职场精神力对员工主动性行为的影响机制研究
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摘要
基于社会认同理论,从积极心理学和积极组织行为学视角构建"积极认知-积极情感-积极行为"研究模型,探讨职场精神力对员工主动性行为的影响及作用机理。研究表明:职场精神力及其各维度对员工主动性行为具有正向预测作用;情感承诺在职场精神力及其各维度与主动性行为间起部分中介作用;主动性氛围对情感承诺与主动性行为间的关系具有正向调节作用。对"职场精神力"结构维度的本土化验证,可进一步证实职场精神力的跨文化适应性,明晰在中国文化情景下职场精神力对员工主动性行为的原因动机,为个体主动性行为影响因素在个体精神层面变量的研究探索新视角、新路径。
Based on the Social Identity Theory, this research builds a "positive cognitive-positive affectpositive behavior" model to study the effects of workplace spirituality on employee's proactive behavior and internal mechanism from the perspective of positive psychology and POB. By collecting data from 396 selfreported questionnaires, and using the software SPSS21. 0 through hierarchical regression, the empirical results are as follows. Workplace spirituality has positive and significant predictive effect on proactive behavior; Employee's organizational affective commitment plays an partial mediation role between workplace spirituality and proactive behaviors; The climate for initiative plays a positive moderating role between organizational affective commitment and proactive behaviors. In this research, we have testified the localization of workplace spirituality's structural dimension, which further confirms the cross-cultural adaptability of workplace spirituality. The thesis clarifies the research approach to the motivation of employees' proactive behavior in Chinese culture context and explores new perspectives and approaches toward the study of individually spiritual factors as variables which affect proactive behavior.
Based on the Social Identity Theory, this research builds a "positive cognitive-positive affectpositive behavior" model to study the effects of workplace spirituality on employee's proactive behavior and internal mechanism from the perspective of positive psychology and POB. By collecting data from 396 selfreported questionnaires, and using the software SPSS21. 0 through hierarchical regression, the empirical results are as follows. Workplace spirituality has positive and significant predictive effect on proactive behavior; Employee's organizational affective commitment plays an partial mediation role between workplace spirituality and proactive behaviors; The climate for initiative plays a positive moderating role between organizational affective commitment and proactive behaviors. In this research, we have testified the localization of workplace spirituality's structural dimension, which further confirms the cross-cultural adaptability of workplace spirituality. The thesis clarifies the research approach to the motivation of employees' proactive behavior in Chinese culture context and explores new perspectives and approaches toward the study of individually spiritual factors as variables which affect proactive behavior.
引文
(1)李锐、田晓明:《主管威权领导与下属前瞻行为:一个被中介的调节模型构建与检验》,《心理学报》2014年第11期,第1719-1733页;J.A.Beck,J.M.Cha,S.H.Kim and B.Knutson,“Evaluating Proactive Behavior in Lodging Revenue Management,”International Journal of Contemporary Hospitality Management,Vol.26,No.8,2014,pp.1364-1379.
(2)Adam M.Grant and Susan J.Ashford,“The Dynamics of Proactivity at Work,”Research in Organizational Behavior,Vol.28,2008,pp.3-34.
(3)T.S.Bateman and J.M.Crant,“The Proactive Component of Organizational Behavior:A Measure and Correlates,”Journal of Organizational Behavior,Vol.14,No.2,1993,pp.103-118.
(4)S.K.Parker,U.K.Bindl and K.Strauss,“Making Things Happen:A Model of Proactive Motivation,”Journal of Management,Vol.36,No.4,2010,pp.827-856.
(1)Parker,Bindl and Strauss,“Making Things Happen:A Model of Proactive Motivation,”pp.827-856.
(2)Grant and Ashford,“The Dynamics of Proactivity at Work,”pp.3-34.
(3)Markus Baer and Michael Frese,“Innovation Is not Enough:Climates for Initiative and Psychological Safety,Process Innovations,and Firm Performance,”Journal of Organizational Behavior,Vol.24,No.1,2003,pp.45-68;薛宪方、王重鸣:《员工工作倦怠对其个人主动性行为的影响过程研究》,《应用心理学》2009年第1期,第30-36页。
(4)在现有研究文献中,有诸多词语用来描述职场精神力,比如:“spirit at work”“spirituality at work”“spirituality in the workplace”“spirituality in business”“workplace spirituality”等,而国内研究则用“职场灵性”“职场精神力”“职场精神性”等词来描述。
(5)Donde P.Ashmos and Dennis Duchon,“Spirituality at Work,”Journal of Management Inquiry,Vol.9,No.2,2000,pp.134-145;王明辉、郭玲玲、方俐洛:《工作场所精神性的研究概况》,《心理科学进展》2009年第1期,第172-179页。
(6)Bateman and Crant,“The Proactive Component of Organizational Behavior:A Measure and Correlates,”pp.103-118;M.Frese and D.Fay,“4.Personal Initiative:An Active Performance Concept for Work in the 21st Century,”Research in Organizational Behavior,Vol.36,No.4,2001,pp.133-187;S.K.Parker,H.M.Williams and N.Turner,“Modeling the Antecedents of Proactive Behavior at Work,”Journal of Applied Psychology,Vol.91,No.3,2006,pp.636-652;Grant and Ashford,“The Dynamics of Proactivity at Work,”pp.3-34.
(1)例如Frese&Fay(2001)认为主动性行为包含自发性、主动性、克服困难三个维度;Griffin等(2007)认为包括个体主动性、团体成员主动性、组织成员主动性三个维度;胡青和王胜男等(2011)则持自发性、变革性、前瞻性三维度的观点;Beck等(2014)将其划分为建言行为、创新行为、负责行为和问题预防行为四个维度;Grant&Ashford(2008)认为该构念包含形式、目标、频率、时机和策略五个维度。
(2)林叶、李燕萍:《前摄性行为情境化研究:一个理论整合框架》,《科技进步与对策》2016年第5期,第156-160页。
(3)D.M.Cable and D.S.Derue,“The Convergent and Discriminate Validity of Subjective Fit Perceptions,”Journal of Applied Psychology,Vol.87,No.5,2002,pp.875-884.
(4)Y.Wiener,“Commitment in Organizations:A Normative View,”Academy of Management Review,Vol.7,No.3,1982,pp.418-428.
(5)Zach Mercurio,“Affective Commitment as a Core Essence of Organizational Commitment:An Integrative Literature Review,”Human Resource Development Review,Vol.14,No.4,2015,pp.389-414.
(1)张玮、刘延平:《组织文化对组织承诺的影响研究---职业成长的中介作用检验》,《管理评论》2015年第8期,第117-126页。
(2)L.Beck and I.Ajzen,“Predicting Dishonest Actions Using the Theory of Planned Behavior,”Journal of Research in Personality,Vol.25,No.3,1991,pp.285-301.
(3)Parker,Bindl and Strauss,“Making Things Happen:A Model of Proactive Motivation,”pp.827-856.
(4)张桂平、廖建桥:《国外员工主动行为研究新进展探析》,《外国经济与管理》2011年第3期,第58-65页。
(5)刘远、周祖城:《员工感知的企业社会责任、情感承诺与组织公民行为的关系---承诺型人力资源实践的跨层调节作用》,《管理评论》2015年第10期,第118-127页。
(6)Arnon E.Reichers,“A Review and Reconceptualization of Organizational Commitment,”Academy of Management Review,Vol.10,No.3,1985,pp.465-476.
(7)John Milliman,Andrew J.Czaplewski and Jeffery Ferguson,“Workplace Spirituality and Employee Work Attitudes:An Exploratory Empirical Assessment,”Journal of Organizational Change Management,Vol.16,No.4,2003,pp.426-447.
(8)张桂平、廖建桥:《国外员工主动行为研究新进展探析》,《外国经济与管理》2011年第3期,第58-65页。
(9)I.K.Nielsen,S.M.Jex and G.A.Adams,“Development and Validation of Scores on a Two-dimensional Workplace Friendship Scale,”Educational&Psychological Measurement,Vol.60,No.4,2000,pp.628-643;M.L.Verquer,T.A.Beehr and S.H.Wagner,“A Meta-analysis of Relations between Person-organization Fit and Work Attitudes,”Journal of Vocational Behavior,Vol.63,No.3,2003,pp.473-489;马贵梅、樊耘、于维娜等:《员工-组织价值观匹配影响建言行为的机制》,《管理评论》2015年第4期,第85-98页。
(1)Grant and Ashford,“The Dynamics of Proactivity at Work,”pp.3-34.
(2)李锐、田晓明:《主管威权领导与下属前瞻行为:一个被中介的调节模型构建与检验》,《心理学报》2014年第11期,第1719-1733页。
(1)Milliman,Czaplewski and Ferguson,“Workplace Spirituality and Employee Work Attitudes:An Exploratory Empirical Assessment,”pp.426-447.
(2)M.Frese,W.Kring,A.Soose and J.Zempel,“Personal Initiative at Work:Differences Between East and West Germany,”Academy of Management Journal,Vol.39,No.1,1996,pp.37-63;Parker,Williams and Turner,“Modeling the Antecedents of Proactive Behavior at Work,”pp.636-652;M.A.Griffin,A.Neal and S.K.Parker,“A New Model of Work Role Performance:Positive Behavior in Uncertain and Interdependent Contexts,”Academy of Management Journal,Vol.50,No.2,2007,pp.327-347;F.D.Belschak and D.N.D.Hartog,“Pro-self,Prosocial and Pro-organizational Foci of Proactive Behaviour:Differential Antecedents and Consequences,”Journal of Occupational&Organizational Psychology,Vol.83,No.2,2010,pp.475-498.
(3)张青:《权威型领导与员工主动性行为关系研究》,硕士学位论文,山东大学管理学院,2016年,第31-32页。
(4)J.P.Meyer,N.J.Allen and I.R.Gellatly,“Affective and Continuance Commitment to the Organization:Evaluation of Measures and Analysis of Concurrent and Time-lagged Relations,”Journal of Applied Psychology,Vol.75,No.1,1990,pp.104-106.
(5)赵慧娟、龙立荣:《基于多理论视角的个人-环境匹配、自我决定感与情感承诺研究》,《管理学报》2016年第6期,第836-846页;刘远、周祖城:《员工感知的企业社会责任、情感承诺与组织公民行为的关系---承诺型人力资源实践的跨层调节作用》,《管理评论》2015年第10期,第118-127页。
(6)Baer and Frese,“Innovation Is not Enough:Climates for Initiative and Psychological Safety,Process Innovations,and Firm Performance,”pp.45-68.
(1)S.Khasawneh,“Cutting-edge Panacea of the Twenty-first Century:Workplace Spirituality for Higher Education Human Resources,”International Journal of Educational Management,Vol.25,No.7,2011,pp.687-700.
(2)Baer and Frese,“Innovation Is not Enough:Climates for Initiative and Psychological Safety,Process Innovations,and Firm Performance,”pp.45-68.
(3)薛宪方、王重鸣:《员工工作倦怠对其个人主动性行为的影响过程研究》,《应用心理学》2009年第1期,第30-36页。
(1)R.M.Baron and D.A.Kenny,“The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations,”Journal of Personality and Social Psychology,Vol.51,No.6,1986,pp.1173-1182.
(1)林叶、李燕萍:《前摄性行为情境化研究:一个理论整合框架》,《科技进步与对策》2016年第5期,第156-160页。
(2)赵金金、刘博:《职场灵性对酒店一线员工破坏行为的影响研究---以组织情感承诺作为中介变量》,《上海对外经贸大学学报》2016年第9期,第85-96页。
(2)Adam M.Grant and Susan J.Ashford,“The Dynamics of Proactivity at Work,”Research in Organizational Behavior,Vol.28,2008,pp.3-34.
(3)T.S.Bateman and J.M.Crant,“The Proactive Component of Organizational Behavior:A Measure and Correlates,”Journal of Organizational Behavior,Vol.14,No.2,1993,pp.103-118.
(4)S.K.Parker,U.K.Bindl and K.Strauss,“Making Things Happen:A Model of Proactive Motivation,”Journal of Management,Vol.36,No.4,2010,pp.827-856.
(1)Parker,Bindl and Strauss,“Making Things Happen:A Model of Proactive Motivation,”pp.827-856.
(2)Grant and Ashford,“The Dynamics of Proactivity at Work,”pp.3-34.
(3)Markus Baer and Michael Frese,“Innovation Is not Enough:Climates for Initiative and Psychological Safety,Process Innovations,and Firm Performance,”Journal of Organizational Behavior,Vol.24,No.1,2003,pp.45-68;薛宪方、王重鸣:《员工工作倦怠对其个人主动性行为的影响过程研究》,《应用心理学》2009年第1期,第30-36页。
(4)在现有研究文献中,有诸多词语用来描述职场精神力,比如:“spirit at work”“spirituality at work”“spirituality in the workplace”“spirituality in business”“workplace spirituality”等,而国内研究则用“职场灵性”“职场精神力”“职场精神性”等词来描述。
(5)Donde P.Ashmos and Dennis Duchon,“Spirituality at Work,”Journal of Management Inquiry,Vol.9,No.2,2000,pp.134-145;王明辉、郭玲玲、方俐洛:《工作场所精神性的研究概况》,《心理科学进展》2009年第1期,第172-179页。
(6)Bateman and Crant,“The Proactive Component of Organizational Behavior:A Measure and Correlates,”pp.103-118;M.Frese and D.Fay,“4.Personal Initiative:An Active Performance Concept for Work in the 21st Century,”Research in Organizational Behavior,Vol.36,No.4,2001,pp.133-187;S.K.Parker,H.M.Williams and N.Turner,“Modeling the Antecedents of Proactive Behavior at Work,”Journal of Applied Psychology,Vol.91,No.3,2006,pp.636-652;Grant and Ashford,“The Dynamics of Proactivity at Work,”pp.3-34.
(1)例如Frese&Fay(2001)认为主动性行为包含自发性、主动性、克服困难三个维度;Griffin等(2007)认为包括个体主动性、团体成员主动性、组织成员主动性三个维度;胡青和王胜男等(2011)则持自发性、变革性、前瞻性三维度的观点;Beck等(2014)将其划分为建言行为、创新行为、负责行为和问题预防行为四个维度;Grant&Ashford(2008)认为该构念包含形式、目标、频率、时机和策略五个维度。
(2)林叶、李燕萍:《前摄性行为情境化研究:一个理论整合框架》,《科技进步与对策》2016年第5期,第156-160页。
(3)D.M.Cable and D.S.Derue,“The Convergent and Discriminate Validity of Subjective Fit Perceptions,”Journal of Applied Psychology,Vol.87,No.5,2002,pp.875-884.
(4)Y.Wiener,“Commitment in Organizations:A Normative View,”Academy of Management Review,Vol.7,No.3,1982,pp.418-428.
(5)Zach Mercurio,“Affective Commitment as a Core Essence of Organizational Commitment:An Integrative Literature Review,”Human Resource Development Review,Vol.14,No.4,2015,pp.389-414.
(1)张玮、刘延平:《组织文化对组织承诺的影响研究---职业成长的中介作用检验》,《管理评论》2015年第8期,第117-126页。
(2)L.Beck and I.Ajzen,“Predicting Dishonest Actions Using the Theory of Planned Behavior,”Journal of Research in Personality,Vol.25,No.3,1991,pp.285-301.
(3)Parker,Bindl and Strauss,“Making Things Happen:A Model of Proactive Motivation,”pp.827-856.
(4)张桂平、廖建桥:《国外员工主动行为研究新进展探析》,《外国经济与管理》2011年第3期,第58-65页。
(5)刘远、周祖城:《员工感知的企业社会责任、情感承诺与组织公民行为的关系---承诺型人力资源实践的跨层调节作用》,《管理评论》2015年第10期,第118-127页。
(6)Arnon E.Reichers,“A Review and Reconceptualization of Organizational Commitment,”Academy of Management Review,Vol.10,No.3,1985,pp.465-476.
(7)John Milliman,Andrew J.Czaplewski and Jeffery Ferguson,“Workplace Spirituality and Employee Work Attitudes:An Exploratory Empirical Assessment,”Journal of Organizational Change Management,Vol.16,No.4,2003,pp.426-447.
(8)张桂平、廖建桥:《国外员工主动行为研究新进展探析》,《外国经济与管理》2011年第3期,第58-65页。
(9)I.K.Nielsen,S.M.Jex and G.A.Adams,“Development and Validation of Scores on a Two-dimensional Workplace Friendship Scale,”Educational&Psychological Measurement,Vol.60,No.4,2000,pp.628-643;M.L.Verquer,T.A.Beehr and S.H.Wagner,“A Meta-analysis of Relations between Person-organization Fit and Work Attitudes,”Journal of Vocational Behavior,Vol.63,No.3,2003,pp.473-489;马贵梅、樊耘、于维娜等:《员工-组织价值观匹配影响建言行为的机制》,《管理评论》2015年第4期,第85-98页。
(1)Grant and Ashford,“The Dynamics of Proactivity at Work,”pp.3-34.
(2)李锐、田晓明:《主管威权领导与下属前瞻行为:一个被中介的调节模型构建与检验》,《心理学报》2014年第11期,第1719-1733页。
(1)Milliman,Czaplewski and Ferguson,“Workplace Spirituality and Employee Work Attitudes:An Exploratory Empirical Assessment,”pp.426-447.
(2)M.Frese,W.Kring,A.Soose and J.Zempel,“Personal Initiative at Work:Differences Between East and West Germany,”Academy of Management Journal,Vol.39,No.1,1996,pp.37-63;Parker,Williams and Turner,“Modeling the Antecedents of Proactive Behavior at Work,”pp.636-652;M.A.Griffin,A.Neal and S.K.Parker,“A New Model of Work Role Performance:Positive Behavior in Uncertain and Interdependent Contexts,”Academy of Management Journal,Vol.50,No.2,2007,pp.327-347;F.D.Belschak and D.N.D.Hartog,“Pro-self,Prosocial and Pro-organizational Foci of Proactive Behaviour:Differential Antecedents and Consequences,”Journal of Occupational&Organizational Psychology,Vol.83,No.2,2010,pp.475-498.
(3)张青:《权威型领导与员工主动性行为关系研究》,硕士学位论文,山东大学管理学院,2016年,第31-32页。
(4)J.P.Meyer,N.J.Allen and I.R.Gellatly,“Affective and Continuance Commitment to the Organization:Evaluation of Measures and Analysis of Concurrent and Time-lagged Relations,”Journal of Applied Psychology,Vol.75,No.1,1990,pp.104-106.
(5)赵慧娟、龙立荣:《基于多理论视角的个人-环境匹配、自我决定感与情感承诺研究》,《管理学报》2016年第6期,第836-846页;刘远、周祖城:《员工感知的企业社会责任、情感承诺与组织公民行为的关系---承诺型人力资源实践的跨层调节作用》,《管理评论》2015年第10期,第118-127页。
(6)Baer and Frese,“Innovation Is not Enough:Climates for Initiative and Psychological Safety,Process Innovations,and Firm Performance,”pp.45-68.
(1)S.Khasawneh,“Cutting-edge Panacea of the Twenty-first Century:Workplace Spirituality for Higher Education Human Resources,”International Journal of Educational Management,Vol.25,No.7,2011,pp.687-700.
(2)Baer and Frese,“Innovation Is not Enough:Climates for Initiative and Psychological Safety,Process Innovations,and Firm Performance,”pp.45-68.
(3)薛宪方、王重鸣:《员工工作倦怠对其个人主动性行为的影响过程研究》,《应用心理学》2009年第1期,第30-36页。
(1)R.M.Baron and D.A.Kenny,“The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual,Strategic,and Statistical Considerations,”Journal of Personality and Social Psychology,Vol.51,No.6,1986,pp.1173-1182.
(1)林叶、李燕萍:《前摄性行为情境化研究:一个理论整合框架》,《科技进步与对策》2016年第5期,第156-160页。
(2)赵金金、刘博:《职场灵性对酒店一线员工破坏行为的影响研究---以组织情感承诺作为中介变量》,《上海对外经贸大学学报》2016年第9期,第85-96页。