组织内社会交换对工作产出作用机制的实证研究
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摘要
对企业组织而言,与员工建立良好雇佣关系具有十分重要的意义。因为这种关系的好坏和稳定,决定着企业绩效乃至生存。基于社会交换理论的员工-组织关系研究是目前学术界的趋势。管理学学者通常用组织中的两种交换：员工与所在组织之间的交换——“组织支持感”(POS)和员工与直接上司之间的交换——“领导-部属交换”(LMX)来描述组织内社会交换关系的质量。以往的研究侧重于“直接交换”,即从POS和LMX到员工工作产出的直接回归。但有研究者对此提出质疑,认为应该找出隐藏在组织内社会交换与员工工作产出关系背后的机理。本文便以心理契约破裂作为中介变量,验证其在组织内社会交换与员工工作产出之间的作用。另外虽然组织内社会交换与工作产出的关系已被国外学者充分证明。但在中国情境下的研究还不是很多,很多具有中国特色的变量还没有引入该研究体系,本文开创性的将关系这一概念引入到组织社会交换关系的研究中。
本文主要致力于回答三个问题：一、中国情境下,组织内社会交换关系与工作产出的作用机制；二、心理契约破裂在员工与组织建立的社会交换关系(组织支持感和领导-部属交换)和工作产出中是否扮演中介作用?三、组织中关系存在会否对组织内社会交换关系与心理契约破裂和工作产出的作用机制产生影响?
本文在对组织内社会交换关系(组织支持感、领导-部属交换)、心理契约破裂和关系的文献综述的基础上,提出了本文的研究构思,接着综合运用社会交换理论、互惠原则和公平理论,构建了本文的研究框架。随后通过问卷调研收集样本,首先进行预调研对问卷结构进行确定；随后通过大规模调研进行数据收集,对本研究的理论模型及假设进行验证。最后总结了全文的研究结论、对管理实践的启示、研究局限以及后续的研究方向。
本研究的结论主要有：
1、本研究论证了中国情境下,组织内社会交换(POS和LMX)与工作产出的作用机制。组织支持感对组织公民行为确实有正向作用,其中对群体公民行为既有直接作用又有间接作用,而对个体公民行为是通过心理契约破裂发生作用的,本研究亦证明了组织支持感与离职意愿的负相关作用。但是组织支持感和角色内行为的关系在本研究中却没得到验证。同时,本文还验证了在中国情境下领导-部属交换与角色内行为、组织公民行为和离职意愿的关系。其中,LMX和角色内行为之间是直接作用,而对组织公民行为和离职意愿既有直接作用,又有通过心理契约破裂产生的间接作用。即领导-部属交换越高,角色内行为,组织公民行为越多,离职意愿越低。由以上研究结果可以看出,在中国,来自领导的支持比来自组织的支持对工作产出的影响更大。
2、本研究复制并扩展了组织支持感、领导-部属交换和心理契约破裂的关系研究。提出了POS、LMX与心理契约破裂的整合模型,利用社会交换理论解释了中国情景下组织内社会交换与员工心理契约之间关系的作用机制,丰富和扩展了Aselage和Eisenberger(2003)组织支持感和心理契约的整合模型。第一,验证了组织支持感对员工心理契约破裂的显著影响,组织支持感越强,心理契约却不容易破裂；第二,验证了领导-部属交换关系对心理契约破裂也具有显著的影响,拥有高质量领导-部属交换关系的员工比较不容易出现心理契约破裂。
3、本文的研究发现进一步证实了心理契约破裂这个过去习惯被当作结果变量的因素完全可以担当POS和LMX与工作产出之间的中介变量。这一结果呼应了Armeli等人1998年关于“隐藏在POS与员工工作产出关系背后的机理还很少被注意到”和Schriesheim等人1999年关于“领导与下属之间的交换过程缺乏一个清晰的描述”的担忧。同时也是对Allen, Shore和Griffeth以及Stinglhamber和Vandenberghe2003年研究的一个支持,是对学者们已经探索出来的其他中介变量的一个有益补充。
4、本研究开创性地验证了关系在组织内社会交换关系(POS和LMX)与心理契约破裂和工作产出作用机制中的调节作用。本研究用关系行为和关系流行度两个构念来反映组织中关系的深度和广度。实证结果发现,关系行为对组织支持感与心理契约破裂和工作产出之间的调节作用,均未得到支持,而对领导-部属交换与工作产出之间的调节作用得到了完全支持。实证研究的结果还表明关系流行度对组织支持感和心理契约破裂及群体组织公民行为之间的关系有调节作用。当关系流行度高时,组织支持感和心理契约破裂之间的负相关程度增强,和群体公民行为之间的正相关关系变弱。关系流行度对领导-部属交换与心理契约、工作产出的调节作用均得到验证,关系流行度越高,领导部属交换关系与组织公民行为和角色内行为的正相关关系越弱,与心理契约破裂和离职意愿的负相关行为就越强。因此,通过以上的研究结果我们可以看出,关系的存在起到了消极作用,因此在今后的管理实践中我们要尽量避免关系的盛行。
The research of organizational behavior and employee-organization relationship based on the social-exchange theory is a common trend in the academic fields of organizational behavior and human resource management. The researchers always use two concepts to describe the quality of exchange relationship in one organization, they are Perceived Organizational Support (POS) and Leader-member Exchange (LMX). One stands for the quality of the relationship between employee and organization, the other stands for the quality of the relationship between employee and his immediate superior. The previous study focus on the "directly exchange", means POS and LMX directly effect the employee outcomes. But some scholars consider that there are some mediators between the exchange relationship in organization and the work outcomes. So this dissertation takes psychological contract breach as a mediator and tries to explore the mechanism of this process. In addition, although there is a growing body of theoretical and empirical research on the organizational exchange relationship, scholars have devoted limited attention to research it in Chinese context. So this dissertation creatively imports "Guanxi" to the research about the organizational exchange relationship.
The dissertation aims to investigate the answer of three questions. The first question is what's the action mechanism between the organizational exchange relationship and the employee's work outcomes based on Chinese content. The second question is whether psychological contract breach plays the role of mediator between the social exchange relationship in one organization (POS&LMX) and the employee's work outcomes? The third one is whether "Guanxi" moderates the positive, negative effects of the organizational exchange relationship (POS&LMX) on psychological contract breach and employee's work outcomes?
Based on the reviews on the literatures about perceived organizational support, leader-member exchange, psychological contract breach, Guanxi and employee outcomes, this dissertation clarifies its major objectives and main contents. After that, this paper formulates several theoretical hypotheses and constructs study models through the lenses of social exchange theory, norm of reciprocity and justice theory. Then this paper adopts questionnaire method and tests those hypothesis involving mediating and moderating effects. Finally, on the basis of empirical results, this paper analyses the results, illustrates the conclusions, theoretical contributions, managerial implications, possible shortcomings and some future research directions.
The main conclusions are listed as follows:
1. The research explores the action mechanism between the organizational exchange relationship (POS&LMX) and the employee's work outcomes in Chinese content. The empirical results show that POS really has positive affection on OCB and has negative affection on turnover intention. But the relevance between POS and in-role behavior has not been proved. Then, the research also prove that LMX directly affects on in-role behavior and act on OCB and turnover intention through two path, one is directly and the other is through the mediating affection of psychological contract breach. According to above conclusion, in China, the support from the leader produces more impulse to the employee outcomes than the support from organization.
2. The research expands the study about the relationship among the POS, LMX and psychological contract breach. Firstly, this paper proves that POS affect psychological contract breach observably. POS is higher, psychological contract is not easier to breach. Secondly, the empirical results show that LMX affect psychological contract breach, too. The employee who has high LMX is not easy to fell the breach of psychological contract.
3. The dissertation proved that there are really some mediators between the social exchange relationship in organization and the work outcomes. Based on previous study, this research explores that psychological contract breach which is always taken as outcomes variable can be as a mediator between POS, LMX and work outcomes. This conclusion supports the research result of Stinglhamber and Vandenberghe (2003), and makes supplement to another scholars'research about the mediator between POS, LMX and work outcomes.
4. This research creatively tests and verities the moderating affection of Guanxi on the relationship between the social exchange relationship in organization and psychological contract breach, work outcomes. The research adopts Guanxi practices and Guanxi prevalence to describe the extend of Guanxi in one organization. According to the empirical results, Guanxi practices have no moderating affection on the relationship of POS and psychological contract breach, work outcomes. But the result supports that Guanxi practices has moderating affection on the relationship of LMX and work outcomes. Furthermore, Guanxi prevalence moderates the positive, negative effects of POS on OCB and psychological contract breach. When Guanxi prevalence is higher, the negative effect of POS on psychological contract breach is stronger while the positive effect of POS on OCB is thinner. The moderating affection of Guanxi prevalence on the relationship between LMX and psychological contract breach, work outcomes has been proved. When Guanxi prevalence is higher, the negative effects of LMX on psychological contract breach and turnover intention are stronger while the positive effects of LMX on OCB and in-role behavior are thinner. On the basis of this research, Guanxi takes the negative effect to the organization, we should try to avoid it in human resource management.
本文主要致力于回答三个问题：一、中国情境下,组织内社会交换关系与工作产出的作用机制；二、心理契约破裂在员工与组织建立的社会交换关系(组织支持感和领导-部属交换)和工作产出中是否扮演中介作用?三、组织中关系存在会否对组织内社会交换关系与心理契约破裂和工作产出的作用机制产生影响?
本文在对组织内社会交换关系(组织支持感、领导-部属交换)、心理契约破裂和关系的文献综述的基础上,提出了本文的研究构思,接着综合运用社会交换理论、互惠原则和公平理论,构建了本文的研究框架。随后通过问卷调研收集样本,首先进行预调研对问卷结构进行确定；随后通过大规模调研进行数据收集,对本研究的理论模型及假设进行验证。最后总结了全文的研究结论、对管理实践的启示、研究局限以及后续的研究方向。
本研究的结论主要有：
1、本研究论证了中国情境下,组织内社会交换(POS和LMX)与工作产出的作用机制。组织支持感对组织公民行为确实有正向作用,其中对群体公民行为既有直接作用又有间接作用,而对个体公民行为是通过心理契约破裂发生作用的,本研究亦证明了组织支持感与离职意愿的负相关作用。但是组织支持感和角色内行为的关系在本研究中却没得到验证。同时,本文还验证了在中国情境下领导-部属交换与角色内行为、组织公民行为和离职意愿的关系。其中,LMX和角色内行为之间是直接作用,而对组织公民行为和离职意愿既有直接作用,又有通过心理契约破裂产生的间接作用。即领导-部属交换越高,角色内行为,组织公民行为越多,离职意愿越低。由以上研究结果可以看出,在中国,来自领导的支持比来自组织的支持对工作产出的影响更大。
2、本研究复制并扩展了组织支持感、领导-部属交换和心理契约破裂的关系研究。提出了POS、LMX与心理契约破裂的整合模型,利用社会交换理论解释了中国情景下组织内社会交换与员工心理契约之间关系的作用机制,丰富和扩展了Aselage和Eisenberger(2003)组织支持感和心理契约的整合模型。第一,验证了组织支持感对员工心理契约破裂的显著影响,组织支持感越强,心理契约却不容易破裂；第二,验证了领导-部属交换关系对心理契约破裂也具有显著的影响,拥有高质量领导-部属交换关系的员工比较不容易出现心理契约破裂。
3、本文的研究发现进一步证实了心理契约破裂这个过去习惯被当作结果变量的因素完全可以担当POS和LMX与工作产出之间的中介变量。这一结果呼应了Armeli等人1998年关于“隐藏在POS与员工工作产出关系背后的机理还很少被注意到”和Schriesheim等人1999年关于“领导与下属之间的交换过程缺乏一个清晰的描述”的担忧。同时也是对Allen, Shore和Griffeth以及Stinglhamber和Vandenberghe2003年研究的一个支持,是对学者们已经探索出来的其他中介变量的一个有益补充。
4、本研究开创性地验证了关系在组织内社会交换关系(POS和LMX)与心理契约破裂和工作产出作用机制中的调节作用。本研究用关系行为和关系流行度两个构念来反映组织中关系的深度和广度。实证结果发现,关系行为对组织支持感与心理契约破裂和工作产出之间的调节作用,均未得到支持,而对领导-部属交换与工作产出之间的调节作用得到了完全支持。实证研究的结果还表明关系流行度对组织支持感和心理契约破裂及群体组织公民行为之间的关系有调节作用。当关系流行度高时,组织支持感和心理契约破裂之间的负相关程度增强,和群体公民行为之间的正相关关系变弱。关系流行度对领导-部属交换与心理契约、工作产出的调节作用均得到验证,关系流行度越高,领导部属交换关系与组织公民行为和角色内行为的正相关关系越弱,与心理契约破裂和离职意愿的负相关行为就越强。因此,通过以上的研究结果我们可以看出,关系的存在起到了消极作用,因此在今后的管理实践中我们要尽量避免关系的盛行。
The research of organizational behavior and employee-organization relationship based on the social-exchange theory is a common trend in the academic fields of organizational behavior and human resource management. The researchers always use two concepts to describe the quality of exchange relationship in one organization, they are Perceived Organizational Support (POS) and Leader-member Exchange (LMX). One stands for the quality of the relationship between employee and organization, the other stands for the quality of the relationship between employee and his immediate superior. The previous study focus on the "directly exchange", means POS and LMX directly effect the employee outcomes. But some scholars consider that there are some mediators between the exchange relationship in organization and the work outcomes. So this dissertation takes psychological contract breach as a mediator and tries to explore the mechanism of this process. In addition, although there is a growing body of theoretical and empirical research on the organizational exchange relationship, scholars have devoted limited attention to research it in Chinese context. So this dissertation creatively imports "Guanxi" to the research about the organizational exchange relationship.
The dissertation aims to investigate the answer of three questions. The first question is what's the action mechanism between the organizational exchange relationship and the employee's work outcomes based on Chinese content. The second question is whether psychological contract breach plays the role of mediator between the social exchange relationship in one organization (POS&LMX) and the employee's work outcomes? The third one is whether "Guanxi" moderates the positive, negative effects of the organizational exchange relationship (POS&LMX) on psychological contract breach and employee's work outcomes?
Based on the reviews on the literatures about perceived organizational support, leader-member exchange, psychological contract breach, Guanxi and employee outcomes, this dissertation clarifies its major objectives and main contents. After that, this paper formulates several theoretical hypotheses and constructs study models through the lenses of social exchange theory, norm of reciprocity and justice theory. Then this paper adopts questionnaire method and tests those hypothesis involving mediating and moderating effects. Finally, on the basis of empirical results, this paper analyses the results, illustrates the conclusions, theoretical contributions, managerial implications, possible shortcomings and some future research directions.
The main conclusions are listed as follows:
1. The research explores the action mechanism between the organizational exchange relationship (POS&LMX) and the employee's work outcomes in Chinese content. The empirical results show that POS really has positive affection on OCB and has negative affection on turnover intention. But the relevance between POS and in-role behavior has not been proved. Then, the research also prove that LMX directly affects on in-role behavior and act on OCB and turnover intention through two path, one is directly and the other is through the mediating affection of psychological contract breach. According to above conclusion, in China, the support from the leader produces more impulse to the employee outcomes than the support from organization.
2. The research expands the study about the relationship among the POS, LMX and psychological contract breach. Firstly, this paper proves that POS affect psychological contract breach observably. POS is higher, psychological contract is not easier to breach. Secondly, the empirical results show that LMX affect psychological contract breach, too. The employee who has high LMX is not easy to fell the breach of psychological contract.
3. The dissertation proved that there are really some mediators between the social exchange relationship in organization and the work outcomes. Based on previous study, this research explores that psychological contract breach which is always taken as outcomes variable can be as a mediator between POS, LMX and work outcomes. This conclusion supports the research result of Stinglhamber and Vandenberghe (2003), and makes supplement to another scholars'research about the mediator between POS, LMX and work outcomes.
4. This research creatively tests and verities the moderating affection of Guanxi on the relationship between the social exchange relationship in organization and psychological contract breach, work outcomes. The research adopts Guanxi practices and Guanxi prevalence to describe the extend of Guanxi in one organization. According to the empirical results, Guanxi practices have no moderating affection on the relationship of POS and psychological contract breach, work outcomes. But the result supports that Guanxi practices has moderating affection on the relationship of LMX and work outcomes. Furthermore, Guanxi prevalence moderates the positive, negative effects of POS on OCB and psychological contract breach. When Guanxi prevalence is higher, the negative effect of POS on psychological contract breach is stronger while the positive effect of POS on OCB is thinner. The moderating affection of Guanxi prevalence on the relationship between LMX and psychological contract breach, work outcomes has been proved. When Guanxi prevalence is higher, the negative effects of LMX on psychological contract breach and turnover intention are stronger while the positive effects of LMX on OCB and in-role behavior are thinner. On the basis of this research, Guanxi takes the negative effect to the organization, we should try to avoid it in human resource management.
引文
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