资质过剩与组织公民行为的关系研究——基于角色效能感的中介效应
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摘要
本文采用实证研究的方法,致力于发掘员工资质过剩背后的积极作用。通过探讨资质过剩借助角色效能感对组织公民行为的作用机制,并检验主管支持的调节作用,得出结论:资质过剩对组织公民行为具有显著正向影响;角色效能感在资质过剩与有利于组织的组织公民行为之间起到完全中介的作用,而在有利于个体的组织公民行为之间起到部分中介的作用,主管支持感在资质过剩与角色效能感之间起到正向调节的作用。在此基础上提出了对策和建议。
This paper uses empirical research methods to explore the positive role behind the overqualification of employees.By exploring the mechanism of the excess of qualifications and the role of role efficacy in organizational citizenship behavior,and testing the regulatory role of supervisor support,it is concluded that overqualification has a significant positive impact on organizational citizenship behavior;Role breadth self-efficacy plays a full intermediary role between the overqualification and the organizational citizenship behavior that is conducive to the organization and a part inmediate role in the relationship between the overqualification and the organizational citizenship behavior that is conducive to the individual.The perceived supervisor support plays a positive role in the adjustment between overqualification and role breadth self-efficacy.Based on this,this paper proposes countermeasures and some suggestions.
This paper uses empirical research methods to explore the positive role behind the overqualification of employees.By exploring the mechanism of the excess of qualifications and the role of role efficacy in organizational citizenship behavior,and testing the regulatory role of supervisor support,it is concluded that overqualification has a significant positive impact on organizational citizenship behavior;Role breadth self-efficacy plays a full intermediary role between the overqualification and the organizational citizenship behavior that is conducive to the organization and a part inmediate role in the relationship between the overqualification and the organizational citizenship behavior that is conducive to the individual.The perceived supervisor support plays a positive role in the adjustment between overqualification and role breadth self-efficacy.Based on this,this paper proposes countermeasures and some suggestions.
引文
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[15] SCHUH S C,VAN QUAQUEBEKE N,GORITZ A S,et al.Mixed feelings,mixed blessing?How ambivalence in organizational identification relates to employees' regulatory focus and citizenship behaviors [J].Human Relations.2016,69(12):2224-2249.
[16] Parker,Sharon K.Enhancing Role Breadth Self-Efficacy:The Roles of Job Enrichment and Other Organizational Interventions [J].Journal of Applied Psychology.1998,83(6):835-852.
[17] EISENBERGER ROBERT,ANMELI STEPHEN,et al.Reciprocation of Perceived Organizational Support.[J].Journal of Applied Psychology.2001,86(1):42-42.
[2] ERDOGAN B,BAUER T N,PEIRO J M,et al.Overqualified employees:Making the best of potentially bad situation for individuals and organizations [J].Industrial and Organizational Psychology.2011(4):215-232.
[3] ORGAN D W.Organizational Citizenship Behavior:The Good Soldier Syndrome [M].Lexington Books,Lexington.1988.
[4] WILLIAMS L J,ANDERSON S E.Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors [J].Journal of management.1991,17(3):601-617.
[5] RUSSELL CROPANZANO,MARIE S MITCHELL.Social Exchange Theory:An Interdisciplinary Review [J].Journal of Management.2005,31(6):874-900.
[6] HILL L.New manager development for the 21st century.Academy of Management Executive.2004(18):121-126.
[7] ANDREAS WIHLER,GERHAED BLICKLE,B PARKER ELLEN,et al.Personal Initiative and Job Performance Evaluations:Role of Political Skill in Opportunity Recognition and Capitalization [J].Journal of Management.2017,43(5):1388-1420.
[8] ME Gist,T R MITCHELL.Self-Efficacy:A Theoretical Analysis of Its Determinants and Malleability [J].Academy of Management Review.1992,17 (2):183-211.
[9] MARK A MALTARICH,GREG REILLY,ANTHONY J N.Objective and subjective overqualification:distinctions,relationships,and a place for each in the literature [J].Industrial and Organizational Psychology.2011,4(2):236-239.
[10] ALBERT BANDURA.The assessment and predictive generality of self-percepts of efficacy [J].Journal of Behavior Therapy and Experimental Psychiatry.1982,13(3):195-199.
[11] PARKER S K ,WILLIAMS H M ,TURMER N.Modeling the antecedents of proactive behavior at work.[J].Journal of Applied Psychology,2006,91(3):636-652.
[12] VENETTA I COLEMAN,WALTER C BORMAN.Investigating the Underlying Structure of the Citizenship Performance Domain [J].Human Resource Management Review.2000,10(1):25-44.
[13] 黄勇,彭纪生.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[J].软科学.2015(1):74-77.
[14] MAYNARD D C,JOSEPH T A,MAYNARD A M.Underemployment,job attitudes,and turnover intentions [J].Journal of Organizational Behavior,2006,27( 4):509-536.
[15] SCHUH S C,VAN QUAQUEBEKE N,GORITZ A S,et al.Mixed feelings,mixed blessing?How ambivalence in organizational identification relates to employees' regulatory focus and citizenship behaviors [J].Human Relations.2016,69(12):2224-2249.
[16] Parker,Sharon K.Enhancing Role Breadth Self-Efficacy:The Roles of Job Enrichment and Other Organizational Interventions [J].Journal of Applied Psychology.1998,83(6):835-852.
[17] EISENBERGER ROBERT,ANMELI STEPHEN,et al.Reciprocation of Perceived Organizational Support.[J].Journal of Applied Psychology.2001,86(1):42-42.