002,108(1):168-206.
[13] WU J B,HOM P W,TETRICK L E,et al.The Norm of Reciprocity:Scale Development and Validation in the Chinese Context[J].Management and Organization Review,2006,2(3):377-402.
[14] WANG D,TSUI A S,ZHANG Y,et al.Employment Relationships and Firm Performance:Evidence From an Emerging Economy[J].Journal of Organizational Behavior,2003,24(5):511-535.
[15] ZHANG A Y,TSUI A S,SONG L J,et al.How Do I Trust Thee?The Employee-Organization Relationship,Supervisory Support,and Middle Manager Trust in the Organization[J].Human Resource Management,2008,47(1):111-132.
[16] 徐燕,周路路.员工组织关系对员工职业成长的影响机制研究:组织支持感的中介作用[J].经济管理,2012(11):93-102.
[17] ROUSSEAU D M.I-Deals,Idiosyncratic Deals Employees Bargain for Themselves[M].New York:ME Sharpe,2005.
[18] 刘兆明.“报”的概念及其在组织研究上的意义[M]//杨国枢,余安邦.中国人的心理与行为:理念及方法篇.台北:桂冠图书公司,1993:239-318.
[19] 罗家德.关系与圈子——中国人工作场域中的圈子现象[J].管理学报,2012,9(2):165-171.
[20] ALLEN N J,MEYER J P.The Measurement and Antecedents of Affective,Continuance and Normative Commitment to the Organization[J].Journal of Occupational and Organizational Psychology,1990,63(1):1-18.
[21] 郭玉锦.组织承诺及其中的文化思考[J].哈尔滨工业大学学报:社会科学版,2001,3(2):51-58.
[22] 王三银,刘洪,刘润刚.类亲情交换关系视角下家庭支持型主管行为对员工帮助行为的影响研究[J].管理学报,2018,15(7):36-43.
[23] 吴坤津,刘善仕,王红丽.仁慈导向人力资源实践对角色内行为和角色外行为的影响——基于类亲情交换关系的视角[J].商业经济与管理,2017(7):45-52.
[24] 朱苏丽,龙立荣.合私为公:员工-组织类亲情交换关系的形成和演化[J].南京大学学报:哲学·人文科学·社会科学,2017(2):49-62,160.
[25] 樊耘,阎亮,马贵梅.权力需要、组织承诺与角色外行为的关系研究——基于组织文化的调节效应[J].科学学与科学技术管理,2013,34(1):135-146.
[26] 谭春平,高会平.类亲情交换关系对组织承诺的影响研究[J].江苏商论,2018(1):103-107.
[27] JAMES L R,DEMAREE R G,WOLF G.An Assessment of Within-Group Interrater Agreement[J].Journal of Applied Psychology,1993,78(2):306-339.
[28] 吴艳,温忠麟.结构方程建模中的题目打包策略[J].心理科学进展,2011,19(12):1 859-1 867.
[29] TOFIGHI D,MACKINNON D P.RMediation:An R Package for Mediation Analysis Confidence Intervals[J].Behavior Research Methods,2011,43(3):692-700.
[30] 李召敏,韩小芳,赵曙明.民营企业雇佣关系模式关键影响因素的多案例研究[J].管理科学,2017,30(5):119-135.
[31] 刘小平,王重鸣.中西方文化背景下的组织承诺及其形成[J].外国经济与管理,2002,24(1) :17-21.